組織動態能力、組織創新氣候、預應人格特質與知識分享對創新行為影響之跨層次分析

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組織動態能力、組織創新氣候、預應人格特質與知識分享對創新行為影響之跨層次分析

A Cross-Level Analysis of Effect of Relationships among Organizational Dynamic Capabilities, Organizational Innovation Climate, Proactive Personality, Knowledge Sharing on Innovative

余采芳 , Ph.D　　Advisor：余鑑;于俊傑　　

繁體中文

組織動態能力；組織創新氣候；預應人格特質；知識分享；創新行為； Organizational Dynamic Capabilities ； Organizational Innovation Climate ； Proactive Personality ； Knowledge Sharing ； Innovative Behavior

Abstract │ Reference (191) │ Times Cited (1) │ Altmetrics

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Parallel Abstract 〈TOP〉

Facing the competitive environment with transnational, trans-organizational, trans-team and trans-specialty characteristics, knowledge sharing should aim at achieving trans-disciplinary integration and figuring out the factors promoting knowledge sharing at multiple levels instead of only focusing on sharing and transfer itself. The previous empirical studies mostly adopted single-level analysis and logic. Those studies were mainly carried out based on individual-level analysis.  However, researchers should make discussions from a cross-level perspective surpassing the focus on the effect of single-level factors on members’behavior in an organization. Innovation is one of the elements determining the survival of an organization.
In this study, a questionnaire survey was made to collect information. A total of 37 public financial and insurance companies in Taiwan were invited through phone calls to take part in the research. 33 companies agreed to assist the researcher in carrying out the study. 5 to 25 copies of the questionnaire were distributed to each of the 33 companies. 430 copies were collected in which 403 copies are valid with an effective response rate of 93.72%.
These results of the study are followed: (1) Organizational dynamic capabilities have positive impact on organizational innovation climate and innovative behavior. (2) Organizational innovation climate has a positive impact on innovative behavior. (3) Proactive personality have positive impact on knowledge sharing and innovative behavior. (4) Knowledge sharing has a positive impact on innovative behavior. (5) Knowledge sharing mediate the impact of proactive personality on innovative behavior. (6) Organizational innovation climate mediate the impact of Organizational dynamic capabilities on innovative behavior. (7) Organizational dynamic capabilities moderate the impact of proactive personality on innovative behavior. (8) Organizational dynamic capabilities moderate the impact of knowledge sharing on innovative behavior.

Reference ( 191 ) 〈TOP〉

田新民、解志韜、祝金龍（2009）。員工主動性人格對組織公民行為和團隊績效的影響-檢測一個路徑模型。人力資源管理學報，9（2），19-32。
連結：
吳建明（2009）。以動態能力觀點探討企業經營流程變革與網路地位重塑關係之研究。管理學報，26（2），145-166。
連結：
吳盛、林東清（2007）。以計劃行為理論探討資訊人員的知識分享行為。資訊管理學報，14（2），75-110。
連結：
巫立宇（2006）。資源、社會資本、路徑相依與動態能力之研究。管理評論，25（1），121-140。
連結：
李朱慧、林孟鋒（2008）。以人格特質與組織文化探討高科技產業內知識分享與組織績效之研究。致遠管理論叢，3（1），18-37。
連結：

Times Cited (1) 〈TOP〉

黃春懿(2015)。組織動態能力對就業力與員工敬業度中介影響之探討。中正大學勞工關係學研究所學位論文。2015。1-126。

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