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研究生:曾義均
研究生(外文):Yi-Chun Tseng
論文名稱:團隊與個人心理賦權對員工服務創新之影響-以組織創新氣氛、正向心理資本為中介變項
指導教授:李憶萱李憶萱引用關係
指導教授(外文):Yi-Shuan Li
學位類別:碩士
校院名稱:國立中央大學
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:2013
畢業學年度:101
語文別:中文
論文頁數:78
中文關鍵詞:跨層次分析心理賦權正向心理資本組織創新氣氛員工服務創新
外文關鍵詞:Cross-Level AnalysisPsychological EmpowermentPositive Psychological CapitalOrganizational Innovation ClimateEmployee Service Innovation
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在心理賦權領域上,過去多聚焦於個人層面之心理賦權進行探討,僅以單一層次之觀點進行探討。而本研究將以跨層次分析,在個人層次方面探討個人心理賦權如何對成員之正向心理資本產生影響;在組織層次方面探討團隊心理賦權如何對組織創新氣氛產生影響;並進一步以正向心理資本與組織創新氣氛作為中介變項,瞭解心理賦權與員工服務創新之關係;而在跨層次探討方面,則探討團隊心理賦權如何對成員之正向心理資本產生影響,並進一步以正向心理資本作為中介變項,了解團隊心理賦權與員工服務創新之關係。
本研究以中小型服務業相關產業之員工作為研究對象,共發放425份問卷,有效樣本數為303份,並以SPSS 20、Amos18與HLM 6.02進行資料分析,分析方式包含有敘述性統計、信度與效度分析,以及階層線性模型分析。
研究結果如下:
1. 心理賦權(個人層次、組織層次) 與正向心理資本存在顯著正向影響。
2. 心理賦權(個人層次、組織層次) 會透過正向心理資本,對員工服務創新產生中介效果。
3. 正向心理資本與員工服務創新存在顯著正向影響。
4. 團隊心理授權與組織創新氣氛存在顯著正向影響。
5. 組織創新氣氛與員工服務創新存在顯著正向影響。
6. 團隊心理賦權會透過組織創新氣氛,對員工服務創新產生中介效果。

Most of previous studies of Psychological Empowerment only focused on the individual level or only with single-level research model. In this research, a cross-level analysis was conducted. In individual level, we tried to find out the potential positive relationship between Individual Psychological Empowerment and Positive Psychological Capital, and furthermore we tried to investigate the mediation role of Psycap between Individual Psychological Empowerment and Employee Service Innovation. In organizational level, we tried to find out the potential positive relationship between Team Psychological Empowerment and Organizational Innovation Climate, and furthermore we tried to investigate the mediation role of Organizational Innovation Climate between Team Psychological Empowerment and Employee Service Innovation. In cross level, we tried to find out the potential positive relationship between Team Psychological Empowerment and Positive Psychological Capital, and furthermore we tried to prove the mediation role of between Team Psychological Empowerment and Employee Service Innovation.
In this study, employees in traditional service-involved industry were the research subjects. 425 questionnaires were released and 303 returns were usable. SPSS 20, Amos18, and HLM6.02 were used to analyze the data, and descriptive statistics, Reliability and Validity statistics, and Hierarchical Linear Modeling(HLM) were conducted to test the research hypothesese The results showed that:
1. Both Individual and Team Psychological Empowerment have positive effect on Positive Psychological Capital.
2. Positive Psychological Capital can work as a mediator on both Individual and Team Psychological Empowerment between Employee Service Innovation.
3. Positive Psychological Capital has positive effect on Employee Service Innovation.
4. Team Psychological Empowerment has positive effect on Organizational Innovation Climate.
5. Organizational Innovation Climate has positive effect on Employee Service Innovation.
6. Organizational Innovation Climate can work as a mediator on Team Psychological Empowerment and Employee Service Innovation.
As the conclusions, this study proved the positive relationships between different levels of Psychological Empowerment and Employee Service Innovation, and also the mediation roles that Organizational Innovation Climate and Positive Psychological Capital could play between them. However, because of the limit of time and resources, the design of the research was quite limited, and there were still some more spaces which could be discussed further. Therefore, we suggested the following studies could work on identify the relationships between different variables, so as to enrich the research field of Employee Service Innovation.

摘 要 ii
Abstract iv
圖目錄 List of Figures viii
表目錄 List of Tables ix

第一章 導論 1
1.1 研究背景 1
1.2 研究貢獻 5

第二章 文獻與研究假設 6
2.1 員工服務創新 6
2.1.1 員工服務創新之定義 6
2.1.2 員工服務創新四構面 6
2.2 心理賦權 8
2.2.1 團隊與個人心理賦權之分層 8
2.2.2. 個人心理賦權 9
2.2.3 團隊心理賦權 10
(一) 個人心理賦權與創新行為 11
(二) 團隊心理賦權與員工服務創新 13
2.3 團隊心理賦權、組織創新氣氛與員工服務創新 14
2.4 正向心理資本 15
2.4.1 正向心理資本之定義 16
2.4.2 個人心理賦權、正向心理資本與員工服務創新 17
2.4.3 團隊心理賦權、正向心理資本與員工服務創新 19
2.5 研究架構 20

第三章 研究方法 21
3.1 研究對象與抽樣方式 21
3.1.3 問卷設計 22
3.2 變項衡量方式 22
3.2.1 個人心理賦權 22
3.2.2 團隊心理賦權 23
3.2.3 組織創新氣氛 25
3.2.4 正向心理資本 27
3.2.5 員工服務創新 29
3.2.6 控制變數 31
3.3 資料分析法 31
3.3.1 敘述性統計與相關分析 32
3.3.2 因素分析 32
3.3.3 信度分析 32
3.3.4 效度分析 33
3.3.5 變數之群間與群內變異成份分析 33
3.3.6 共同方法變異控制 34
3.3.7 階層線性模型分析 34

第四章 資料分析 36
4.1 樣本敘述性統計 36
4.2 變數敘述性統計 38
4.3 信度分析 38
4.4 相關分析 38
4.5 效度分析 39
4.5.1 收斂效度 39
4.5.2 區別效度 40
4.6 共同方法變異 40
4.7 控制變項 41
4.8 變數之群間與群內變異成份分析 (ICC1、ICC2、rwg) 42
4.9 假設分析結果 42
4.9.1 虛無模型 42
4.9.2 個人心理賦權與員工服務創新之關係 43
4.9.3 團隊心理賦權與員工服務創新之關係 44
4.9.4 組織創新氣氛在團隊心理賦權與員工服務創新之中介關係 45
4.9.5 正向心理資本在個人心理賦權與員工服務創新之中介關係 47
4.10 Sobel Test檢測中介效果 50
第五章 結論與建議 52
5.1 研究貢獻 52
5.2 實務建議 56
5.3 研究限制與後續研究建議 57
參考文獻 References 58
中文部分 58
英文部分 59
附錄一 66
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