研究生: |
洪惠卿 Hung, Hui-Ching |
---|---|
論文名稱: |
盡責性人格特質與創意行為間關係之研究:以主管與員工的交換關係及同事支持為調節變數 Conscientiousness and creative behavior: Moderating by Leader-Member Exchange and Coworker Support |
指導教授: |
史習安
Shih, Hsi-An |
學位類別: |
碩士 Master |
系所名稱: |
管理學院 - 高階管理碩士在職專班(EMBA) Executive Master of Business Administration (EMBA) |
論文出版年: | 2015 |
畢業學年度: | 103 |
語文別: | 中文 |
論文頁數: | 60 |
中文關鍵詞: | 盡責性人格特質 、創新行為 、主管與員工的交換關係(LMX) 、同事支持 |
外文關鍵詞: | Conscientiousness Personality, Creative behavior, LMX, Coworker Support |
相關次數: | 點閱:86 下載:2 |
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隨著科技的日新月異,資訊的快速流通,縮短了學習的時間及距離,使得前瞻創新變的十分重要,唯有進一步的領先競爭對手,企業才得以永續經營。因此組織必需仰賴員工的持續創新,才能不斷的推出新產品、服務抑或是流程改善,以確保企業的營運效率及競爭力,故提升員工的創新行為早已是不容忽視的課題。本研究首先從如何提升盡責性人格特質的員工有更多的創新行為探討起,試圖了解員工個人的盡責性人格特質以主管與員工的交換關係(LMX)及同事間的支持行為作為調節變數進而影響創新行為。並探討分別在主管與員工的交換關係(LMX)及同事間的支持行為調節之下,盡責性人格特質的員工與創意行為的關係。
本研究以工業技術研究院及各大企業作為主要研究對象,研究問卷分為A、B兩式,回收有效樣本A+B式為21組,B式為150份。本研究主要使用層級迴歸分析來進行研究假說之驗證。經由實證分析,本研究分析結果如下:
(一) 盡責性人格特質與創新行為呈現正相關。
(二) 主管與員工的交換關係(LMX)與創新行為的提升呈現正相關。但對盡責性人格特質與創新行為之間不具有調節作用。
(三) 同事的支持行為與創新行為的提升呈現正相關。但對盡責性人格特質與創新行為之間不具有調節作用。
本研究主要貢獻分述如下。首先,本研究探討「盡責性人格特質」與「創新行為」間之關係;其次,本研究將主管與員工的交換關係(LMX)、同事間的支持行為對「盡責性人格特質」及「創新行為」的調節效果加以驗證,以作為後續研究參考。
Innovation has become even more vital for companies to maintain or enhance effectiveness in rapidly changing environments. That is to say, corporations benefit from employees’ innovation and creativity. Applying creativity to business problems on service, process, product, etc. has been increasingly important and would impact the companies’ performance. Owing to creativity is driven by the people, the purpose of this thesis is to find out the relationship between conscientiousness personality and creative behavior and what kind of variables affects them. Therefore, this study examines the relationship between conscientiousness personality and creative behavior. Besides, we use LMX (Leader-Member Exchange), Coworker Support as a moderator to investigate the relationship between conscientiousness personality and creative behavior.
The research is performed through two versions of questionnaires sent out to companies in Taiwan: one for managers and the other for team members. We sent 200 questionnaires and a total of 150 valid questionnaires were returned, with a final response rate of 75%. We use hierarchical regression analysis to verify all hypotheses.
Our findings can be summarized as following.
(1) Conscientiousness personality has a positive relationship with creative behavior.
(2) LMX (Leader-Member Exchange) has a positive relationship with creative behavior, but has no significant moderation effect between conscientiousness personality and creative behavior.
(3) Coworker Support has a positive relationship with creative behavior, but has no significant moderation effect between conscientiousness personality and creative behavior.
中文文獻
吳萬益(2011),企業研究方法,台北:華泰文化
曾子勳(2014) ,「主動性人格特質、自我效能與創新想法產生、實現間關係之研究」,成功大學/ 企業管理研究所 碩士論文
曾文紀(2014) ,「 探討組織氣候、LMX領導型態對組織承諾的影響:以人力資源管理機制為調節變項」, 成功大學/管理學院/高階管理碩士在職專班碩士論文
王玫婷(2013) ,「探討女性高階公務人員向上行為之類型與困境—玻璃天花板效應之觀點」,中華管理評論國際學報Vol.16,No. 2,May
陳盈純(2002),「互依性與社會支持對研發團隊績效的影響──以溝通為干擾變項」,國立中央大學人力資源管理研究所碩士論文,
陳沛綺,王耀德(2005) ,「專案經理之人格特質、學習風格與衝突處理方式關係之研究」,國立交通大學管理學院(國際經貿學程)碩士論文
莊璦嘉,林惠彥(2005) ,「個人與環境適配對工作態度與行為之影響∗台灣管理學刊」,第5卷第1期, pp.123-148
許純嘉(2005),「組織內工作夥伴支持行為與員工創造力之研究」,國立中央大學企業管理研究所碩士論文
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