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研究生:蔡璨伊
論文名稱:成長需求強度、創意流程敬業度、心理契約違反與創新行為關係之研究
指導教授:蔡啟通蔡啟通引用關係
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:2011
畢業學年度:99
語文別:中文
論文頁數:59
中文關鍵詞:成長需求強度創意流程敬業度心理契約違反創新行為
外文關鍵詞:growth need strengthcreative process engagementpsychological contract breachinnovative behavior
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  現今的商業競爭情形越演越烈,誰都不知道下一刻會迸出什麼新的科技,突然改變市場環境,越來越多的管理者體認到鼓勵員工創新行為的必要性。創造力源自於個體,本研究欲探討個體的人格特質中的一項重要特質「成長需求強度」是否會影響創新行為。過去研究指出創意流程敬業度是產生創造力的原因之一。過去研究也指出心理契約違反會影響員工的組織承諾,故本研究納入創意流程敬業度與心理契約違反進一步探討。主要研究目的:1.探討創意流程敬業度對「成長需求強度與創新行為之關係」的中介效果。2.探討心理契約違反對「成長需求強度與創意流程敬業度之關係」的干擾效果。
  本研究問卷發放期間於民國一百年三月至四月間,採取立意抽樣,有效樣本為272份,來自44家公司,本研究以階層迴歸分析驗證研究假設。
  本研究結果發現:1.創意流程敬業度會部分中介「成長需求強度與創新行為之關係」。2.心理契約違反會干擾「成長需求強度與創意流程敬業度之間的正向關係」。根據上述的研究結果,提出管理意涵如下:1.企業應重視員工的成長需求強度高低。2.企業應倡導創意流程三步驟。3.企業應滿足員工的心理契約。

  Business competition is getting more and more intense now, so managers become aware of the importance of encouraging employees to perform innovative behavior. Innovative behavior results from individual, so in this study, I'll explore the relationship between innovative behavior and one of the important personalities, growth need strength. I'll also include creative process engagement and psychological contract breach for further exploration. There are two main purposes in this study: 1. Explore the relationship between growth need strength, creative process engagement and innovative behavior. 2. Examine the moderating role of psychological contract breach of growth need strength and creative process engagement.
  Research findings indicate that: 1. Creative process engagement partially mediates the relationship between growth need strength and innovative behavior. 2. Psychological contract breach moderates the relationship between growth need strength and creative process engagement. The managerial implications are: 1. Organizations should take employees' growth need strength into consideration. 2. Organizations should push employees into using creative process. 3. Organizations should fulfill employees' psychological contract.
目錄
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...............5
第三節 研究流程..........5
第四節 名詞釋義........6
第二章 文獻探討.....8
第一節 成長需求強度與創新行為之關係...............8
第二節 創意流程敬業度的中介效果....................10
第三節 心理契約違反的干擾效果...................13
第三章 研究方法.........................16
第一節 研究架構與假設.....................16
第二節 研究對象...........................17
第三節 研究工具............................18
第四節 調查實施..............................20
第五節 資料分析....................22
第四章 研究結果與討論...............................24
第一節 樣本描述.....................................24
第二節 問卷之信度與效度..................................28
第三節 研究變項之相關分析...........................33
第四節 創意流程敬業度對「成長需求強度與創新行為之關係」之中介效果..36
第五節 心理契約違反對「成長需求強度與創意流程敬業度間的正向關係」之干擾效果...38
第六節 結構方程模式分析...................40
第五章 結論與建議.........................42
第一節 研究主要發現.......................42
第二節 研究結論...........................43
第三節 研究建議...........................44
第四節 研究限制...........................46
參考文獻..........................47
附錄一:主管問卷........................54
附錄二:員工問卷.....................................57

表目次
表3-1問卷回收說明.....................22
表4-1員工樣本基本背景資料................26
表4-2主管樣本基本背景資料..................27
表4-3成長需求強度量表之因素分析...............29
表4-4創意流程敬業度量表之因素分析...............29
表4-5創新行為量表之因素分析.....................30
表4-6心理契約違反量表之因素分析..................31
表4-7社會期許量表之因素分析......................31
表4-8驗證性因素分析結果............................32
表4-9各量表信度分析結果...............................33
表4-10研究變項之平均數、標準差及各變項關係係數...........35
表4-11中介迴歸分析.....................................37
表4-12干擾迴歸分析...................................39
表4-13結構方程模式適配度指標..........................41

圖目次
圖3-1研究架構.............16
圖4-1干擾作用...........40
圖4-2結構方程模式分析..........41
一、中文部分
莊璦嘉與蘇弘文(2005)。主觀適配的特質環境前因與工作態度後果之探討。人力資源管理學報,5(1),1-27。
蔡啟通與高泉豐(2004)。動機取向、組織創新氣候與員工創新行為之關係:Amabile動機綜效模型之驗證。管理學報,21(5),571-592。

二、英文部分
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