臺灣博碩士論文加值系統

在知識化經濟的環境中，組織創新是組織維持競爭力的最重要特質，而組織創造力又是組織創新的核心，因此瞭解組織創造力的形成與其對組織創新的影響等課題相當重要。本研究旨在探討中醫主治醫師組織創新氣候與組織創新研究之相關性。筆者於2006年2月在本院中醫各院區完成組織創造力環境評量的研究，共完成43位中醫主治醫師之調查。結果顯示：
一、中醫主治醫師組織創新氣候與研究表現相關因素分析，在 (一)研究積分：與研究積分顯著相關的組織創新氣候主要為工作團隊的支持（r=0.321，p<0.05）與挑戰性工作（r=0.387，p<0.05）具顯著相關性。（二）研究案件數：與研究案件數顯著相關的組織創新氣候主要為與工作團隊的支持（r=0.315，p<0.05）具顯著正相關。（三）申請研究案金額 ：與組織的鼓勵（r=0.376，p<0.05）、工作團隊的支持（r=0.454，p<0.01）與組織的妨礙（r=-0.337，p<0.05）具顯著相關性。
二、中醫主治醫師對研究表現在院區之間的比較，（一）總院區與南院區在足夠的資源（z=-2.39，p<0.05）有顯著的差異，此項研究與調查中醫師認為目前最主要抑制創造力與創新的因素結果相符合；南院區認為目前最主要抑制他們工作環境中創造力與創新最重要的因素在資源取得佔12.5﹪。（二）總院區與其他院區在工作團隊的支持（z=-2.85，p<0.01）、自由（z=-2.22，p<0.05）、足夠的資源（z=-3.34，p<0.01）、挑戰性的工作（z=-2.38，p<0.05）、生產力（z=-2.41，p<0.05）、與研究積分（z=-3.49，p<0.001）具顯著的差異；此項研究與調查中醫師認為目前最主要抑制創造力與創新的因素中得知，其他院區認為目前最主要抑制他們工作環境中創造力與創新最重要的因素在上層或直屬主管管理佔33.33﹪、資源取得佔11.11﹪。
本研究結果顯示，組織的創新氣候與知識工作者的研究表現有關。要讓組織能夠維持創新的競爭力，組織管理者應著重於增進組織創新氣候的管理措施，並同時減少阻礙創新的機制。

In facing the environment of globalization, high technology, and knowledge-based economy, organizational innovation is the utmost characteristic for maintaining competitiveness. In the kernel of organizational innovation, organizational creativeness plays a key role. Therefore, understanding the formation of organizational creativeness and its influence on organizational innovation is an important issue. The objective of this study is to investigate the correlation between organizational innovation climate and organizational innovation research among traditional Chinese medical attending physicians. We conducted this study on organizational creativeness environment among different branches of Center for Traditional Chinese Medicine, Chang Gung Memorial Hospital in February 2006. A total of 43 attending physicians were enrolled in the study.

Results:
1. Analysis of the correlation between organizational innovation climate among Chinese medical physicians and their research performance revealed some significant correlations in the following aspects. (1)Research achievements: Among the organizational innovation climate with aspects of supports from working team (r=0.32, p<0.05) and challenging jobs (r=0.387, p<0.05) correlated most with research achievements. (2)Numbers of Research Projects: The number of research projects positively correlated with the supports from working team (r=0.315, p<0.05). (3)Funding of research projects: The funding amounts positively correlated with the incentive from organization (r=0.376, p<0.05), supports from working team (r=0.454, p<0.05) and negatively with the barriers from organization (r=-0.337, p<0.05).

2. Comparisons of the research achievements between Chinese medical physicians at different branches demonstrated the following results. (1) There was a significant difference of obtaining enough research resources between the main branch and the southern branches (z=-2.39, p<0.05), which is compatible with the study results of the factors inhibiting creativeness and innovation. Inadequate accesses to research resources stood for 12.5% of the factors hindering creativeness and innovation at the southern branches. (2) In comparison with other branches, researchers at the main branch had significantly perceived more about the support from working team (z=-2.85, p<0.01), bringing talent into full play (z=-2.22, p<0.05), adequate back-up resources (z=-3.34, p<0.01), confronting with challenging jobs (z=-2.38, p<0.05), productivities (z=-2.41, p<0.05) and research achievements (z=-3.49, p<0.001). Branches other than the main branch recognized the management from administrative supervisors (33.33%) and inadequate obtaining of research resources (11.11%) as the main factors hinder their innovation and creativeness in the working environments.
The implication of this study suggests that organizational creativity climate is important for organizational competencies for innovation. Managers should focus upon the strategies to improve organizational creativity while removing problematic factors which obstruct innovative climate.

目 錄
指導教授推薦書
口試委員會審定書
博碩士論文授權書……………………………iii
誌謝……………………………………………iv
中文摘要…………………..………………….v
英文摘要……….…………………………….vii
目錄….………………………………………..x
圖表目錄………………………………………xii

第壹章 緒 論…………………………………..…..1
第一節 研究背景及其重要性……………….….1

第貳章 文獻探討………………………………….3
第一節 組織創新氣候理論………………………3
第二節 組織創新氣候評量………………………6
第三節 組織創新氣候績效………………………7

第叁章 研究設計………………………………….10
第一節 研究架構………………………………….10
第二節 材料與方法……………………………….11
第三節 資料收集方法…………………………….15
第四節 資料分析方法…………………………….17

第肆章 研究結果…………………………………..18
第一節 中醫主治醫師之基本屬性…………….18
第二節 基本屬性與組織創新氣候構面與研究
表現相關分析…………………………….21
第三節 中醫主治醫師組織創新氣候與研究表
現相關因素分析…………………………23
第四節 中醫主治醫師對研究表現在院區之間
的比較……………………………………..25
第五節 中醫主治醫師認為最主要抑制工作環
境創造力與創新最重要因素………….27
第伍章 討論與結論……………………………….29
第陸章 建議…………………………………..32
參考文獻……..………………………………………33
圖表目錄
圖一 中醫主治醫師組織創新氣候與研究表現之研究架構………………………………………10
表一 中醫醫院主治醫師基本屬性……………19
表二 中醫主治醫師基本屬性與組織創新氣候
構面與研究表現相關分析………………22
表三 中醫主治醫師組織創新與研究表現相關分析24
表四 中醫主治醫師在院區間對組織創新氣候
與究表現相關分析………………………….26
表五 中醫主治醫師認為最主要抑制目前工作
環境中創造力與創新最重要因素………28

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