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研究生:賴怡瑛
研究生(外文):Yi-Ying Lai
論文名稱:領導風格、知識分享行為、組織創新與組織績效之關聯性研究
論文名稱(外文):The Relationships among Leadership Style, Knowledge Sharing Behavior, Organizational Innovation and Organizational Performance
指導教授:湯玲郎湯玲郎引用關係
指導教授(外文):Ling-Lang Tang
學位類別:碩士
校院名稱:元智大學
系所名稱:企業管理學系
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2007
畢業學年度:95
語文別:中文
論文頁數:152
中文關鍵詞:領導風格知識分享行為組織創新組織績效
外文關鍵詞:Leadership StyleKnowledge Sharing BehaviorOrganizational InnovationOrganizational Performance
相關次數:
  • 被引用被引用:20
  • 點閱點閱:272
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  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:8
我國行政院研究發展考核委員會多年來為帶動公部門服務的改造與提升,莫不致力於公部門行政革新及政府再造運動等創新作為,並從行政院服務品質獎中,彙集了許多機關創新的作為,從中發現公部門的組織創新能力是影響組織績效的重要因素;如何能持續創新,主管的領導風格與員工之間的知識分享行為將是重要關鍵。因此希望透過本研究,全面探討公部門組織中,領導風格、知識分享行為與組織創新績效間的關聯性,以作為公部門提升組織績效之參考。
本研究以桃園縣政府各單位暨所屬機關以及位於桃園縣中央機關之組織員工為調查對象,採分層抽樣與便利抽樣方法,共發放30個單位,有效回收樣本為285份,同時採用SPSS及AMOS統計軟體進行資料分析、討論,形成本研究之發現及結論如下。
1.主管領導風格對員工知識分享行為及組織創新有顯著正向影響,但對於組織績效無直接影響性。
2.員工知識分享行為對組織績效有顯著正向影響,但對於組織創新沒有影響。
3.組織創新對組織績效有顯著正向影響,且根據路徑係數,其影響力最為強烈。
4.員工知識分享行為及組織創新兩變數為領導風格與組織績效的中介因子。
5.不同背景變項對於四個變數各構面之認知差異的假設部分成立,其中有差異的變項包括教育程度、職位、年資及單位屬性。
最後,本研究對實證結果於管理實務上的意涵進行討論與提出建議。
In order to improve and develop the service quality of public agencies, Executive Yuan was devoted to many innovative activities, such as administrative innovation and governmental reengineering, etc. In addition, we can acquire many valuable and innovative experiences from The Service Quality Award of Executive Yuan, and found that the organizational innovative capabilities are important factors which can influence organizational performance in public sectors; moreover, leadership styles and knowledge sharing behaviors of employees are the key points to affect the vitality of innovation. Therefore, the purpose of this study was to discuss the relationship among the members’ perceptions of director’s leadership style, employees’ knowledge sharing behavior, organizational innovation and administrative performance.
This study took the members of Tao Yuan County Government, the County’s subordinated agencies, and the central governmental organizations in Tao Yuan as the population, and adopted stratified and convenient sampling. There were 285 valid samples, and the collected data was processed with SPSS and AMOS. The results of the analysis were summarized as follow:
1.Leadership style directly impacts knowledge sharing behaviors of employees, and organizational innovation, but has no directly influence on organizational performance.
2.Knowledge sharing behaviors of employees directly impacts organizational performance, but has no directly influence on organizational innovation.
3.Organizational innovation directly and strongly impacts organizational performance.
4.Organizational innovation and knowledge sharing behaviors of employees are the key roles as intervening variables between leadership style and organizational performance.
5.The leadership style, knowledge sharing behaviors of employees, organizational innovation and administrative performance partially differ due to the different education, departments, serving years in the current organization, and positions of samples.
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的與研究範圍 3
1.3 研究流程 4
第二章 文獻探討 6
2.1 領導風格相關理論 6
2.2 知識分享行為 15
2.3 組織創新 28
2.4 組織績效 37
2.5 研究對象簡介 41
第三章 研究方法 46
3.1 各變項之操作型定義與衡量 46
3.2 研究架構 52
3.3 研究假設 53
3.4 問卷調查對象 57
3.5 資料處理與分析方法 58
第四章 資料分析與假設驗證 61
4.1 樣本結構分析 61
4.2 信度檢定與因素分析 64
4.3 各變項之敘述性統計分析 74
4.4 中介效果驗證分析 88
4.5 單構面測量模式分析 91
4.6 整體模式衡量 100
4.7 研究假設驗證結果 118
第五章 結論與建議 120
5.1 研究結果 120
5.2 管理意涵 126
5.3 研究限制與研究建議 130
參考文獻 132
附錄一 調查問卷 144
附錄二 背景變項(獲獎與否、性別)對問卷項目交叉分析表 148
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