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題名：臺灣六大科技產業主管之轉換型領導、員工創造力與創新績效關係模式之研究
書刊名：中華管理學報
作者：李元墩 引用關係／陳仕豪
作者(外文)：Lee, Yuan-duen／Chen, Shih-hao
出版日期：2008
卷期：9:2
頁次：頁59-80
主題關鍵詞：轉換型領導；組織成員創造力；創新績效；高科技產業；Transformational leadership；Employee's creativity；Innovational performance；High-tech industry
原始連結：連回原系統網址new window
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  • 被引用次數被引用次數:期刊(3) 博士論文(1) 專書(0) 專書論文(0)
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  • 共同引用共同引用:249
  • 點閱點閱:22
在以科技創新為主導的知識經濟時代中，「創新能力」已成為企業追求創新與提升競爭力之關鍵因素。然而綜觀過去研究甚少探討組織之成員創造力與創新績效之關聯性，目前亦無一套公認的標準來衡量成員創造力執行的效能。因此，本研究將於自行建構高科技產業之組織成員創造力量表後，再深入探討轉換型領導、組織成員創造力與創新績效之關聯性。本研究透過文獻分析與專家問卷諮詢方式，建構出具有良好內容效度與信度之創造力量表，並對量表內容作適合度評鑑，故具有相當良好之內容效度與建構效度基礎。之後，本研究針對高科技廠商的中高階主管實施問卷調查，總計發出850份問卷，回收有效問卷為150份，有效回收率為17.647%。經過迴歸分析、變異數分析與LISREL等統計方法驗證本研究之假設後，研究結果如下所述： 1.本研究所建構之台灣高科技廠商員工創造力量表，以及修訂自其他學者之轉換型領導與創新績效量表，所有構面信度分析之Cronbach's α值為0.7以上，顯示此三份量表具有相當高的內部一致性。 2.台灣高科技廠商在轉換型領導中的靈感的激勵方面有較高的執行成果；員工創造力中的創新成果方面有較佳的能力；創新績效中的產品創新方面，所呈現出來的能力較高。 3.個人基本變項中，僅性別在轉換型領導上具顯著差異；而組織基本變項中的資本額、員工人數及成立時間在高科技廠商之創新績效上具顯著差異。 4.本研究結果顯示變數間之關係如下所述： (1)轉換型領導對員工創造力產生顯著正向影響。 (2)員工創造力對創新績效產生顯著正向影響。 (3)轉換型領導對創新績效產生顯著正向影響。 (4)員工創造力在轉換型領導與創新績效關係上具有顯著的中介效果。 (5)本研究架構各構念間之關係模式適配度良好。
With technological innovation predominating in the era of knowledge-based economy, "innovation capacity" becomes the key factor to pursue innovation and promote competitiveness in the organization. "Innovation" and "creativity" become the key indicator for competitiveness advantages in a violent competitive environment. However, researchers focused less on the interaction and relationship between employee's creativity and innovational performance; there was no criterion to measure the implement effect of employee's creativity. The study constructed the measuring scale on employee's creativity in the high-tech firms and explored the interactions and relationships among transformational leadership, employee's creativity. This study developed the measuring scale on creativity through literature analysis and expert consultation, so the scales had adequate content and construct validity. In addition, the study selected middle-level managers and top managers in high-tech firms as subjects. There were 163 questionnaires returned among 850 questionnaires distributed. And 150 questionnaires were effective. The usable returned rate was 17.647%. The data were analyzed by a variety of statistical methods, such as regression analysis, ANOVA and LISREL. After integrating the opinions of experts and the results of empirical analysis, the findings of the study are as follows: 1. This research constructed the measuring scales of employee's creativity in the high-tech firms in Taiwan, and revised the measuring scales of transformational leadership and innovation performance which constructed by other scholars. The cronbach's α is over 0.7 and it indicated that those four scales have very high internal consistency in all dimensions. 2. Taiwan high-tech firms have higher implement achievements in the inspirational motivation of transformational leadership, and better capabilities in product innovation of innovation performance. 3. Only gender among individual variables has a significant difference in transformational leadership. The basic variables in the firms, like capital, staff number, the date of establishment, have significant differences in innovational performance. This research shows the relationships among variables are as follows: (1) Transformational leadership has significant positive effects on employee's creativity. (2) Employee's creativity has significant positive effects on innovational performance. (3) Transformational leadership has significant positive effects on innovational performance. (4) Employee's creativity shows significant intervening effects on the relationship between transformational leadership and innovational performance. (5) Good model fitness of relationship exists among each construct.
期刊論文
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6.劉鶴龍(20000600)。資訊電子產業科技人員與非科技人員創造力之研究。科技管理學刊，5(1)，125-149。new window  延伸查詢new window
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21.唐永泰(20061200)。轉換型領導、工作動機與員工創新行為的關係。人力資源管理學報，6(4)，47-66。new window  延伸查詢new window
22.蔡啟通、黃國隆、高泉豐(20011200)。組織因素、組織成員整體創造性與組織創新之關係。管理學報，18(4)，527-566。new window  延伸查詢new window
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學位論文
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2.周冠廷(2004)。領導者支持行為對部屬創造力影響之研究--信任之干擾效果(碩士論文)。國立中山大學。  延伸查詢new window
圖書
1.Taylor, C. W.(1972)。Climate For Creativity。Elmsford, N. Y.：Pergaman Press。  new window
2.Urabe, K.(1988)。Innovation and Management: International Comparisons。New York, NY：Walter de Gruyter GmbH & Co.。  new window
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6.Drucker, P. F.(1985)。Innovation and Entrepreneurship: Practice and Principles。London：William Heinemann。  new window
7.陳龍安、朱湘吉(2000)。創造與生活。台北：五南出版社。  延伸查詢new window
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圖書論文
1.Berlew, D.(1974)。Leadership and organizational excitement。Organizational Psychology。Englewood Cliffs, N.J.：Prentice Hall。  new window
2.Graham, J. W.(1987)。The essence of leadership: Frostering follower autonomy, not automatic followership。Emerging leadership vistas。Elmsford, NY：Pergamon。  new window
 
 
 
 
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