臺灣博碩士論文加值系統

創新是企業進步的原動力，而企業如何有效激發部屬創新的能力也是個熱門的議題，儘管有諸多的研究個別探討內外部因素對於部屬創新行為的影響，但同時將內外部因素連接探討與部屬創新行為關聯性的研究卻不多，本研究將融入東方特色的主管矛盾領導行為作為自變項，將部屬創新行為作為依變項，將被認為具備創新潛力的人格特質-模糊容忍度與經驗開放性，以及個人心理因素-矛盾思維做中間變項，探討矛盾領導行為與部屬創新過程中之連接因素與影響力。
本研究採用問卷調查的方式，蒐集台灣地區的主管與直屬部屬配對問卷，扣除無效問卷後，最終獲得669份有效配對樣本，根據結果顯示主管的矛盾領導行為對於部屬的模糊容忍度、經驗開放性以及矛盾思維確有正向的關聯，但這些中間變項卻不一定能夠促成主管矛盾領導與部屬創新行為的關聯。綜合研究結果，我們不難發現，主管的領導行為在潛移默化之中對員工的行為表現及思維有一定的影響，但主管的矛盾行為只是起到一個拋磚引玉的作用，最終部屬創新行為的展現，關鍵還是取決於部屬自身的經歷條件與想法反應的開展程度。

Innovation is the progressive force for enterprises. How enterprises can effectively stimulate employee creativity is also a reoccurring topic. Despite the fact that there are many studies on the impact of internal and external factors on employee innovation, few studies focus on the connection between internal and external factors and employees' innovative behaviors. In this study, using oriental contradictory leadership behavior as a variable, employee innovation as a change factor, and innovative personality characteristics - fuzzy tolerance and openness to experiences, as well as individual psychological factors - contradictory thinking as intermediate variable, to explore the connecting factors and influences of contradictory leadership behavior and employee innovation process.
In this study, data was collected using matching questionnaires for managers and employees within the region of Taiwan. 669 valid matching samples were obtained. According to the results, manager’s contradictory leadership is clearly correlated to employee’s vague tolerance, openness to experiences, and contradictory thinking. However, these intermediate variables may not be able to further the association between manager’s contradictory leadership and employees’ innovative behaviors. The results of this comprehensive study show that manager’s leadership behavior has a certain unconscious influence on employees’ behaviors and thinking. But manager’s contradictory behavior can only initiate employee innovation, the key development of innovation process depends on employee’s personal experiences and reactions.

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
第二章 文獻探討 5
第一節 矛盾領導行為與創新行為間的關聯性 5
第二節 模糊容忍度在矛盾領導行為和創新行為間的中介效果 7
第三節 經驗開放性在矛盾領導行為和創新行為間的中介效果 9
第四節 矛盾思維在矛盾領導行為和創新行為間的中介效果 10
第三章 研究方法 12
第一節 研究架構 12
第二節 研究樣本與程式 13
第三節 研究變項衡量 13
第四節 資料分析與統計方法 15
第四章 資料分析與結果 17
第一節 資料來源與樣本特性 17
第二節 信度分析 17
第三節 相關分析 19
第四節 假設模型檢驗 20
第五節 假設檢驗總結 21
第五章 研究結論與建議 23
第一節 實證結果探討 23
第二節 管理意涵 24
第三節 研究限制與未來研究建議 25
參考文獻 27

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