過去個人創新行為的研究,尚未以威權領導的角度切入,故本研究將探討威權領導對個人創新行為的影響。過去研究探討威權領導會引發員工產生憤怒情緒感受,進而影響組織效能,但卻忽略其他負向情緒感受的內涵,以及認知層面的心理機制,因此本研究將探討內在動機(認知因素)和負向情緒感受(情緒因素)的中介效果。再者,依據人境互動論的觀點,傳統性價值觀的員工在面對威權領導者時,對於其內在動機與負向情緒感受的影響也會有所差異。最後,雖然強大的中國文化仍舊持續影響,但台灣高科技企業正在改變,因此本研究將組織誘因系統考量進去,以一窺華人創新行為全貌。因此本研究的研究目的在探討威權領導對員工個人創新行為的影響,透過員工的內在動機和負向情緒感受的中介效果,和員工傳統性價值觀和組織誘因系統的調節效果所影響。本研究採問卷法,受試者是公私立營利單位的直屬主管與員工,為便利性抽樣,共獲得315筆資料。研究結果顯示,(1)當領導者越傾向展現威權領導行為時,越不利於員工個人的創新行為。(2)當領導者越傾向展現威權領導行為時,員工的內在動機越低,使得員工個人的創新行為越低。(3)當領導者越傾向展現威權領導行為時,員工的負向情緒感受越高。(4)員工的負向情緒感受對個人創新行為不具影響效果。(5)員工傳統性價值觀具調節領導者威權領導行為和員工內在動機之關係,即當員工傳統性價值觀越低時,領導者的威權領導行為越高,員工的內在動機越低。(6)員工的傳統性價值觀對領導者的威權領導行為和員工的負向情緒感受不具調節效果。(7)組織的誘因系統對員工的內在動機和負向情緒感受與個人創新行為不具調節效果。最後本研究依據研究結果,進一步說明未來研究方向及管理上的實務意涵。
In the past, research on individual innovative behavior lack discussions on authoritarian leaderships, thus, this current research demonstrates how authoritarian leaderships affect individual’s innovative behavior. The purpose of the current research will discuss authoritarian leadership’s effects on individual’s innovative behavior, mediated by intrinsic motivation and negative emotion, and moderated by traditional value and organizational incentive system. Questionnaires are administered to superiors and employees from the public and private companies. The author uses convention sampling.315 paired participants are the employees from a variety of firms. The research found out:(1) the more the leader tends to express the authoritarian leadership, the less is the individual innovative behavior. (2) the more the leader tends to express authoritarian leadership, the less is the individual’s intrinsic motivation and the less is the individual’s innovative behavior.(3) the more the leader tends to express the authoritarian leadership, the more is the employees’ negative emotion.(4) employees’ negative emotion doesn’t affect individual innovative behavior.(5)employee’s traditional value moderated the authoritarian leadership and intrinsic motivation. When employee’s traditional values are less, the more the authoritarian leadership is ,the lesser the employee’s intrinsic motivation becomes.(6) employee’s traditional value doesn’t moderate authoritarian leadership and employee’s negative emotion.(7) organizational incentive system doesn’t moderate employee’s intrinsic motivation, negative emotion and individual innovative behavior.