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題名:家長式領導下員工自我效能、獎懲及領導成員交換關係對員工越軌創新行為的影響:調節式調節實證研究
作者:林義雄
作者(外文):Lin, Yi-Hsiung
校院名稱:國立臺北大學
系所名稱:企業管理學系
指導教授:陳宥杉
林俊佑
學位類別:博士
出版日期:2023
主題關鍵詞:家長式領導越軌創新獎勵懲罰自我效能領導成員交換關係冒險傾向Paternalistic leadershipBootleg innovationRewardingPunishingSelf-efficacyLeader-member exchangeRisk taking
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近年來全球面臨極端氣候與COVID-19疫情衝擊,製造業供應鏈斷鏈危機,服務業也因為消費信心驟降,企業唯有以創新適應此一環境不確定性,追求企業永續發展,組織的創新通常依賴於員工的主動性,他們採取行動來發展自己的想法並獲得組織經營者的支持,有時員工會在沒有正式合法性的情況下工作並收集自己的資源。
本研究借鑒資源保存理論、社會交換理論與緊張理論,探討家長式領導對員工越軌創新行為之關係,並以獎勵、懲罰、領導成員交換關係與工的自我效能與以及冒險傾向調節變項,對台灣企業及公部門蒐集582份問卷為研究樣本,研究結論顯示仁慈與德行領導會對越軌創新具有正向影響,威權領導會對越軌創新具有負向影響,獎勵、懲罰與自我效能和領導成員交換關係對仁慈、德行與威權領導及越軌創新之間的關係具有調節效果,冒險傾向則對上述構念具有調節式調節效果;研究貢獻,首先研究豐富了華人文化下家長式領導與越軌創新研究的變數,為未來關於家長式領導者與越軌創新的研究提供依據,其次,從動機的角度拓展了影響員工越軌創新的機制,探索家長式領導者在盜版員工越軌創新行為中的作用路徑,為後期研究提供新的路徑。
In recent years, the world has been confronted with extreme weather and the impact of the COVID-19 epidemic. The manufacturing industry has experienced disruptions in the supply chain, meanwhile the consumer confidence has seen a significant decline in service sector. En-terprises can only adapt to this environmental uncertainty with innovation, and pursue sustainable development of enterprises. Innovation in an organiza-tion typically relies on initiatives by employees who take actions to devel-op their ideas and obtain the support of organizational decision makers. Sometimes, employees approach to work and gather their own resources without formal legitimacy.
This study drawing upon Conservation of Resources Theory, Social Exchange Theory, and Strain Theory to explore the relationship between parental leadership and employee bootleg innovation behavior. It also considers reward, punishment, leader-member exchange relationship, and employee self-efficacy as well as adventure propensity as moderating var-iables. This study was based on 582 valid questionnaires from Taiwan en-terprises and public sector organizations. The empirical findings of this study depict that benevolent and virtuous leadership have a positive im-pact on bootleg innovation, whereas authoritarian leadership has a nega-tive impact on bootleg innovation. Rewards, punishments, self-efficacy, and leader-member exchange moderate the relationship between benevo-lent, virtuous, authoritarian leadership, and bootleg innovation. Risk-taking tendency also acts as a moderating variable for the aforementioned constructs. The contributions of this research are twofold. First, it enriches the variables in the study of parental leadership and deviant innovation in the context of Chinese culture, providing a foundation for future research on the relationship between parental leadership and bootleg innovation. Second, it extends the mechanism influencing employee deviant innova-tion from a motivational perspective, exploring the role pathway of paren-tal leadership in encouraging employee bootleg innovation behavior, thereby offering new directions for future research.
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