臺灣博碩士論文加值系統

　　隨著當今世界的變革不斷加速，作為變革的應對手段「創新」也就成為人們談論的重要議題。創新的目的在於積極意義的變革，既然變革被視為經濟發展的主要推動力，那麼對決策者來說，促進創新的因素也被視為至關重要。領導者若能有效的激發員工的創新行為，將可提升企業產品、服務的創新力與市場競爭力。本研究以南部企業為母體，轉換型領導理論為核心，從企業員工認知的角度來探討自我效能、員工創新行為與企業創新績效之間的影響關係，期望能夠藉此為各企業在領導的運用及實務管理上提供策略參考，有效提高員工自我效能及創新行為，並以此來提升企業創新績效。
　　本研究以南部地區之製造業、高科技業及服務業員工做為研究對象，以隨機抽樣方式，進行調查研究，共計發放500份問卷，實際回收之有效問卷497份，運用SPSS進行問卷彙整與分析，並以SEM進行假說驗證。本研究結果如下：
1.「轉換型領導」對「自我效能」有正向顯著影響。
2.「轉換型領導」對「創新行為」有正向顯著影響。
3.「自我效能」對「創新行為」有正向顯著影響。
4.「自我效能」對「創新績效」無正向顯著影響。
5.「轉換型領導」對「創新績效」有正向顯著影響。
6.「創新行為」對「創新績效」有正向顯著影響。
7.「自我效能」於「轉換型領導」與「創新績效」不具中介效果。
8.「創新行為」於「轉換型領導」與「創新績效」具中介效果。

　　We are living in a world where changes are accelerating. Innovations, as a response to these changes have become an important issue of discussions. Innovations strive for proactive changes and considered a driver of economic development. For decision makers, the factors contributing to innovations are critical. If leaders can effectively inspire employees to innovate, it will be possible to upgrade company products, service innovations and market competitiveness. This paper samples the companies in Southern Taiwan and focuses on the theory of transformational leaderships in the examination of the relationship between self-efficacy, innovation behavior of employees and innovation performance of companies from the perspective of employees’ perception. The research findings can serve as a strategic reference to leadership techniques and practical issues in management. It is hoped that such efforts can effectively boost self-efficacy and innovation behavior of employees and hence improve innovation performances of companies.
　　This research paper conducts a survey on the employees in the manufacturing, high-tech and service industries in Southern Taiwan. A total of 500 questionnaires are released on a random sampling basis and 497 effective questionnaires are recovered. This paper runs SPSS to collate and analysis the questionnaire responses and applies SEM for hypothesis testing.

The research findings are shown as following:
1.The transformational leadership has positively and significant influence on self-efficacy.
2.The transformational leadership has positively and significant influence on innovation behavior.
3.The self-efficacy has positively and significant influence on innovation behavior.
4.The self-efficacy does not have significantly positively influence on innovation performances.
5.The transformational leadership has positively and significant influence on innovation performances.
6.The innovation behavior has positively and significant behavior on innovation performances.
7.The self-Efficacy does not have mediating effect between the Transformational Leadership and the Innovation Performance.
8.The innovation behavior has mediating effects between the transformational leadership and innovation performances.

致謝　Ⅰ
摘要　Ⅱ
Abstract　Ⅲ
目錄　Ⅴ
表目錄　Ⅵ
圖目錄　Ⅷ
第壹章　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　研究流程與論文結構　4
第貳章　文獻探討　6
　　　　第一節　領導風格　6
　　　　第二節　自我效能　29
　　　　第三節　創新行為　33
　　　　第四節　創新績效　36
　　　　第五節　研究變項間之關係　44
第參章　研究設計　52
　　　　第一節　研究架構與假設　52
　　　　第二節　研究變項的衡量與操作性定義　54
　　　　第三節　資料分析方法　62
　　　　第四節　問卷設計　65
　　　　第五節　研究對象與抽樣方式　66
第肆章　研究結果分析與討論　70
　　　　第一節　因素分析與信度檢定　70
　　　　第二節　各構面因果關係與假設檢定　75
　　　　第三節　集群分析與群組在研究構面的差異分析　81
　　　　第四節　研究架構整體模式分析　113
第伍章　結論與建議　123
　　　　第一節　研究結論　123
　　　　第二節　研究建議　126
參考文獻　130
問　　卷　148

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