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研究生:簡素親
研究生(外文):Su-Chin Chien
論文名稱:創業意圖研究-跨個人與組織因素之探討
論文名稱(外文):Entrepreneurial Intentions: The Influence of Organizational and Individual Factors
指導教授:羅宗敏羅宗敏引用關係
指導教授(外文):Chung-Min Lo
口試委員:吳建國郭冠樟
口試委員(外文):Ching-Gwo WuKuan- Chang Kuo
口試日期:2013-05-30
學位類別:碩士
校院名稱:育達商業科技大學
系所名稱:企業管理所
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:81
中文關鍵詞:創業意圖創新導向創新氛圍激勵性薪酬知覺組織支持內外控傾向
外文關鍵詞:Entrepreneurial intentionsInnovation orientationInnovation climateIncentive compensationPerceived organizational supportLocus of control
相關次數:
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創業活動能促進整體經濟發展、提高國家就業人口、降低失業率,成功的創業家通常伴隨著高度的社會地位。在個人層面創業能滿足個人生涯發展之規劃及成就,反之從組織層面來看代表的涵意是人力資本的流失。綜合過去學者研究結果顯示,創業意圖是影響創業者在創業過程的關鍵因素。因此,若能瞭解影響員工產生創業意圖的因素,組織中就能針對問題進行改善。
本研究以立意抽樣方式,針對新竹科學工業園區中具有專業技術的員工為研究樣本,發放電子問卷,回收有效問卷計251份。研究結果顯示:(1)創新氛圍對知覺組織支持具有正向顯著影響;(2)激勵性薪酬對知覺組織支持具有正向顯著影響;(3)創新導向在激勵性薪酬與知覺組織支持的關係中具有正向調節作用;(4)創新導向在創新氛圍與知覺組織支持的關係中具有正向調節作用;(5)知覺組織支持對創業意圖具有負向顯著影響;(6)知覺組織支持在創新氛圍對創業意圖間具有中介作用;(7)知覺組織支持在激勵性薪酬對創業意圖間具有中介作用;(8)內外控傾向在知覺組織支持與創業意圖間的調節作用未達顯著水準。
本研究根據驗證結果提出管理意涵,並對實務與政策面提出建議,供組織中人力資源管理單位參考及後續研究者做為參考。

Entrepreneurial activity can promotes the development of economy as a hole, improve the population of the national employment and reduce unemployment, therefore, the successful entrepreneurs with high degree of social status normally. Entrepreneur not only can satisfy personal planning of career development and achievement, but also means lose talent from organization. Comprehensive the study result of scholars, entrepreneurial intentions are a key factor to affects entrepreneurs in the entrepreneurial process. However, if can understand the factors that affect employees entrepreneurial intentions, then organization will be able to improve the deletions for avoid those situations.
This research adopted electronic survey method and purposive sampling. Data gathered form 251 professional employees of the HsinChu Technology Park. The results of this research are as follows: (1)Innovation climate positively influences perceived organizational support. (2)Incentive compensation positively influences perceived organizational support. (3)Innovation orientation positively moderates the relationship between innovation climate and perceived organizational support. (4)Innovation orientation positively moderates the relationship between innovation climate and perceived organizational support. (5)Perceived organizational support positively influences entrepreneurial intentions. (6)Perceived organizational support mediates the relationship between innovation climate and entrepreneurial intentions. (7)Perceived organizational support mediates the relationship between incentive compensation and entrepreneurial intentions. (8)Locus of control not moderates the relationship between perceived organizational support and entrepreneurial intentions.
Finally, according to the results, the study proposes conclusions and suggestions for the reference by organizations and future research.

書名頁i
論文口試委員審定書ii
中文摘要iii
英文摘要iv
誌謝v
目錄 vi
表目錄viii
圖目錄ix
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 6
第三節 研究流程 7
第二章 文獻探討 8
第一節 創業意圖 8
第二節 激勵性薪酬11
第三節 創新氛圍13
第四節 創新導向14
第五節 知覺組織支持15
第六節 內外控傾向19
第七節 創新氛圍、激勵性薪酬、創新導向、知覺組織支持、內外控傾向與創業意圖間之相關研究20
第三章 研究設計 29
第一節 研究架構 29
第二節 研究假說 29
第三節 研究變數之操作性定義與衡量方式 35
第四節 問卷設計與抽樣設計 39
第五節 資料分析方法 40
第四章 資料分析 42
第一節 回收樣本描述性統計分析 42
第二節 信度與效度分析 43
第三節 各構面變數間之平均數、標準差和相關分析 44
第四節 研究假說檢定 45
第五節 小結 59
第五章 結論與建議 60
第一節 研究結論 60
第二節 管理意涵與實務建議 65
第三節 研究限制及未來研究建議 68
參考文獻70
中文部份70
英文部份73
附錄一:正式問卷 78

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