臺灣博碩士論文加值系統

設計產業以人為中心，大多數研究都聚焦在設計師的知識能力以及工作績效的探討；因此探討影響設計從業人員對於組織創新績效的影響因素，成為本研究主要動機和緣由。工作環境的影響，對於長時間工作的設計從業人員，有著極大的影響力。本研究對象是設計從業人員，透過文獻分析建立研究模型，針對研究構面設計問卷題目，並進行問卷調查，共收集有效問卷201份，透過統計分析探討領導者成員交換關係、組織創新氛圍對設計從業人員創造力和創新績效的影響。研究結果顯示：1.設計產業主管與員工交換關係對於設計產業員工自我能力影響較低；2.良好的工作環境，比如創新氛圍，對於設計產業員工產出具有正向的顯著影響；3.創意自我效能在設計產業領導者成員交換關係與創新績效之間不具中介效果；4.創意自我效能在設計產業組織創新氛圍與創新績效之間具中介效果。經過本研究發現，良好的工作環境，對於設計產業員工產出具有正向的影響，建議設計公司管理者應建立讓員工感到幸福的工作環境，不管是營造良好的工作環境，主管給予員工的肯定，工作職場給與設計師的資源，都會增進公司整體的績效。因此藉由本研究結果將提供設計行業的管理階層建議，以提高設計產業整體的創新績效。

Design ability depends on human quality. Most studies focused on the designer’s knowledge, ability, and work performance. Therefore, exploring the factors that influence designers on organizational innovation performance was the main motivation for this research. In fact, the working environment is an important influencing factor of the designers’ innovative performance. The research object was the design practitioners of the industries. Through literature analysis, a research model had been established. Then, questionnaire items had been designed for the research dimensions, and questionnaire surveys had been conducted. A total of 201 valid questionnaires were collected for the statistical analysis. Through the statistical analysis, this research explored the influence of leader-member exchange relationships and organizational innovation atmosphere on the creativity and innovation performance of designers. The research results showed that: 1. The leader-member exchange relationship had a low impact on the creativity self-efficacy of participants. 2. A good working e nvironment, such as an innovative atmosphere, had a positive and significant impact on the output of designers. 3. Creativity self-efficacy had no mediated effect between the leader-member exchange relationship and innovation performance. 4. Creative self-efficacy had a mediated effect between the innovation atmosphere and innovation performance. After this empirical study, the research results would provide suggestions for managers in the design industry to improve the overall innovation performance.

目錄
摘要 i
Abstract ii
誌謝 iii
目錄 v
表目錄 viii
圖目錄 xi
第一章 緒論 1
1.1 研究背景 1
1.2 研究動機 3
1.3 研究目的 5
1.4 研究流程 5
1.5 研究範圍與限制 7
第二章 文獻探討 8
2.1 臺灣設計產業現況 8
2.2 領導者成員交換關係 11
2.3 組織創新氛圍 15
2.4 創意自我效能 19
2.5 創新績效 22
2.6 各構面間關係 24
第三章 研究方法 26
3.1 研究架構與假設 26
3.2 問卷設計 27
3.2.1 領導者成員交換關係 28
3.2.2 組織創新氛圍 29
3.2.3 創意自我效能 30
3.2.4 創新績效 31
3.3 研究對象與問卷施測方法 32
3.3.1 研究對象與抽樣方式 32
3.3.2 問卷施測 32
3.4 前測分析 34
3.4.1 項目分析 34
3.4.2 因素分析 40
3.4.3 信度分析 43
3.5 資料分析方法 45
3.5.1 敘述性統計分析 45
3.5.2 信效度分析 45
3.5.3 結構方程模式 46
3.5.4 中介效果分析 47
第四章 研究結果與分析 48
4.1 敘述性統計分析 48
4.1.1 次數分配表 48
4.1.2 問項統計分析 51
4.2 信度與效度分析 58
4.2.1 信度分析 58
4.2.1.2 二階驗證式因素分析模型 63
創新氛圍 二階構面 64
4.2.2 效度分析 67
4.2.2.1 收斂效度 67
4.2.2.2 區別效度 69
4.3 結構方程式分析 70
4.3.1 相關分析 70
4.3.2 模型配適度 74
4.3.3 結構方程式分析 75
4.4 中介效果分析 78
4.4.1 因果路徑法 78
4.4.2 中介效果檢查順序 80
4.6 研究假設驗證之結果 83
第五章 結論與建議 84
5.1 研究結論 84
5.2 研究建議 88
參考文獻 90
附錄: 101
附錄一: 前測問卷 101
附錄二: 正式問卷 105

表目錄
表2.1 各國設計產業發展 9
表2.2 服務設計產業定義 10
表2.3 LMX 理論主管和部屬之關聯性特徵 11
表2.4: 領導者成員交換理論各階段發展重點 12
表3.1 領導者-成員交換關係構面量表題型 28
表3.2 組織創新氛圍構面量表題型 29
表3.3 創意自我效能構面量表題型 30
表3.4 創新績效構面量表題型 31
表3.5 領導者與成員交換關係之項目分析 35
表3.6 同事支持之項目分析 36
表3.7 主管支持之項目分析 36
表3.8 組織支持之項目分析 37
表3.9 創意自我效能之項目分析 38
表3.10 創新績效之項目分析 39
表3.11 領導者與成員交換關係因素分析表 40
表3.12 創新氛圍因素分析表 41
表3.13 創意自我效能因素分析表 42
表3.14 創新績效因素分析表 43
表3.15 量表信度分析 44
表3.16 因果關係模式配適度的評估指標 46
表4.1 次數分配表 49
表4.2 領導者成員交換關係描述統計分析表 52
表4.3 同事支持描述統計分析表 53
表4.4 主管支持描述統計分析表 53
表4.5 組織支持描述統計分析表 54
表4.6 組織創新氛圍描述統計分析表 55
表4.7 創意自我效能描述統計分析表 56
表4.8 創新績效描述統計分析表 57
表4.9 領導者成員交換關係一階驗證式因素分析 60
表4.10 創意自我效能一階驗證式因素分析 61
表4.11 新績效一階驗證式因素分析 62
表4.12 同事支持一階驗證式因素分析 64
表4.13 主管支持一階驗證式因素分析 65
表4.14 組織支持一階驗證式因素分析 65
表4.15 組織創新氛圍二階驗證式因素分析 66
表4.16 驗證式因素分析彙整表 68
表4.17 AVE區別效度分析 69
表4.18 皮爾森相關係數之對照表 70
表4.19 研究構面相關分析 72
表4.20 相關分析表 73
表4.21 適配度指標 74
表4.22 研究假設之實證結果一覽表 76
表4.23 中介模型間接效果分析表 82
表4.24 研究假設驗證整理表 83

圖目錄
圖1.1:研究流程圖 6
圖2.1 Kopelman, Brief, Guzzo之氛圍、文化及行為關係模型 16
圖3.1: 研究架構圖 26
圖4.1 SEM模型路徑圖 77
圖 4.2中介模型路徑圖 79
圖 4.3 總效果圖 79

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