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研究生:黃冠棨
研究生(外文):Huang Guan Qi
論文名稱:好奇心影響創新行為的歷程分析─整合性觀點
論文名稱(外文):The path analysis of curiosity and innovative behavior: An integrative perspective
指導教授:張火燦張火燦引用關係
指導教授(外文):Chang Huo Tsan
學位類別:碩士
校院名稱:國立彰化師範大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:68
中文關鍵詞:好奇心尋求自我改善資訊創意自我效能正向情感同事援助創新行為
外文關鍵詞:curiosityseeking of self-improvement informationcreative self-efficacypositive affectioncoworker helpinginnovative behavior
相關次數:
  • 被引用被引用:8
  • 點閱點閱:1164
  • 評分評分:
  • 下載下載:198
  • 收藏至我的研究室書目清單書目收藏:3
摘 要
在實務的場域中,好奇心最明顯的影響便是與創新行為有關。然而在過去在研究好奇心與創新行為的議題時多從動機層面切入,忽略人際層面因素;並且好奇心對於創新行為間的影響歷程尚未明朗。為此本研究目的有二:探討好奇心透過尋求自我改善資訊、創意自我效能提升創新行為的路徑關係;探討好奇心透過正向情感、同事援助提升創新行為的路徑關係。
本研究以2008年天下雜誌調查一千大製造業之研發人員為抽樣對象,共寄發350份配對問卷,回收259份,有效問卷為235份,有效回收率為67.2%。本研究以驗證性因素分析檢視各量表;以結構方程模式驗證各研究假設。研究結果顯示:(1)好奇心會透過尋求自我改善資訊與創意自我效能來提高創新行為;(2)好奇心不會透過正向情感與同事援助來提高創新行為;(3)正向情感會透過創意自我效能來提高創新行為。
本研究之管理意涵為:(1)宜有效激發員工好奇心促使產生創新行為;(2)宜提升員工的情感狀態,有利創新行為與同事協助;(3)視好奇心為創新要素,宜列入研發人員選才條件。最後,提出未來研究方向以及研究限制。
Abstract
It’s obvious that curiosity may have an impact on the innovative behavior in the empirical field. However, most of the past research manipulated the issue about curiosity and innovative behavior, only in the motivational perspective, ignoring the interpersonal factors. Moreover, the process how curiosity fosters the innovative behavior hasn’t been clarified yet. This study aims for investigating the motivational path from curiosity, seeking of self-improvement information, creative self-efficacy, to innovative behavior and the interpersonal path from curiosity, positive affection, coworker helping, to innovative behavior.
A survey is conducted among the top 1000 manufactures based on the Common Wealth Magazine, 2008. The data were collected from two sources:R&D employees, and their supervisors. The valid samples were 235 used in confirmatory factor analysis and structure equation modeling. As hypothesized, Curiosity has a positive impact on innovative behavior through seeking of self-improvement information, creative self-efficacy, but not through path from positive affection, and coworker helping. In addition, positive affection has an positive impact on innovative behavior, through creative self-efficacy.
These findings suggest: (1) the supervisor may foster R&D employees’ curiosity to perform better innovative behavior. (2) The supervisor may foster R&D employees’ positive affection to enhance more coworkers’ helping and innovative behavior. Suggestions for future research are offered.
目錄
中文摘要 ................................................. I
Abstract ................................................ II
目 錄 .................................................. III
表目次 ................................................... V
圖目次 ...................................................VI

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 .......................................... 3
第四節 名詞解釋 .......................................... 5
第二章 文獻探討 .......................................... 7
第一節 好奇心相關理論探討 ................................ 7
第二節 好奇心對創新行為的影響路徑:
尋求自我改善資訊、創意自我效能的中介效果 ......... 10
第三節 好奇心對創新行為的影響路徑:
正向情感、同事援助與創意自我效能的中介效果 ....... 14
第三章 研究方法 ......................................... 18
第一節 研究架構與假設 ................................... 18
第二節 研究對象.......................................... 19
第三節 研究工具 ......................................... 20
第四節 調查實施 ......................................... 28
第五節 資料分析 ......................................... 29
第四章 研究結果與討論 ................................... 31
第一節 樣本描述 ......................................... 31
第二節 好奇心影響創新行為路徑 整體模式之適配度 .......... 34
第三節 好奇心與創新行為路徑關係:
尋求自我改善資訊創意自我效能的中介效果 ........... 37
第四節 好奇心與創新行為路徑關係:
正向情感、同事援助與創意自我效能的中介效果 ....... 37
第五章 結論與建議 ....................................... 39
第一節 研究主要發現 ..................................... 39
第二節 研究結論 ......................................... 40
第三節 研究建議 ......................................... 44
第四節 研究限制 ......................................... 48
參考文獻 ................................................ 50
附錄 .................................................... 62
附錄一 研發主管問卷 ..................................... 63
附錄二 研發人員問卷 ..................................... 65

表目次
表 3-1 好奇心與探索量表之驗證性因素分析結果 ............. 21
表 3-2 尋求自我改善資訊量表之驗證性因素分析結果 ......... 22
表 3-3 創意自我效能量表之驗證性因素分析結果 ............. 23
表 3-4 正向情感量表之驗證性因素分析結果 ................. 24
表 3-5 同事援助量表之驗證性因素分析結果.................. 25
表 3-6 創新行為量表之驗證性因素分析結果 ................. 26
表 3-7 各變項間的區別效度................................ 28
表 4-1 樣本特性統計分析.................................. 32
表 4-2 本研究各變項之平均數、標準差以及相關係數矩陣...... 33
表 4-3 假設模式適配度指標 ............................... 34
表 4-4 巢套模式分析結果.................................. 36
表 4-5 完全中介模式之標準化係數、t值..................... 36

圖目次
圖 3-1 研究架構.......................................... 18
圖 4-1 好奇心影響創新行為之標準化路徑.................... 34
圖 4-2 好奇心影響創新行為之標準化路徑(部分中介) ....... 35
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