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研究生:詹于箴
研究生(外文):Yu-Chen, Zhan
論文名稱:內在動機與創新行為之關係—知覺組織創新氣候為中介
論文名稱(外文):The Relationship between Intrinsic Motivation and Innovative Behavior—The Mediating Effect of Perceived Organizational Innovative Climate
指導教授:陳必碩陳必碩引用關係
指導教授(外文):Pi-So, Chen
口試委員:李俊賢陳儀蓉
口試委員(外文):Chun-Hsien, LeeYi-Jung, Chen
口試日期:2013-07-12
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2013
畢業學年度:101
語文別:中文
論文頁數:70
中文關鍵詞:內在動機組織創新氣候創新行為
外文關鍵詞:Intrinsic MotivationOrganizational Innovative ClimateInnovative
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現代企業面臨競爭激烈的環境,為了維持其持續性的競爭優勢,員工的創新行為表現已成為企業發展關鍵技術的重要因素來源。因此,企業若能朔造出一個工作環境讓員工發自內心覺得公司是支持創新的,將有利於員工的創新行為表現。過去關於個人內、外在動機、組織創新氣候對創新行為影響的研究已有所探討。本研究將深入瞭解員工內在動機中的個人特質(挑戰性以及樂在工作),是否會因為知覺組織氣候的不同,而影響其在工作中的創新行為表現。本研究係以台灣六家企業之主管與一般員工為抽樣主體,作為問卷調查對象。主要探討有四:其一,員工內在動機(挑戰性與樂在工作)與知覺組織創新氣候之關係;其二,員工內在動機(挑戰性與樂在工作)與創新行為之關係;其三,員工知覺組織創新氣候與員工創新行為之關係,其四,員工知覺組織創新氣候對員工內在動機(挑戰性與樂在工作)與員工創新行為具有中介效果。本研究共發出300對問卷,實收有效問卷共281對,有效回收率 93.7%。利用迴歸分析法,最後研究結果如下:1. 員工內在動機(挑戰性與樂在工作)對其知覺組織創新氣候有正向影響;2. 員工內在動機(挑戰性與樂在工作)對其創新行為表現有正向影響;3. 員工的創新行為表現會因知覺組織創新氣候不同有所差異;4. 當員工的內在動機(挑戰性與樂在工作)知覺到組織創新氣候是強烈的,其創新行為表現相對較高。

Nowadays, enterprises are facing a highly competitive environment, in order to maintain their sustainable competitive advantages. Employee’s innovation behavior has become an important factor in developing key technologies. In our study, we emphasized the importance of intrinsic motivation, we believe that intrinsic motivation such as challenge and enjoyment is part of a person’s characteristics. It will influence how they perceive organizational innovative climate, thus impact their innovative behavior.
The main study has four issues. First, the employees’ intrinsic motivation (challenge & enjoyment) perceived organizational innovative climate. Second, employees’ intrinsic motivation (challenge & enjoyment) has positive effect on their innovative behavior. Third, employees perceived organizational innovative climate has positive effect on their innovative behavior. Fourth, employees perceived organizational innovative climate has partially intermediary effect on their innovative behavior.
Based on the regression analysis, we concluded that. First, employees perceived organizational innovative climate would be affected by employees’ intrinsic motivation (challenge & enjoyment). Second, employees’ innovative behavior would be affected by employees’ intrinsic motivation (challenge & enjoyment). Third, employees’ innovative behavior would be affected by how they perceived organizational innovative climate. There will be relatively high innovative behavior when the employees perceived organizational innovative climate meet their intrinsic motivation (challenge & enjoyment).

目 錄
摘要 i
Abstract ii
目 錄 iv
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 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 內在動機 5
第二節 知覺組織創新氣候 8
第三節 創新行為 15
第三章 研究方法 25
第一節 研究架構與假設 25
第二節 研究變項定義 27
第三節 研究樣本 34
第四節 資料分析方法 39
第四章 研究結果與討論 41
第一節 研究變項間之相關分析 41
第二節 主要效果之檢驗 44
第三節 中介效果之檢驗 49
第五章 結論與建議 51
第一節 研究結論 51
第二節 學術與管理實務意涵 54
第三節 研究限制與後續研究建議 57
參考文獻 59
一、 中文部分 59
二、 英文部分 60


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