政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/63657
English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  全文笔数/总笔数 : 113648/144635 (79%)
造访人次 : 51677621      在线人数 : 611
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
搜寻范围 查询小技巧：
  • 您可在西文检索词汇前后加上"双引号"，以获取较精准的检索结果
  • 若欲以作者姓名搜寻，建议至进阶搜寻限定作者字段，可获得较完整数据
    •  进阶搜寻


    请使用永久网址来引用或连结此文件: https://nccur.lib.nccu.edu.tw/handle/140.119/63657


    题名: 組織創新氛圍、個人創新行為及其個人績效之關係的研究—以T財團法人研究機構為例
    An Empirical Study of the Relationship Among Organizational Innovative Climate, Individual Innovative Behavior and Performance: the Case of a Nonprofit Organization in Taiwan
    作者: 黃阿芬
    Huang, A Fen
    贡献者: 吳豐祥
    黃阿芬
    Huang, A Fen
    关键词: 組織創新氛圍
    個人創新行為
    個人績效
    Organizational innovative climate
    Individual innovative behavior
    Individual performance
    日期: 2013
    上传时间: 2014-02-10 14:49:01 (UTC+8)
    摘要: 面對全球科技創新與應用發展快速變遷，厚植組織的創新研發能量，為各界長期面對全球競爭的重要策略，而組織創新研發能量的建置，其關鍵因素在於組織成員的創造力及個人的創新行為，因此如何塑造良好的組織創新氛圍以提升員工的創造力、個人創新行為及個人績效，進而提升組織的整體營運績效，實為組織刻不容緩之議題。
    以往組織創新氛圍、個人創新行為及績效之研究，多以「組織」為分析層級，並以西方個案為大多數，本研究特別以「個人」為研究層級，並以國內組織為研究對象來進行實證分析，除研發人員自評其個人創新行為及績效外，並嘗試採以由主管來評量（他評）員工表現的方式，探討員工自評及主管他評之差異，期望能填補學術上國內個案及「個人」分析層級的研究缺口，並同時能對組織創新管理實務上產生貢獻。
    本研究旨在探討組織創新氛圍、個人創新行為及其個人績效三者間之因果關係，研究方法採量化研究，以問卷調查研究歸納，受測對象為T財團法人研究機構工作年資一年以上的研發人員，總計問卷發出192份，回收160份，回收率為83.3％，問卷資料以SPSS軟體進行統計分析，並予以驗證研究假說並提出研究發現與結論建議。
    本研究所得到的初步結論包括：
    (1)組織創新氛圍的形塑，有助於提升研發人員的個人績效
    (2)個人創新行為的展現，有助於提升研發人員的個人績效
    (3)組織創新氛圍的形塑，有助於提升研發人員的個人創新行為
    (4)組織創新氛圍會透過個人創新行為提升研發人員的個人績效
    (5)研發人員自評的個人創新行為及個人績效較主管他評者高，且組織創新氛圍的形塑與主管他評的個人創新行為與個人績效無顯著相關
    (6)研發人員的個人背景並不會影響組織創新氛圍、個人創新行為及個人績效之表現
    To face the quick change of global technolgical innovations and applications, one of the most important stratgies, that the enterprises use, is to strengthen their innovative and research capabilities. In addition, the key factor to enhance the organizational capabilities includes the creative capability of employees and individual innovative behavior. Thus, how to create the good orgnizational innovative climate, in turn, to improve the employees’ creativity and individual innoative behavior, and eventually to enhance the organizational performance becomes the critical issue.
    Most of the previous studies concerning the relationships among the organizational innovative climate, individual innovative behavior and performance are conducted at the organizational level and within the context of western world. This study specially conducts anaysis at the individual level and selects the domestic organization as the research subject. To fill up with the research gap, the individual performance is evaluated both by themselves and by their supervisors to further address the differnce between these two approaches.
    This study aims to investigate the cause-and-effect relationship among the organizational innovative climate, individual innovative behavior, and individual performance. A quantitative approach with questionnaire surveys is utilized. Eventually, 192 questionnaires are sent to the researchers who have been working for at least 1 year at T non-for-profit research organization. 160 questionnaires are collected so the effective response rate is 83.3%. The results of this study are summarized as follows:
    (1)The organizational innovative climate was found to be conducive to enhance the individual performance of researchers.
    (2)The individual innovation behavior was found to be conducivel to enhance the indiviual performance.
    (3)The organization innovative climate was found to be conducive to enhance the individual innovative behavior of researchers.
    (4)The individual innovative behavior of researchers was found to affect the relationship between the organzaion innovative climate and the individual preformance of researchers.
    (5)The ratings by researchers themselves were found to be higher than those by their supervisors. Additionally, there is not evidence to substantiate the relationship between the organizational innovation climeane and the individual innovative behavior and performance rated by the supervisors.
    (6)There is not evidence to substantiate the relationship between the organizational innovation climeane, the indicual innovative behavior and performance.
    "誌 謝 i
    摘 要 ii
    目 錄 iv
    圖目錄 vi
    表目錄 viii
    第一章 緒論1
    第一節 研究背景與動機1
    第二節 研究目的與問題2
    第三節 論文架構4
    第二章 文獻探討5
    第一節 環境對創造力之影響5
    第二節 組織創新氛圍11
    第三節 個人創新行為18
    第四節 個人績效23
    第五節 組織創新氛圍、個人創新行為及個人績效間之關係30
    第六節 文獻小結34
    第三章 研究架構與方法35
    第一節 研究架構35
    第二節 研究變項與操作性定義 36
    第三節 研究假說37
    第四節 研究方法39
    第五節 研究對象39
    第六節 問卷設計及施測方法42
    第七節 資料分析方法45
    第八節 研究限制48
    第四章 資料分析與研究結果50
    第一節 研究變項之描述性統計 50
    第二節 共同方法變異分析53
    第三節 信效度分析53
    第四節 分析與研究結果60
    第五節 假設驗證結果68
    第六節 研究結果討論69
    第五章 結論與建議79
    第一節 研究結論79
    第二節 學術上的貢獻82
    第三節 實務上的建議84
    第四節 後續研究建議87
    參考文獻 90
    附錄一：原始問卷98
    附錄二：正式施測問卷（刪除因素分析特徵值低於0.4題項）100
    附錄三：主管他評問卷102
    附錄四：控制變數與各問項之相關性(由主管評個人創新行為及個人績效)103
    參考文獻: Afuah, A. (2003), Innovation Management: Strategies, Implementation and Profits. (2nd ed.) NY: Oxford University Press.
    Agarwal, S., Erramilli, M. K. and Dev, C. S. (2003), “Market orientation and performance in
    service firm: role of innovation,” Journal of Service Marketing, 17(1), 68-82.
    Amabile, T. M. (1996), Creativity in Context. Boulder, Colo.: Westview Press.
    Amabile, T. M. and Gryskiewicz, S. S. (1987), “Creativity in the R& D laboratory, ( Report No. 30),” NC: Greensboro, Center for Creative Leadership.
    Amabile, T. M., Conti, R., Coon, H., Lazenby, J. and Herron, M. (1996), “Assessing the working environment for Creativity,” Academy of Management Journal, Vol. 39, No. 5, pp. 1154-1184.
    Amabile, T. M., Mueller, J. S., Simpson, W. B., Hadley, C. N., Kramer, S. J. and Fleming, L. (2002), “Time pressure and creativity in organizations: A longitudinal field study, (Working paper No. 02-073),” MA, Boston: Harvard Business School.
    Amabile, T. M. (1983), “The social psychology of creativity: a componential definition,” Journal of Personality and Social Creativity.
    Amabile, T. M. and Gryskiewicz, S. S. (1989), “The creative environment scales: Work
    Environment Inventory,” Creativity Research Journal, 2, 231-253.
    Amabile, T.M. (1988), “A model of creativity and innovation in organizations, in Staw, BM. and Cummings (eds.),” Research in Organizational Behavior, 10, 40.
    Andrews, J. and Smith, D. C. (1996), “In search of the marketing imagination: Factors affecting the creativity of marketing programs for mature products,” Journal of Marketing Research, Vol. 33, No. 2, 174-187.
    Andrews, F. M., and Farris, G. F.(1972), ” Time pressure and performance of scientists
    and engineers: A five-year panel study,” Organizational Behavior and Human Performance, 8 (2): 185-200.
    Baer, M. and Oldham, G. R. (2006), “The curvilinear relation between experienced creative
    time pressure and creativity: Moderating effects of openness to experience and support for creativity,” Journal of Applied Psychology, 91 (4): 963-970.
    Bailey, C. and Fletcher, C. (2002), “The impact of multiple source feedback on management development: findings from a longitudinal study,” Journal of Organizational Behavior, 23, 853-867.
    Bandura, A. (1986), Social Foundations of Thought and Action : a Social Cognitive Theory. Englewood Cliffs, N.J.: Prentice-Hall.
    Becker, B. E., Huselid, A. M. and Ulrich, D. (2001), “The HR scorecard: linking People
    strategy, and performance,” BSN: Harvard Business School Press.
    Bellamy, A. R. (2003), “An exploratory analysis of the influence of new technology planning and implementation on the perceptions of new technology effectiveness,” working paper, The Midwest Academy of Management.
    Blumberg, M. and Pringle, C. D. (1982), “The missing opportunity in organizational research: some implications for a theory of work performance,” Academy of Management Review, 7, 560-569.
    Boddewyn, J. J. (1986), “Service multinationals: conceptualization, measurement and theory,” Journal of International Business Studies, 10, 41-58.
    Borman, W. C. and Motowidlo, S. J. (1993), “Expanding the criterion domain to include elements of contextual performance,” In Schmitt, N. and Borman, W. C. (Eds),
    Personnel Selection in Organizations, 71-98. San Francisco: Jossey-Bass.
    Borman, W. C. and Motowidlo, S. J. (1993), “Expanding the criterion domain to include element of context performance,” In N. Schmit and W.C. Borman (Eds.), Personal Selection in Organization (71-98). SF: Jossey-Bass Press.
    Campbell, J. P. (1990), “Modeling the performance prediction problem in industrial and organizational psychology,” In M. D. Dunnette and L. M. Hough (Eds.), Handbook of Industrial and Organizational psychology, 687-732, Palo Alto, CA: Consulting Psychologists Press.
    Cardy, R. L. and Dobbins, G. H. (1994), Organizational Behavior and Human Decision Processes, NY: McGraw-Hill Press.
    Csikszentmihalyi, M. (1996), Creativity : Flow and the Psychology of Discovery and Invention (1st ed.), New York: Harper Collins Publishers.
    Csikszentmihalyi, . (1990), “The domain of creativity,” In M. A. Runco and R. S.Albert
    (Eds.), Theories of Creativity, (190-212). Newbury Park, CA:Sage.
    Csikzentmihalyi, M. (1988), “Society, culture and person：A system view of creativity ”, in R. J. Sternberg (Ed. ), The Nature of Creativity：Contemporary Psychological Perspectives, 325-339.
    Cummings, A. and Oldham, G. R. (1997), “Enhancing creativity: managing work contexts
    for the high potential employee,” California Management Review, 40(1),22-38.
    DeVellis, R. F. (1991), Scale Development: Theory and Applications, California: Sage.
    Drucker, P. F. (1985), Innovation and Entrepreneurship: Practice and Principles, London: Heinemann.
    Drucker, P. F. (1998), “The discipline of innovation,” Harvard Business Review, Nov/Dec, 149-157.
    Ekvall, G. and Anderson, Y. T.(1986), “Working climate and creativity: A Study of an innovative newspaper office,” Journal of Creative Behavior, 215-225.
    Ekvall, G. and Ryhammar, L.(1999), “The creative climate: Its determinants and effects at a Swedish university,” Creativity Research Journal, 12 (4): 303-310.
    Ekvall, G. (1991), “The organizational culture of idea management: A creative climate for the management of idea’s,” In J. Henry and D. Walker, Managing Innovation ,73-79, Beverly Hills, CA: Sage.
    Farh, J. L., Earley, P. C. and Lin, S. C. (1997), “Impetus for action: a cultural analysis of justice and organizational citizenship behavior in Chinese society,” Administrative Science Quarterly, 42, 421-444.
    Fit-Enz, J. (1985), “HR measurement: formulas for success,” Personnel Journal, 64(10),
    52-60.
    Frieldlander, F. and Greenberg, S.(1971), “Effect of job attitudes, training and organizational climate on performance of the hard-core unemployed,” Journal of Applied Psychology, 55, 287-295.
    Gong, Y. P., Huang, J. C. and Farh, J. L. (2009), “Employee learning orientation, transformational leadership and employee creativity: The mediating role of employee creative Self-Efficacy,” Academy of Management Journal, 52(4): 765-778.
    Hair, J. F. Jr., Anderson, R., Tatham, R. and W. C. (1998), Multivariate Data Analysis (5th ed.), Upper Saddle River, NJ: Prentice Hall.
    Hair, J. F., Black, B., Babin, B., Anderson, R. E. and Tatham, R. L. (1992), Multivariate Data Analysis (6th ed.), New York: Macmillan.
    Hansen, E. and Crespell, P. (2008), “Work climate, innovativeness and firm performance in
    the US forest sector: in search of a conceptual framework,” Canadian Journal of
    Forest Research, 38(7), 1703-1715.
    Heunks, F. J. (1998), “Innovation, creativity and success,” Small Business Economics,10(3),
    263-272.
    Hochwarter, W. A., Kiewitz, C., Gundlach, M. J. and Stoner, J. (2004), “The impact of vocational and social efficacy on performance and career satisfaction,” Journal of Leadership and Organizational Studies, 10(3), 27-40.
    Hunsaker, S. L. (2005), “Outcomes of creativity training programs,” The Gifted Child Quarterly, Vol. 49, No. 4, pp. 292-356.
    Hunter, S. T., Bedell, K. E. and Mumford, M. D. (2007), “Climate for creativity: A quantitative review,” Creativity Research Journal, 19(1): 69-90.
    Huselid, A. M., Jackson, E. S. and Shuler, S. R. (1997), “Technical and strategic human resource management effectiveness as determinants of firm performance,”
    Academy of Management Journal, 40(1), 171-188.
    Insel, P. M. and Moos, R. H. (1975), Work Environment Scale, Palo Alto, CA: Consulting Psychologist Press.
    James, L. R., James, L. A. and D. K. Ashe (1990), The Meaning of Organizations:
    The Role of Cognition and Values”, In B. Schneider ( Ed.).
    Janssen, O. (2001), “Fairness perceptions as a moderator in the curvilinear relationships
    Between job demands and job performance and job satisfaction,” Academy of
    Management Journal, 44 (5): 1039-1050.
    Janssen, O. (2000), “Job demands, perceptions of effort-reward fairness and innovative
    work behavior,” Journal of Occupational and Organizational Psychology, 73,
    287-302.
    Hong, J. C., Hwang, M. Y., and Lin, C. L. (2003), “Chi and organizational creativity: A case study of three Taiwanese computer firms,” Creativity and Management, Vol. 12, No. 4, pp. 202-210.
    Kaiser, H. F.(1960), “The application of electronic computer to factor analysis,” Educational Psychology Measurement, 20: 141-151.
    Kanter, R. (1988), “When a thousand flowers bloom structural, collective, and social conditions for innovation in organizations,” In B. M. Staw and L. L. Cummings (Eds.), Research in Organizational Behavior, 169-211, Greenwich, CT: JAI Press.
    Kanter, R. M. (1984), “Innovation: Our only hope for times ahead?,” Sloan Management
    Review, 25, 51-55.
    Katz, D. and Kahn, L. R. (1978), The Social Psychology of Organization, NY: Wiley Press.
    Kelly, J. R. and McGrath, J. E. (1985), “Effects of time limits and task types on task performance and interaction of four-person groups,” Journal of Personality and Social Psychology, Vol. 49, 395-407.
    Kerlinger, F.N. (1986), Foundations of Behavioral Research, 3rd ed. Fort Worth: Holt, Rinehart and Winston.
    Kleysen, R. F. and Street C. T. (2001), “Toward a multi-dimensional measure of individual innovative behavior,” Journal of Intellectual Capital, 2(3), 284-297.
    Korman, A. (1977), Organization Behavior, Eaglewood Cliffs, NJ: Prentice Hall Press.
    Lee and Na. (1994), “Determinants of technical success in product development when innovative radicalness is considered,” Journal Product Innovation Management, 11, 62-68.
    Leonard-Barton, D. (1999), “When sparks fly: Igniting creativity in groups,” MA, Boston: Harvard Business School Press.
    Litwin, G. and Stringer, R. (1968), Motivation and Organizational Climate, Cambridge, Mass.: Harvard University Press.
    Mathisen, G. E. and Einarsen S. (2004), “A review of instruments: Assessing creative and innovative environments within organizations,” Creativity Research Journal, Vo. 16, No. 1, 119-140.
    Mayer, R.E. (1999), “Fifty years of creativity research,” In R.J. Sternberg (Ed.),Handbook of Creativity, (449-460). New York: Cambridge University Press.
    Mcgrath, J. E. and Brinberg, D. (1983), “External validity and the research process - a comment on the Calder Lynch Dialog,” Journal of Consumer Research, 10(1): 115-124.
    McGrath, R. G. et al. (1995), “Defining and developing competence: A strategic process paradigm,” Strategic Management Journal, 16(4):251-275.
    Mikdashi, T. (1999), “Constitutive meaning and aspects of work environment affecting creativity in Lebanon,” Participation and Empowerment, 7 (3): 47-55.
    Murphy, K. R. and Shiarella, A. H. (1997), “Implications of the multidimensional nature of job performance for the validity of selection tests: Multivariate frameworks for studying test validity,” Personnel Psychology, 50(4): 823-854.
    Nonaka, I. (1991), “Knowledge-creating company,” Harvard Business Review, 69(6), 96-104.
    Nystrom, H. (1990), ” Innovation and creativity at work: Psychological and organizational strategies,” Organizational Innovation, In M. S. West
    and J. L. Farr (Eds.), (143-162). NY: Wiley Press.
    Organ, D. W. (1988), “A restatement of the satisfaction performance hypothesis,” Journal of Management, 14, 547-557.
    Ottenbacher, M. and Gnoth, J. (2005), “How to develop successful hospitality innovation,”
    Cornell Hotel and Restaurant Administration Quarterly, 46(2),205-222.
    Peters, E. B.(1974), “Overcoming organizational constraints on creativity and innovation,” Research Management, May, 29-38.
    Phelan, S. G. (2001), “Developing creative competence at work: The reciprocal effects of creative thinking, self-efficacy and organizational culture on creative performance,” Dissertation Abstracts International: Section B: The Sciences and Engineering, Vol 62(2-B), Aug 2001, 1059.
    Pirola-Merlo, A., Bain, PG., Mann, L. (2004), “The relationship between individual creativity and team creativity: Aggregating a cross people and time,” J. Organiz. Behav., 25, 235–257.
    Podsakoff, P. M. and Organ, D. W. (1986), “Self-reports in organizational research: problems and prospects,” Journal of Management, 12(4): 531-544.
    Podsakoff, P. M., MacKenzie, S. B. and Podsakoff, N. P. (2003), “Common method biases in behavioral research: A critical review of the literature and recommended remedies,” Journal of Applied Psychology, 88(5): 879-903.
    Ramamoorthy, N., Flood, P. C., Slattery, T. and Sardessai, R. (2005), “Determinants of innovative work behavior: Development and test of an integrated model,” Creativity and Innovation Management, Vol. 14, No. 2, 142-150.
    Reicher, A.E, Schneider, B (1990), “Climate and culture: an evolution of constructs,”
    in Schneider, B. (Eds), Organisational Climate and Culture,Jossey-Bass
    Publishers, San Francisco, CA.
    Robbins, S. P. (1994), Management, New York: Prentice Hall Inc.
    Robbins, S. P. (2003), Organizational Behavior (10th ed.), Eaglewood Cliffs, NJ: Prentice Hall Press.
    Robbins. S. P. (2001), “Improving creativity in decision making, ” Organizational Behavior, 133.
    Robert C. Liden and John M. Maslyn (1998), “Multidimensionafity of leader-member exchange: An empirical assessment through scale development,” Journal of Management, February, 24(1), 43-72.
    Rousseau, D. M. (1988), “The construction of climate in organizational research in
    C. L. Cooper and I. T. Robertson (Eds.),” International review of industrial and organizational psychology, 139-159, Chichester, England:Wiley.
    Ruaudsepp, E. (1987), “Establishing a creative climate,” Journal of Training and Development, 41(4), 50-53.
    Schneider, B. (1990), Organizational Climate and Culture (1st ed.), San Francisco: Jossey-Bass.
    Schneider, B. (1975), “Organizational climates: An essay,” Personnel Psychology, 28, 447-479.
    Schriesheim, C. (1979), “The similarity of individual directed and group directed leader behavior descriptions,” Academy of Management Journal, 22, 345-355.
    Schumpeter, J. A. (1934), The Theory of Economic Development, Boston, MA: Harvard
    Business School Press.
    Scott, G. M. (1998), “The new age of new product development: Are we there?” R& D Management, 28(4): 225-237.
    Scott, S. G. and Burce, R. A. (1994), “Determinates of innovative behavior. A path model of individual innovation in the workplace,” Academy of Management Joumal, 37（3）: 580-607.
    Shalley, C. E., Gilson, L. L. and Blum, T. C. (2000), “Matching creativity and the work environment: Effects on satisfaction and intentions to leave,” Academy of Management Journal, 43(2): 215-223.
    Shalley, C. E. and Gilson, L. L. (2004), “What leaders need to know: a review of social and contextual factors that can foster and hinder creativity,” Leadership Quarterly,
    15, 33-53.
    Simonton, D. K. (1975), “Sociocultural context of individual creativity: A transhistorical
    time-series analysis,” Journal of Personality and Social Psychology, 32,
    1119-1133.
    Sternberg, R. J. and Lubart, T. I. (1995), Defying the Crowd: Cultivating Creativity in a Culture of Conformity, New York: Simon and Schuster Inc.
    Sternberg, R. J. and Lubart, T. L. (1996), “Investing in creativity,” American Psychologist, 51(7), 77-688.
    Sternberg, R. J. (1988), The Nature of Creativity：Contemporary Psychological Perspective, New York：Cambridge University Press.
    Sternberg, R. J. and Lubart, T.I. (1995), Defying the Crowd: Cultivating Creativity in a
    Culture of Conformity, New York: Free press.
    Sternberg, R.J. and Lubart, T.I. (1999), “The concept of creativity: prospects and paradigms R.J. Sternberg (Ed.), Handbook of Creativity (3-15). New York: Cambridge
    University Press.
    Sundgren, M., Dimenas, E., Gustafsson, J. E. and Selart, M. (2005), “Drivers of organizational creativity: a path model of creative climate in pharmaceutical R& D,” R & D Management, 35(4), 359-374.
    Thompson, D. E. (2001), “Get big enough (but not too big) to source innovation,” Research-Technology Management, 44(6), 22-25.
    Tompson, H. B. and Werner, J. M. (1997), The impact of role conflict/facilitation on core and discretionary behaviors: Testing a mediated model,”
    Journal of Management,23(4), 583-601.
    Tsui, S. A. (1987), “Defining the activities and effectiveness of the human resource department: a multiple constituency approach,” Human Resource Management,
    26(1), 35-70.
    Van de Ven, A. H. and Ferry, D. L. (1980), Measuring and Assessing Organizations, New York: John Wiley and Sons.
    Venkatraman, N. and Ramanujam, V. (1986), “Measurement of business performance on strategy,” Harvard Business Review, 75(3), 237-351.
    Weiner, Y. and Vardi, Y. (1990), “Relationships between organizational culture and individual motivation-A conceptual integration,” Psychological Reports, 67, 295-306.
    Werner, J. M. (2000), “Implications of OCB and contextual performance for human resource management,” Human Resource Management Review, 10, 3-24.
    West, M. A. and Anderson, N. R. (1996), “Innovation in top management teams,” Journal of Applied Psychology, 81(6), 680-693.
    Williams, L. J. and Anderson, S. E. (1991), “Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors,”
    Journal of Management, 17(3), 601-617.
    Woodman, R. W. Sawyer, J. E. and Griffin, R. W. (1993), “Toward a theory of organizational creativity,” Academy of Management Review, 18: 293-321.
    Wright, M. P., McMahan, C. G., Snell, A. S. and Gerhart, B. (2001), “Comparing line
    and HR executives’ perception of HR effectiveness: services, roles, and contributions,” Human Resource Management, 40(2), 111-125.
    Zhou, J., and George, J.M (2001), “When job dissatisfaction leads to creativity：Encouraging the expression of voice,” Academy of Management Journal, 44 (4), 682-696.

    貳、中文部份
    王臣名（2006），團隊創新氛圍、團隊工作動機及團隊創造力傾向對團隊研發績效關連性之實證研究-以K公司研發團隊為例，政治大學經營管理碩士學程(EMBA)碩士論文。
    王維銘（2004），組織創新氣候與個人創新行為關係之研究，中央大學企業管理研究所碩士論文。
    田靜婷、呂岱倚（2005），探討認知型態在員工心理契約與創新行為關係間之干擾效果，管理思維與實務學術研討會，銘傳大學企業管理學系及中華決策科學學會。
    李信螢（2002），個人創造力、組織創新氣候與創新績效相關之研究，中央大學企業管理研究所碩士論文。
    李鴻文、劉慶湘、許哲昌(2008)，「家庭因素對其工作績效之影響－以海外派遣人員為例」，經營管理論叢，4(2)，25-41。
    沈明權（1998），個人特質、組織特性與組織創新之研究，中央大學人力資源管理研究所碩士論文。
    汪美伶、李山田（2007），「組織創新、員工心理安全與組織績效關係之研究－以商業銀行為例」，東吳經濟學報，59，1-28。
    林明杰、陳基祥、許純嘉（2007），「組織內工作夥伴支持行為與員工創造力之研究」，科技管理學刊，12(2)，29-64。
    林義屏、黃俊英、董玉娟（2004），「市場導向、組織學習、組織創新與組織績效間關係之研究：以科學園區資訊電子產業為例」，管理評論，23(1)，101-134。
    吳豐祥（2004），我國高科技中小企業之創新行為之實證研究，行政院國家科學委員會專題研究計畫成果報告（No. NSC 91-2416-H-004-042），政治大學科技管理研究所。
    洪榮昭（1998），創意領先-如何激發個人與組織的創造力，張老師文化。
    洪榮昭（2012），你可以做個創意媽媽，張老師文化。
    邱皓政、陳燕禎、林碧芳（2009），「組織創新氣氛量表的發展與信效度衡鑑」，測驗學刊， 56（1），69～97。
    邱皓政（2000），組織創新環境與創意行為：組織創新量表的發展與創新指標的建立（從科技產業到政府機構），行政院國家科學委員會專題研究計畫成果報告（No. NSC 89-2519-S-128-001），世新大學心理系。
    徐聯恩（2006），產業創新能耐平台：組織創新活力量表之建構，學界科專計畫第二年第一季報告（No. 94-EX-17-A-31-S1-036），政治大學創新與創造力研究中心。
    徐聯恩、陳蕙芬、歐素華、樊學良（2006），T法人組織創新活力之分析，政治大學創新與創造力研究中心。
    徐聯恩、郭靜怡、張筱祺、李晨帆、林燊揚（2010），T法人組織創新活力之分析，政治大學創新與創造力研究中心。
    徐聯恩、陳百齡、李思壯、蔡孟哲、郭靜怡、林蔚儒(2011)，T法人CCP組織創新活力討論活動結案報告，政治大學創新與創造力研究中心。
    張火燦、紀乃文(2006)，「人力資源主管角色與高階主管情感型信任對人力資源部門績效指標的影響」，交大管理學報，26(2)，49-90。
    張鴻文（1986），高科技研究機構工作群體環境與創新關係之研究，政治大學企業管理研究所碩士論文。
    莊立民（2002），組織創新模式建構與實證之研究－以台灣資訊電子業為例，國立成功大學企業管理研究所博士論文。
    莊博盛（2009），組織鑲嵌與員工工作表現：中介與干擾過程的探索，國立聯合大學管理研究所碩士論文。
    黃永東（2008），「轉化型領導和創新產出之關聯性的探討」，品質月刊，44(8)，18-24。
    黃于真（2009），玩興與創新行為對工作績效之影響，國立中山大學人力資源管理研究所碩士論文。
    葉玉珠（2000），「創造力發展的生態系統模式及其應用於科技與資訊領域之內涵分析」，教育心理學報，32(1)，95-122。
    葉維輝(2008)，創新管理與創新營造，研習論壇，88，18-27。
    劉碧琴(1998)，個人創越、企業文化對組織創新的影響，中央大學人力資源管理研究所碩士論文。
    劉曉雯(1998)，創造力工作環境特質對組織創租行為影響關係之研究－兼論內外在動機與資訊科技基磐特徵的作用，國立中央大學企業管理學系碩士論文。
    樊學良、徐聯恩(2011)，「組織創新活力及其效果：時間壓力干擾之探討」，台大管理論叢，21（2），391-422。
    蔡明春、鄭青展、李日興(2005)，「大陸直接員工職能與工作績效之研究－以台商監視器零件產業為例」，文大商管學報，10(1)，53-73。
    蔡啟通(1997)，組織因素、組織成員整體創造性與組織創新之關係，台灣大學商學研究所博士論文。
    蔡啟通、高泉豐(2004)，「動機取向、組織創新氣候與員工創新行為之關係：Amabile動機綜效模型之驗證」，管理學報，21(5)，571-592。
    蔡啟通(2006)，「領導者部屬交換與員工創新行為：組織正義之中介效果及組織特性之干擾效果」，管理學報，23(2)，171-193。
    蔡啟通(2008)，「內在動機與員工創新行為之關係：Amabile三元交互效果及Shin中介效果之驗證」，管理學報，25(5)，549-575。
    鄭晉昌、劉曉雯、林俊宏、陳春希(2006)，「多向度之管理職能評鑑與主管級員工績效及績效改善之關係：一項結合橫貫面與縱貫面之研究」，人力資源管理學報，6(4)，1-21。
    蕭婉鎔、黃同圳、林瑞娟(2009)，「績效管理制度與組織績效關係之探討」，輔仁管理評論，16(1)，19-36。
    簡文娟(1999)，組織創新氣候評鑑量表之建立－以高科技產業為實證研究對象，中央大學人力資源管理研究所碩士論文。
    簡博浩、韓志翔(2008)，「任務性、脈絡性及適應性績效表現對主管獎酬決策的影響：調查法及實驗法」，臺大管理論叢，18(2)，27-62。
    描述: 碩士
    國立政治大學
    經營管理碩士學程(EMBA)
    98932051
    102
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0098932051
    数据类型: thesis
    显示于类别:[經營管理碩士學程EMBA] 學位論文

    文件中的档案:

    档案 大小格式浏览次数
    index.html0KbHTML2765检视/开启


    在政大典藏中所有的数据项都受到原著作权保护.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - 回馈