轉換型領導、組織認同與創新行為之研究-以服務氣候為調節變項

林慧如

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轉換型領導、組織認同與創新行為之研究-以服務氣候為調節變項

A study of relationship among transformational leadership, organizational identification and innovative behavior-The moderator of service climate

林慧如 , Masters　　Advisor：黃良志　　

繁體中文

服務氣候；組織認同；轉換型領導；創新行為； Innovative behavior ； Organizational identification ； Transformational leadership ； Service climate

Abstract │ Reference (123) │ Times Cited (1) │ Altmetrics

Abstract 〈TOP〉

Parallel Abstract 〈TOP〉

In a highly networked and interconnected world, innovation is a key contributor to national growth. The trend puts government under pressure to the need for public sector innovation. The National Development Council (formerly known as Research, Development, and Evaluation Commission, Executive Yuan) has accelerated the trend by organizing a wide range of quality service awards, and evaluating public service performances, which aim to set up quality service benchmarks and encourage agencies to follow the benchmarks.
    Among all the awards, the Executive Yuan Quality Service Award is the most prestigious recognition of excellence in public service. Through the competition, the award rewards the creative achievements and contributions of public service institutions that lead to a more innovative, flexible, and responsive public administration. However, the new attempt faces a major challenge as public sector organizations are considered conservative and bureaucratic. The static environment within the public sectors discourages civil servants from experimenting and taking risks in applying new ideas. How civil servants can innovate is an issue worthy of discussion.
    This study focused on award-winning First-Line Service Agencies and explored the correlations among transformational leadership, organizational identification, innovative behavior and service climate. Of the 1,325 questionnaires that were sent out, 494 replies were received (37%). Data analysis using descriptive statistics, confirmatory factor analysis, reliability analysis, and multiple regression analysis resulted in several findings:
1.Transformational leadership has a significantly positive effect on organizational identification.
2.Transformational leadership has a significantly positive effect on innovative behavior.
3.Organizational identification has a significantly positive effect on innovative behavior.
4.Organizational identification partially mediates the effect of innovative behavior.
5.Service climate has a significantly moderating effect on innovative behavior.
	Based on the research results, the concrete conclusions and suggestions will provide for govermment and further study as the references.

Reference ( 123 ) 〈TOP〉

古清南（2008），主管轉換型領導風格、內外控人格特質對經營績效影響之研究－以台灣中南部國際觀光旅館為例，國立高雄餐旅學院餐旅管理研究所碩士論文。
連結：
汪美伶、鄭雯憶（2007），組織支持與服務導向公民行為－服務氣候之干擾角色，人力資源管理學報，7（4），71-93。
連結：
吳國銑、陳廖霞（2009），運動教練應用轉型領導之策略，大專體育，101，97-105。
連結：
吳玲玲、許欽嘉、蔡清祥、柯承恩（2010），對知識工作者之領導效能之研究－領導風格與認知差異，資訊管理學報，17，221-238。
連結：
李雯智（2006），2000年以後國內外組織認同研究評析，學校行政雙月刊，45，60-72。
連結：

Times Cited (1) 〈TOP〉

何佩芬(2016)。職業工會轉換型領導、組織認同及創新行為之關聯性研究。中正大學勞工關係學研究所學位論文。2016。1-63。

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