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題名：團隊自主性對於創新行為影響之研究
書刊名：國立虎尾科技大學學報
作者：許高誌
作者(外文)：Hsu, Kao-chih
出版日期：2018
卷期：34:2
頁次：頁13-24
主題關鍵詞：員工自主性；團隊自主性；創新行為；Employee autonomy；Team autonomy；Innovative behavior
原始連結：連回原系統網址new window
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  • 共同引用共同引用:69
  • 點閱點閱:3
員工自主性與創新行為皆被認為是在激烈競爭的環境中，讓企業組織不被淹沒的重要概念。企業透過賦予員工自主性，使組織成員擁有一展長才的機會，而員工的創新行為則能讓組織對於自身不斷地進行調整與改革，透過這兩者，組織得以適應快速變遷的環境。員工自主性為負責組織任務的成員對於任務的執行所能掌控的程度，而現在有許多組織的任務除了需要個人的能力之外，還需要團隊的力量才能夠完成。創新的實現需要想像力與行動力的結合。創新行為即是指創新實現中的行動力。若組織成員感知到較高的自主性時，成員容易對於組織或工作產生心理上正面的想法。當成員產生新想法時，成員會因此有意願進行新想法的嘗試。本研究針對員工感知到團隊層次的員工自主性對於員工創新行為的影響進行探討，共回收271份有效問卷，經分析發現團隊自主性確實對於創新行為有明顯的影響，但是團隊自主性中的時間自主性對於創新行為沒有顯著的影響。
Employee autonomy and innovative behavior are all considered important concepts that keep business organizations survive from inundation in a highly competitive environment. By giving employees autonomy, organizations have the opportunity to grow their members, and employees' innovative behavior allow organizations to continuously adapt and reform themselves. The organization can adapt itself to the rapidly changing environment with employee autonomy and innovation behavior. Employee autonomy is the degree which a member responsible for organizing a task has control over the execution of a task. Many organizations’ tasks need not only individual ability, but also the power of a team to accomplish. Innovation is required by the combination of imagination and mobility. Innovative behavior is the mobility of the innovative. When the members of the organization perceive high autonomy, members tend to have psychologically positive thoughts about the organization or the work. When members create new ideas, members will therefore be willing to try the new ideas. This study explored the impact of the team-degree employee autonomy and innovation behavior. This study collected 271 questionnaires. The analysis found that team autonomy has a significant impact on innovation behavior, but the time autonomy in team autonomy has no significant impact on innovation behavior.
期刊論文
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24.余明助、李孟修(20131200)。高績效人力資源實務、知覺社會支持、組織承諾與個人創新行為關係之研究--以社會交換理論觀點。勞資關係論叢，15(2)，1-23。  延伸查詢new window
25.王端旭、趙軼(2011)。工作自主性、技能多樣性與員工創造力：基於個性特徵的調節效應模型。商業經濟與管理，2011(10)，43-50。  延伸查詢new window
26.邱雅萍、吳舒晨、吳泰震(20080700)。塑造團隊特性以提升團隊成員知識分享與知識創造之研究。萬能商學學報，13，53-67。  延伸查詢new window
27.Cordery, J. L.、Morrison, D.、Wright, B. M.、Wall, T. D.(2010)。The impact of autonomy and task uncertainty on team performance: A longitudinal field study。Journal of Organizational Behavior，31(2)，240-258。  new window
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31.Van Mierlo, H.、Rutte, C. G.、Vermunt, J. K.、Kompier, M. A. J.、Doorewaard, J. A. C. M.(2006)。Individual autonomy in work teams: The role of team autonomy, self-efficacy, and social support。European Journal of Work and Organizational Psychology，15(3)，281-299。  new window
32.Damanpour, Fariborz(1991)。Organizational innovation: A meta-analysis of effects of determinants and moderators。The Academy of Management Journal，34(3)，555-590。  new window
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學位論文
1.張紹勳(2002)。電子商店之關係品質模式--融合交易成本理論及科技接受模式的觀點(博士論文)。國立政治大學。new window  延伸查詢new window
2.陳聰典(2002)。工作自主性、工作壓力與創造力關係之研究(碩士論文)。中國文化大學。  延伸查詢new window
3.周姵君(2014)。工作家庭衝突對創新行為之影響-以工作滿意為中介變項(碩士論文)。國立中央大學。  延伸查詢new window
4.陳彥茹(2013)。組織創新如何影響員工創新行為？以人力資源和創新氣氛為中介變項(碩士論文)。國立交通大學。  延伸查詢new window
5.張騰(2014)。發展機會、工作自主性對情感承諾及組織公民行為的影響(碩士論文)。  延伸查詢new window
圖書
1.Carnegie, R.、Butlin, M.(1993)。Managing the Innovative Enterprise: Australian Companies Competing against the Worlds Best。Melbourne：Business Council of Australia。  new window
2.Utterback, J. M.(1996)。Mastering the Dynamics of Innovation。Boston, MA：Harvard Business School Press。  new window
3.吳凱琳、Christensen, Clayton M.(2007)。創新的兩難。臺北：商周。  延伸查詢new window
4.Shonk. J. H.(1992)。Team-Based Organizations: Developing a Successful Team Environment。Homewood, IL：Business One Irwin。  new window
5.Schumpeter, J. A.(1934)。The theory of economic development: An inquiry into profits, capital, credit, interest and the business cycle。Cambridge, MA：Harvard University Press。  new window
6.Robertson, B. J.(2016)。無主管公司：Google、Twitter、Zappos…都在用的新型管理制度，人人是領導，零管理反而更有競爭力、創造高績效。臺北市：三采文化。  延伸查詢new window
7.Hackman, J. Richard、Oldham, Greg R.(1980)。Work Redesign。Addison-Wesley Publishing Company。  new window
8.Greenhaus, J. H.、Callanan, G. A.(1994)。Career management。Dryden Press。  new window
9.Locke, E. A.、Latham, G. P.(1990)。A Theory of Goal Setting & Task Performance。Englewood Cliffs, NJ：Prentice-Hall。  new window
其他
1.楊少杰(2015)。全面解讀合弄制(Holacracy)管理模式，http://www.chinahrd.net/blog/350/227499/349423.html。  延伸查詢new window
2.Nabers, J.(20140716)。Holy Holacracy，http://hrdesigns.com/holy-holacracy。  new window
圖書論文
1.Hackman, J. R.(1987)。The design of work teams。Handbook of Organizational Behaviour。Englewood Cliffs, NJ：Prentice-Hall。  new window
 
 
 
 
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