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    政大機構典藏 > 商學院 > 企業管理學系 > 期刊論文 >  Item 140.119/64915


    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/64915


    Title: 組織創新活力及其效果：時間壓力干擾之探討
    Other Titles: Organizational Innovation Vitality and Its Outcomes: Exploring the Moderating Effect of Time Pressure
    Authors: 徐聯恩;樊學良
    Hsu,Michael L.A.;Fan,Hsueh-Liang
    Contributors: 幼教所;科管所
    Keywords: 組織創新活力;時間壓力;創造力
    organizational innovation vitality;time pressure;creativity
    Date: 2011-06
    Issue Date: 2014-03-26 17:42:28 (UTC+8)
    Abstract: 當代探討組織成員創造力的主要研究取向之一，是透過成員對組織創新氛圍的主觀知覺，推論其創新動機與行為。本研究以我國研發機構的工程師為對象，探討時間壓力是否干擾組織創新活力與其效果間之關係。分析結果顯示：(1)組織創新活力是影響成員創造力及其工作滿足感的重要變數；(2)時間壓力與成員創造力無關，但干擾組織創新活力與其效果間之關係。在高組織創新活力與低時間壓力下，成員創造力與工作滿足感最高，此時增加時間壓力，對成員創造力產生抑制作用；反之，在低組織創新活力情境下，高時間壓力有助於促進成員創造力。本研究解釋了過去研究者主張與管理者實務經驗的差異，並發展出組織創新活力／時間壓力矩陣，提供具體的管理建議。
    The effect of time pressure on employee creativity is controversial, and studies in examining the relationship between time pressure and employee creativity obtained conflicting results. This study updated the concept of organizational innovation climate into organizational innovation vitality, then examined the relationship of organizational innovation vitality and its outcomes (employees creativity and their job satisfaction), and explored the moderating effect of time pressure on the relationship between organizational innovation vitality and its outcomes. Data were collected from 470 R&D employees at four national research institutions in Taiwan in which employee creativity and creative outcomes are eagerly desired. The structural equations modeling analysis indicated that organizational innovation vitality positively related to employee creativity and their job satisfaction, time pressure negatively related to employee job satisfaction, and time pressure moderated the relationship between organizational innovation vitality and its outcomes. Though time pressure constrains employee creativity in strong organizational innovation climates, it enhances employee creativity in weak organizational innovation climates. This finding explains why theorists argue that time pressure hinders organizational innovation, while practitioners always feel that exerting time pressure on employees can get a move on their innovation performance. Further implications are discussed with the time pressure/organizational innovation vitality matrix.
    Relation: 臺大管理論叢,21(2),391-421
    Data Type: article
    DOI 連結: http://dx.doi.org/10.6226/NTURM2011.21.2.391
    DOI: 10.6226/NTURM2011.21.2.391
    Appears in Collections:[企業管理學系] 期刊論文

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