臺灣博碩士論文加值系統

近年來，在充滿複雜與變化的社會環境下，組織開始重視員工的創新行為。本研究根據Anderson(2014)等學者建議，同時探討正、負向領導風格對創新行為之影響以及Lian(2014)等學者建議，尚無研究探討員工認知資源對領導與創新行為間之影響。
因此，為了彌補研究缺口，本研究提出五項研究目的：(1)探討不當督導、真誠領導與創新行為之關係；(2)探討認知資源對「不當督導、真誠領導分別與創新行為之關係」產生的中介效果；(3)探討內在動機與領域相關技能是否會對「認知資源與創新行為之關係」產生干擾效果；(4)探討內在動機與領域相關技能對「不當督導與創新行為之間接關係」(透過認知資源的中介)產生干擾效果；(5)探討內在動機與領域相關技能對「真誠領導與創新行為之間接關係」(透過認知資源的中介)產生干擾效果。
本研究對象為各行各業，採立意抽樣法發放主管員工配對問卷，共371份有效問卷。研究結果發現：(1)不當督導會負向影響創新行為、真誠領導會正向影響創新行為；(2)認知資源會中介主效果之關係；(3)內在動機與領域相關技能會干擾認知資源與創新行為之正向關係；(4)內在動機與領域相關技能會干擾認知資源對不當督導、真誠領導與創新行為之中介效果。最後，本研究之管理意涵如下：(1)鼓勵組織重視主管領導風格之影響；(2)建議組織重視員工動機需求；(3)說明員工教育訓練之重要性。

In recent years, in a complex and changing social environment, organizations began to focus on employees’ innovation behavior. According to Anderson et al. (2014), the author explore the positive and negative influence of leadership on innovation behavior at the same time as well as the suggestion of Lian et al. (2014),takes that research discussion the mediating effect of cognitive resources.
Thus, Our objectives in this study is to examine (1)the relationship among abusive supervision, authentic leadership and innovative behavior；(2)the mediating of abusive supervision and authentic leadership;(3)the moderating effect of intrinsic motivation and domain-relevant skills;(4)the moderated-mediation model.
In this study, research samples were collected from various jobs. We used purposive sampling method with paired questionnaire (supervisor-employee).We collected 371 paired questionnaires. Results show that: (1) abusive supervision is negatively associated with innovative behavior and authentic leadership is positively associated with innovative behavior;(2) the cognitive resources mediate the direct effect of abusive supervision on innovative behavior and the direct effect of authentic leadership on innovative behavior.;(3) both intrinsic motivation and domain-relevant skills moderate these mediating effects;(4)both intrinsic motivation and domain-relevant skills moderate the positive relationship with cognitive resources and innovative behavior. According to the results above, we suggested several practical implications for organizations: First, the organization should attach importance to the leadership of supervisors. Second, the enterprises are supposed to pay more attention to motivation and needs of employees. Finally, the organizations should take account of the importance of human resource development.

目　錄
中文摘要 I
Abstract II
目　錄 IV
表目次 VII
圖目次 IX
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第四節 名詞釋義 5
第二章　文獻探討 8
第一節 不當督導、真誠領導與創新行為之關係 8
第二節 認知資源之中介效果 18
第三節 內在動機對認知資源與創新行為之干擾效果 20
第四節 領域相關技能對認知資源與創新行為之干擾效果 23
第五節 內在動機與領域相關技能的干擾型中介效果 25
第三章 研究方法 28
第一節 研究架構與假設 28
第二節 研究對象 30
第三節 研究工具 30
第四節 調查實施 44
第五節 資料分析 45
第四章 研究結果與討論 48
第一節 樣本描述 48
第二節 相關分析結果 52
第三節 不當督導與真誠領導對創新行為的線性迴歸分析 54
第四節 認知資源對主效果的中介效果迴歸分析 55
第五節 內在動機、領域相關技能對「認知資源與創新行為之正向關係」的干擾效果迴歸分析 60
第六節 內在動機與領域相關技能的干擾型中介效果 65
第五章 結論與建議 69
第一節 研究主要發現 69
第二節 研究討論 72
第三節 研究建議 74
第四節 研究限制 79
參考文獻 81
附錄一：員工問卷 96
附錄二：主管問卷 101

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