創新是企業在面臨外在環境不斷改變時的能繼續生存的關鍵,而個人創新工作行為是團隊與組織創新的起點,影響個人創新工作行為的因子除了員工個人特質外,另外還有社會脈絡因素。最重要的社會脈絡影響因子即是領導行為,過去的研究指出,轉換型領導可正向預測個人創新工作行為,但卻缺乏部屬的心理中介機制的研究。根據內在動機論,部屬在知覺到主管的轉換型領導時,會增加其高層次的需求,進而提昇對工作的內在動機,並反映在心理賦權的行為構面上,進而增加其創新工作行為,以期使工作條件理想化。因此,本篇研究之目的在於探索心理賦權可否中介轉換型領導與創新工作行為之關係。 本研究設計以問卷調查法,蒐集台灣地區30間上市櫃公司249位員工之資料,研究結果顯示,轉換型領導可正向預測創新工作行為,心理賦權可完全中介兩者之關係,此模型可讓領導者認知必須展現值得讓部屬效法的行為與特質支持部屬提出創新的想法與行為,才能對部屬心理層面造成影響,進而使創新工作行為增加。
Innovation is the key issue to help corporate to be successful in the competitive environment. In recent years, the trends of the research have moved from team or organization level issues to the innovative work behavior of individual level. Previous research proved that personal characteristic and work-related environment could influence innovative work behavior. The work-related environments which included the openness, esteem variety points, and emotional and instrumental support of supervisor could stimulate intrinsic motivation of employee and increase their innovative work behavior. The objective of transformational leadership is to facilitate followers to get better performance through understanding the meanings of the work, and responding each followers’ needs and growth. The leadership will positive indicate innovative work behavior, but lack for research of middle psychological mechanism. The purpose of this study is to investigate the relationships between transformational leadership and innovative work behavior through psychological empowerment. This study conducted a questionnaire survey which data collected from 30 companies of employee and their supervisors. The research found out psychological empowerment mediated the relationship between transformational leadership and innovative work behavior.