中小企業為台灣企業最主要的營運型態，亦是最重要的經濟成長動能之一。有別於他國企業的營運型態，台灣中小企業透過精耕方式起家進而茁壯、擴大。然而，面對全球化的競爭：台灣中小企業必須面對的是躍上全球舞台跟所有的跨國企業共同競爭，如何維持營運的優勢，是一個重要的課題。
綜觀過去學者的研究，本研究整理出了創新是組織能夠持續生存並進步的重要關鍵之一。在快速變動的產業環境中，企業必須為了持續不斷的維持競爭力，必須使員工能夠積極投入工作並且努力於產出新奇的產品、流程與方法。當企業能夠促使員工在工作上展現創新能力時，對組織的產品、服務或流程產生新奇且具將產生潛在性為組織帶來助益的構想。

本研究列出影響員工創新行為的變數來影響來討論其可能的關係。為了避免研究中可能出現共同方法變異問題，本研究以不同來源配對問卷方式收集資料，分別由員工及資深人力資源人員進行填答。共收回42家企業共131份有效配對問卷，研究樣本廣泛包含於中小企業工作的人員。透過問卷的蒐集及分析，研究結果顯示領導者領導風格、組織學習能力、創業精神導向對於員工創新行為都有顯著正面影響。根據研究結果提出管理意涵：1.領導者可更多的授權員工，多加採用轉換型領導風格來鼓勵與支持員工的工作表現；2.組織學習能力的重要性日益增加，領導者必須能發現機會、面對問題、提升組織學習能力；3.轉換型領導風格能使組織成員能夠產生更大的共同意識去接受組織的願景及使命，能夠接受組織持續不斷的工作培訓和建設團隊，打造更佳的組織學習能力；4.轉換型領導風格能夠更多的帶領出具創業精神導向的組織；5. 轉換型領導風格及組織學習能力能夠幫助員工創新行為產出的整體提升。

This study lists the variables that affect employee innovation behavior to discuss their possible relationship. In order to avoid possible common method variation in the research, this study collects information from different sources by means of matching questionnaires, which are filled in by employees and senior human resources personnel respectively. A total of 131 valid matching questionnaires from 42 companies were collected and samples of the study were widely included in the work of SMEs. Through the collection and analysis of the questionnaires, the results show that the leader''s leadership style, organizational learning ability and entrepreneurship have a significant positive impact on employee innovation behavior.

According to the results of the study put forward the management implications: 1. Leaders can more authorized employees, more use of transitional leadership style to encourage and support staff performance; 2. Organizational learning ability is increasingly important, in a highly competitive environment , Leaders must be able to identify opportunities, face problems, and improve organizational learning skills; 3. Transformative leadership styles enable organizational members to develop a greater sense of commonality to accept the organization''s vision and mission and to be able to accept ongoing organizational work Training and building teams to create better organizational learning capabilities; 4. Transformative leadership style can lead more entrepreneurial oriented organizations; 5. Transformative leadership style and organizational learning ability can help employees to generate the overall increase in innovation.

致 謝 i
摘 要 ii
Abstract iii
目 錄 iv
圖 次 vi
表 次 vii
第一章 緒論 1
第一節 研究背景與動機 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 轉換型領導風格 8
第二節 員工創新行為 12
第三節 組織學習能力 15
第四節 創業精神導向 22
第三章 研究方法 28
第一節 研究架構 28
第二節 研究對象 29
第三節 研究工具 35
第四節 信效度分析 36
第五節 資料分析方法 42
第六節 共同方法變異 44
第四章 研究結果 45
第一節 主要變數之敘述統計分析 45
第二節 轉換型領導風格對個人創新行為之影響 47
第三節 轉換型領導風格對組織學習能力之影響 49
第四節 組織學習能力對個人創新行為之影響 50
第五節 組織學習能力對轉換型領導風格與員工個人創新行為之中介效果 52
第六節 轉換型領導風格對創業精神導向之影響 55
第七節 創業精神導向對個人創新行為之影響 56
第八節 創業精神導向對轉換型領導風格與員工個人創新行為之中介效果 58
第五章 結論與建議 61
第一節 研究結論 61
第二節 管理意涵與建議 65
第三節 研究限制與未來研究建議 67
參考文獻 69
附錄 81

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