醫療機構員工之自覺創造力與組織創新氣候感受對研究績效之影響

Effects of Self-Perceived Creativity and Organizational Innovation Climate on Research Performance among Hospital Staff

邱碧宇(Pi-Yu Chiu)

指導教授 ： 陳金淵

長榮大學/健康科學學院/醫務管理學系(所)/碩士(2013年)

https://doi.org/10.6833/CJCU.2013.00082

摘要

目的 組織創新源自於員工的創造力，而個人創造力的表現又與組織環境相關。由於醫學研究是醫學中心及教學醫院評鑑的重點之一，本研究以「研究績效」做為醫院員工的創新能力表現，探討在醫療機構中，員工的自覺創造力與組織創新氣候感受對研究績效表現之影響。

方法 本研究採橫斷式問卷調查法，問卷內容包含RIBS量表、組織創新氣候量表與受訪者自填研究績效三部分。以南部某醫學中心之員工為研究對象，採立意抽樣，發放620份，回收有效問卷491份（79.2%）。回收之資料以SPSS for Windows 18.0進行差異性、相關性、多項式邏輯斯迴歸等統計分析。

結果 自覺創造力在性別、工作類別間呈顯著差異，組織創新氣候感受在性別、主管、不同年齡、工作類別與工作年資之間均達顯著差異（p<0.05）。自覺創造力與執行計畫（r=0.204, p=0.001）、及論文產出呈顯著正相關（r=0.334, p<0.001）；組織創新氣候與執行計畫（r=0.137, p=0.035）、及論文產出（r=0.191, p=0.019）呈顯著正相關。透過多項式邏輯斯迴歸分析顯示，學歷、工作類別對於研究績效具有顯著預測力；組織創新氣候構面中，以環境氣氛對研究績效具有顯著正向影響力。創造力與組織創新氣候構面之工作方式交互作用，對「發表論文」具有顯著影響，在「高績效/無產出」模式中，創造力高的員工比創造力低的員工產出論文的OR值為1.003倍（B=0.036, p=0.017）。

結論 自覺創造力對研究績效之影響會受到組織創新氣候的干擾，其中，以「環境氣氛」及「工作方式」二個構面影響較顯著。因此，機構欲提升員工創造力，應從營造組織整體支持創新的環境氣氛著手，包括組織內人際間相互支持、和諧的工作氣氛、允許適度自由安排的工作空間；針對高創造傾向的員工，提供獨立、較具挑戰性的工作內容，容許自由發揮與自我設定工作進度等支持性氣候，將有利於激發員工發揮創造力。

關鍵字

創造力 ； 組織創新氣候 ； 研究績效 ； RIBS ； 多項式邏輯斯迴歸

並列摘要

Purposes: Organizational innovation comes from employee creativity, which is closely related to organizational environment. Medical research is one of the primary focuses in the evaluation of a medical center or a teaching hospital. This study uses “research performance” as an index to investigate the effects of self-perceived creativity and organizational innovation climate on research performance in a medical institution context.

Method: The cross-sectional survey method was adopted. The questionnaire consists of three scales, including RIBS, organizational innovation climate, and a self-evaluation of research performance. The survey was administered to employees of a medical center in southern Taiwan. The respondents were selected based on purposive sampling. 620 questionnaires were distributed, and 491 valid responses were obtained (79.2%). Data were analyzed on SPSS for Windows 18.0 for differences, correlations, and multinomial logistic regression.

Results: Perceived creativity differed significantly across gender and job category, while perceived organizational innovation climate differed significantly across gender, executive position, age, job category, and seniority (p<0.095). Perceived creativity was significantly and positively related to project execution (r=0.204, p=0.001) and publication productivity (r=0.334, p<0.001), and perceived organizational innovation climate was also found to have a significantly positive effect on project execution (r=0.137, p=0.035) and publication productivity (r=0.191, p=0.019). The multinomial logistic regression analysis suggested that education background and job category were significant predictors of research performance. Among the dimensions of organizational innovation climate, environmental atmosphere had a significantly positive effect on research performance. The interaction between creativity and working mode of organizational innovation climate positively affected “research publication” to the level of significance. In the “high performance/no output” model, the OR value for employees with high creativity was 1.003 times that for employees with low creativity (B=0.036, p=0.017).

Conclusion: The effect of perceived creativity on research performance was moderated by organizational innovation climate, particularly more significantly by two dimensions, namely “organizational atmosphere” and “working mode”. Therefore, in order to enhance employee creativity, medical institutions should create an environmental atmosphere that supports innovation. They should encourage mutual support of employees, create a harmonious job atmosphere, and allow an appropriate level of free arrangement of the working environment. For employees with high creativity, they can assign independent and more challenging jobs and create a supportive climate that allows a greater room for creativity and self-setting of work schedule. Such climate can motivate employees to use their creativity.

並列關鍵字

creativity ； organizational innovation climate ； research performance ； RIBS ； multinomial logistic regression

參考文獻

王精文、徐碧慧、李珍玫（2007）。創造力人格、領導型態與績效關係之探討。臺大管理論叢，17（2），159-182。

吳萬益、郭幸萍、彭奕龍（2002）。醫學中心組織文化、管理模式、競爭優勢與經營績效之互動相關影響研究。醫務管理期刊，3（3），17-38。

李佩如（2010）。影響大學教師研究生產力相關因素之探討。教育理論與實踐學刊，22，63-84。

林明杰、陳基祥、許純嘉（2007）。組織內工作夥伴支持行為與員工創造力之研究。科技管理學刋，12（2），29-64。

邱台生、盧美秀、陳品玲（2003）組織氣候與工作投入關係之研究－以某醫學中心暨委託經營管理醫院為例。榮總護理，20（2），184-199。