臺灣博碩士論文加值系統

在競爭激烈的市場環境之下，員工創新行為往往是企業的致勝關鍵，所以企業為了提升競爭優勢與追求永續經營，無不致力於創新行為的激發與推動。研究指出，員工的心理賦權可以激勵員工對任務的積極主動，藉由不斷的嘗詴與突破，激盪出更多創新行為的展現；且品味美好事物的正向經驗，可帶來正向情緒並啟發多元思維；然而，不同的自我形象預期亦會影響創新行為。因此，本研究將探討品味能力對心理賦權與創新行為的中介效果；以及預期形象對品味能力與創新行為的干擾效果。
為此，本研究以分層抽樣的方式，針對房仲業之業務人員進行實證研究，一共發放500份問卷，扣除無效樣本後，有效回收數量為358份，有效回收率為71.6%。本研究以驗證性因素分析檢視各量表工具品質，並以階層多元迴歸驗證各研究假設內容。
根據實證分析結果，本研究獲致以下五項主要結論：(1)員工心理賦權的知覺越高越可以激發創新行為；(2)員工的品味能力越高能促進創新行為的展現；(3)員工的心理賦權知覺越高可以啟發品味能力之提升；(4)員工心理賦權的知覺會透過品味能力進而提升創新行為；(5)預期形象價值越高越能增強品味能力對創新行為的正向關係。
最後，針對本研究之研究結果，提出具體管理意涵如下：(1)主管可藉由知識傳承來加持員工的創新表現；(2)企業應樂於提供表演舞台增加員工參與決策的機會；(3)企業可運用人力資源管理啟發員工品味能力激盪創新行為；(4)企業應提供支持性的工作環境來提升員工預期形象價值。

Facing the competitive environment, innovation is the key factor that leads to organization’s success.Enterprise pursues competitive advantages and everlasting development that dedicates to innovation behavior. According to literature review, psychological empowerment is a motivational construct, so it can move into action and behave innovatively. Savoring can feel positive emotion and bring varied thought. Moreover, expected image is able to affect innovation behavior. Therefore, this study examined the mediated effect of savoring between psychological empowerment and innovation behavior; and the moderated effect of expected image between savoring and innovation behavior.
The study recruited participants using stratified sampling from sales of real estate. 500 questionnaires were sent randomly, and then 358 questionnaires were responded. The valid responded rate of employees was 71.6% respectively. We employed confirmation factor analysis, correlation analysis, and hierarchical multiple regression to analyze our data to testify our hypotheses.
In order to obtain empirical data, we have obtained the following five conclusions: (1) psychological empowerment could significantly increase innovation behavior; (2) savoring could significantly increase innovation behavior; (3) psychological empowerment could significantly increase savoring; (4) savoring mediated the positive relation between psychological empowerment and innovation behavior; (5) expected image gains moderated the positive relation between savoring and innovation behavior.
According to the above findings, this study proposed following four management implications: (1) supervisors should become a pattern of staff; (2) enterprise should offer staff making decisions; (3) enterprise can employ human resource management, which affect savoring and bring innovation behavior; (4) enterprise should offer supportive workplace increase expected image gains.

中文摘要 Ⅰ
英文摘要 Ⅱ
目錄 Ⅲ
表目錄 Ⅴ
圖目錄 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 6
第四節 名詞釋義 7
第二章 文獻探討 10
第一節 心理賦權 10
第二節 創新行為 15
第三節 心理賦權、品味能力與創新行為之關係 20
第四節 預期形象、品味能力與創新行為之關係 28
第三章 研究方法 32
第一節 研究架構與假設 32
第二節 研究對象 33
第三節 研究工具 35
第四節　調查實施 46
第五節　資料分析 46
第四章 研究結果與討論 48
第一節 樣本描述 48
第二節 心理賦權對創新行為之影響 51
第三節 心理賦權對品味能力之影響 53
第四節 品味能力對創新行為之影響 55
第五節 心理賦權、品味能力與創新行為之關係 57
第六節 預期形象、品味能力與創新行為之關係 60
第五章 結論與建議 64
第一節 研究主要發現 64
第二節 研究結論 67
第三節 研究建議 71
第四節 研究限制 76
參考文獻 79
附 錄 89

表目次
表3-1 量表之項目分析 36
表3-2 心理賦權之驗證性因素分析結果摘要 39
表3-3 品味能力之驗證性因素分析結果摘要 41
表3-4 創新行為之驗證性因素分析結果摘要 42
表3-5 預期形象價值之驗證性因素分析結果 44
表3-6 預期形象風險之驗證性因素分析結果 45
表4-1 員工有效樣本之基本資料統計 50
表4-2 本研究各主變項平均數、標準差與相關係數 51
表4-3 心理賦權對員工創新行為之階層迴歸 52
表4-4 心理賦權對員工品味能力之階層迴歸 54
表4-5 品味能力對員工創新行為之階層迴歸 56
表4-6 心理賦權、品味能力對創新行為之迴歸分析結果 59
表4-7 預期形象價值對品味能力與創新行為之階層迴歸 62
表4-8 預期形象風險對品味能力與創新行為之階層迴歸 63
表5-1 研究假設驗證結果 66
表5-2 共同方法變異之分析結果 77

圖目次
圖3-1 研究架構與假設 32

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