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題名:職場個人學習、創新效能感、工作動機、創造力及工作績效間之關係—以組織創新氛圍為跨層次調節效果
作者:黃阿芬
作者(外文):Huang,A-FEN
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
彭奕農
學位類別:博士
出版日期:2018
主題關鍵詞:組織創新氛圍創造力工作績效Organizational innovative climateCreativityPerformance
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本研究目的旨在探討職場個人學習、創新效能感、工作動機、創造力及工作績效間之因果關係,並且以組織創新氛圍為跨層次的調節變項,探討其對於個人層次的調節效果。研究方法採量化研究,以問卷調查研究歸納,受測對象為41家國內企業及法人,問卷發出1230份,有效問卷回收582份,有效問卷回收率為47.3%。
研究結果的主要發現如下:(1)職場個人學習、創新效能感及內在工作動機與個人創造力顯著正相關,外在工作動機與個人創造力未顯著相關。(2) 職場個人學習與個人工作績效顯著正相關,創新效能感與個人工作績效顯著負相關,內在及外在工作動機與個人工作績效未顯著相關。(3)個人創造力對職場個人學習與個人工作績效間、創新效能感與個人工作績效間,具有部分中介效果,對於內在工作動機與個人工作績效間則為完全中介效果。(4)組織層次的組織創新氛圍對個人層次的內在工作動機與創造力之間具調節效果,當員工感知組織的創新氛圍越高時,會強化個人內在工作動機與創造力間的正向關係。
本研究最後提出其在管理實務上之意涵與相關建議,供學術研究與企業之經營參考。
The purpose of this study was to investigate the causal relationship among the workplace personal learning, creative self-efficacy, motivation, creativity and performance, and the organizational innovative climate was the cross-level moderator to explore the moderation effects of individual level.
This research adopted quantification study method, mainly perform it through questionnaire to 41 business enterprises. A total of 1,230 questionnaires were distributed, and 582 valid questionnaires were returned, resulting in a return rate of 47.3%. Significant results were as followed:
1. The workplace personal learning, creative self-efficacy and intrinsic motivation were significantly positive correlated with creativity, but extrinsic motivation was not.
2. Individual performance was significantly positive correlated with workplace personal learning, significantly negative correlated with creative self-efficacy, and was not significantly correlated with intrinsic & extrinsic motivation.
3. The relationship between workplace personal learning and individual performance, creativity self-efficacy and individual performance were partially mediated by individual creativity. The relationship bwteen intrinsic motivation and individual performance was full mediated by individual creativity.
4. The organizational innovation climate moderated the intrinsic motivation and individual creativity. When employees perceive the higher orgnaizational innovation climate, they will strengthen the positive relationship between personal intrinsic motivation and creativity.
The conclusion of this study presents the implications of practical management and suggestions for academic research and business managemnt.
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