轉換型領導、知識分享、組織創新與組織績效之關聯性研究

THE RELATIONSHIP AMONG TRANSFORMATIONAL LEADERSHIP, KNOWLEDGE SHARING, ORGANIZATIONAL INNOVATION, AND ORGANIZATION PERFORMANCE

謝方嘉(Fang-Chia Hsieh)

指導教授 ： 吳啟絹

大同大學/經營設計學院/事業經營學系所/碩士(2012年)

摘要

隨著時間的演進，科技也與時俱進的持續發展，高科技產業也成為台灣的主流產業之一，許多台灣高科技產業也聞名國際，然而並非每一家公司都能在這個科技時代中生存，甚至在2008年以來的金融海嘯中，許多的公司的淹沒在這股洪流之中。對於知識密集程度較高的高科技產業而言，如何資訊和經驗轉換成知識，並且利用知識發展出創新，並且創造出績效，也成為與企業生存攸戚相關的課題之一。
然而，儘管知識與創新的重要性是不言而喻的，但仍然許多企業無法利用知識發展創新，並且利用創新提升績效，其中領導者的領導方式就成了其中的關鍵要素之一，因為領導者決定了一個組織的走向，並且對於組織的文化、組織的氣候和氛圍都有深切的影響力，而多年以來，也鮮少有相關的研究將領導風格、知識管理、組織創新的議題合併討論之。
本研究根據Bass (1990)等人的研究結果，針對台灣地區的高科技產業進行實證性的研究，探討轉換型領導風格下，知識分享、組織創新的程度對於組織績效的影響，並且透過結構方程模式的研究，發現轉換型領導風格對於組織的知識分享、組織創新、和組織績效都有顯著的正向影響，而知識分享對於組織的創新和績效也具有正向影響，然而當將知識分享當作中介變數時，轉換型領導風格會透過知識分享影響組織創新，但並不會影響組織的績效。

關鍵字

組織創新 ； 知識分享 ； 轉換型領導 ； 中介變數

並列摘要

The development of technology never stops. High-tech industries such as IC, DRAM, or networking which has become one of the most important industry in Taiwan. Some of companies such like HTC also has become a world-renowned company. But not every company could survive in 21st century, even a number of companies closed down because of the “Financial Tsunami” in 2008. High-tech industry is a knowledge-intensive industry, so the methods to transfer information and experience to knowledge become more important. Using knowledge to develop innovation and performance also relate to survival of a organization.
However, everyone knows the importance of knowledge and innovation, but plenty of organizations couldn’t exploit knowledge to create innovation. Leadership is one of key factor because leadership could affect the future of a company. Leaders also affect organizational culture, organization climate, and employees’ organization commitment. Leaders also could directly affect the level of knowledge sharing, organizational innovation, and organization performance. So this study defined leadership as a preexisting factor.
According to research of Bass (1990), this study conducted an empirical research targeted the high-tech industry in Taiwan and explore the relationship of leadership, knowledge sharing, organizational innovation, and organization performance. This study used questionnaires to collect data then used SEM to verify hypotheses, and the number of valid questionnaires is 186. Finally this study found out that transformational leadership would positively affect the level of knowledge sharing, organizational innovation, and organization performance. Also knowledge sharing would positively affect the level of organizational innovation and organization performance. Knowledge sharing as a mediator, Transformational leadership would affect organizational innovation, however, it wouldn’t affect organization performance.

並列關鍵字

Organizational Innovation ； Knowledge Sharing ； Transformational Leadership ； Mediator

參考文獻

Lin, Y.P., J. Y. Huang, and Y. C. Tung, “How Organizational Learning and Organizational Innovations Mediate Market Orientation and Organizational Performance: An Empirical Study of the Information Technology Industry in Scientific Industry”, Management Review, 23(1), (2004): 101-134

林隆儀，「市場導向、行動商務應用與組織績效關係之研究」，電子商務研究，第三卷第四期，(2004):431。

Tsai, C. T., K. L. Huang, & C. F. Kao, “The Relationships among Organizational Factors, Creativity of Organizational Members and Organizational Innovation”, Journal of Management, 18(4), (2001): 527-566.

Mayfield, M., and J. Mayfield, “The Effect of Leader Communication on Worker”, American Business Review, 22(2), (2004): 46-51.

Dubrin, Andrew J., Leadership—Research Findings, Practice, and Skills, 3rd ed., N.Y: Houghton Mifflin Company, (2001): 34-48.