个人创新的影响因素分析
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摘要
本研究欲站在員工的層面來探討創造力人格、主管領導型態與組織創新環境等三因素對對個人創新的單一性影響,以及驗證三因素互動性的影響以提供人力資源管理措施上應同時顧及個人及其身處環境之脈絡關係的因素考量。
經收集臺灣地區在不同產業工作的531個員工樣本,以t檢定、變異數分析、相關分析、迴歸分析與層級迴歸分析等方法統計分析後得到下面的結論:
1.在三因素的主效果方面,三因素對個人創新皆有影響,即創造力人格愈明飄,其個人創新愈佳;主管領導型態愈偏向體恤式或結構式,其個人創新愈佳,但是以結構式領導型態影響力較大;組織創新環境愈佳,其個人創新愈佳;在三因素中以組織創新環境因素對個人創新的影響力最大。
2.在三因素的二元交互效果方面,當員工認知到主管領導型態愈偏向體恤式或結構式時,創造力人格愈明顯的員工,其個人創意產生表現愈佳;當員工知覺到愈佳的組織創新環境時,創造力人格的内在原創力愈佳的員工,其個人創新愈佳;當員工認知到主管領導型態愈偏向體恤式或結構式時,對組織創新環境的團隊支持知覺愈強的員工,其個人創意產生表現愈佳。
3.在三因素的三元交互效果方面,在不同的組織創新環境下無論採用體恤式或結構式領導型態,其與員工的内在原創力的交互效果越大,則越能提升個人創新表現;可見對内在原創力而言,組織創新環境的影響力大於主管領導型態。在不同的組織創新環境下,高結構式領導與工作順從性的交互效果對創意執行呈正向關係,然而在高組織創新環境下,低結構式主管領導型態與工作順從性的交互效果越大反而降低員工的創意執行表現。
This study examines the independent contributions and the joint contributions of the Creative Personality, the Supervisor Leadership Style and the Organizational Innovation Climate to Individual Innovation from staff's view.
The purpose of this study is to provide the human resources management department of enterprise to take into consideration of the factors of individual and organizational context simultaneously to staff's Individual Innovation.
531 staffs sample of different industrial workplace in Taiwan were surveyed; t test, one-way ANOVA, correlation analysis, regression analysis and hierarchical regression analysis were used to explore all objectives; and finally the following conclusions were obtained:
1. In the main effect of three factors, there were significant difference for each three factors to Individual Innovation , that is as the Creative Personality of staff is more apparent, the staff's Individual Innovation is better; the Supervisor Leadership Style is either more consideration or more initiating structure oriented, the staff's Individual Innovation is better; but the contribution of initiating structure oriented is bigger than consideration oriented to the staffs Individual Innovation; as Organizational Innovation Climate is better, the staff's Individual Innovation is better; the contribution of Organizational Innovation Climate to the staff's Individual Innovation is the biggest one among these three factors.
2. In the dual interactive effect of the three factors, when the staffs recognize the Supervisor Leadership Style is either more consideration or more initiating structure oriented, and the Creative Personality of staff is more apparent, then the staff's Individual Innovation is better; when the better Organizational Innovation Climate were conscious by staffs, and the better intrinsic original creativity of Creative Personality , then the staff's Individual Innovation is better; when the staffs recognize the Supervisor Leadership Style is either more consideration or more initiating structure oriented , the better team support of Organizational Innovation Climate were conscious by staffs, then the staff's Creativity Creation Performance (an aspect of Individual Innovation) is better.
3. In the three dimension interactive effects of the three factors aspects, under different Organizational Innovation Climate, regardless of the type of Supervisor Leadership Style, the interactive effect of Organizational Innovation Climate and the Intrinsic Original Creativity of staffs Creative Personality is bigger, then the staff's Individual Innovation is better; Obviously speaking of the Intrinsic Original Creativity, the contribution of Organizational Innovation Climate is bigger than the Supervisor Leadership Style to the Individual Innovation.
Under the different Organizational Innovation Climate, the interactive effect of higher Initiating Structure Leadership style and the Work Obeying of Creative Personality presents positive contribution to the Creativity Execution Performance (an aspect of Individual Innovation) ; however, under the high Organizational Innovation Climate, the interactive effect of lower Initiating Structure Leadership style and the Work Obeying of Creative Personality presents negative contribution to the Creativity Execution Performance.
經收集臺灣地區在不同產業工作的531個員工樣本,以t檢定、變異數分析、相關分析、迴歸分析與層級迴歸分析等方法統計分析後得到下面的結論:
1.在三因素的主效果方面,三因素對個人創新皆有影響,即創造力人格愈明飄,其個人創新愈佳;主管領導型態愈偏向體恤式或結構式,其個人創新愈佳,但是以結構式領導型態影響力較大;組織創新環境愈佳,其個人創新愈佳;在三因素中以組織創新環境因素對個人創新的影響力最大。
2.在三因素的二元交互效果方面,當員工認知到主管領導型態愈偏向體恤式或結構式時,創造力人格愈明顯的員工,其個人創意產生表現愈佳;當員工知覺到愈佳的組織創新環境時,創造力人格的内在原創力愈佳的員工,其個人創新愈佳;當員工認知到主管領導型態愈偏向體恤式或結構式時,對組織創新環境的團隊支持知覺愈強的員工,其個人創意產生表現愈佳。
3.在三因素的三元交互效果方面,在不同的組織創新環境下無論採用體恤式或結構式領導型態,其與員工的内在原創力的交互效果越大,則越能提升個人創新表現;可見對内在原創力而言,組織創新環境的影響力大於主管領導型態。在不同的組織創新環境下,高結構式領導與工作順從性的交互效果對創意執行呈正向關係,然而在高組織創新環境下,低結構式主管領導型態與工作順從性的交互效果越大反而降低員工的創意執行表現。
This study examines the independent contributions and the joint contributions of the Creative Personality, the Supervisor Leadership Style and the Organizational Innovation Climate to Individual Innovation from staff's view.
The purpose of this study is to provide the human resources management department of enterprise to take into consideration of the factors of individual and organizational context simultaneously to staff's Individual Innovation.
531 staffs sample of different industrial workplace in Taiwan were surveyed; t test, one-way ANOVA, correlation analysis, regression analysis and hierarchical regression analysis were used to explore all objectives; and finally the following conclusions were obtained:
1. In the main effect of three factors, there were significant difference for each three factors to Individual Innovation , that is as the Creative Personality of staff is more apparent, the staff's Individual Innovation is better; the Supervisor Leadership Style is either more consideration or more initiating structure oriented, the staff's Individual Innovation is better; but the contribution of initiating structure oriented is bigger than consideration oriented to the staffs Individual Innovation; as Organizational Innovation Climate is better, the staff's Individual Innovation is better; the contribution of Organizational Innovation Climate to the staff's Individual Innovation is the biggest one among these three factors.
2. In the dual interactive effect of the three factors, when the staffs recognize the Supervisor Leadership Style is either more consideration or more initiating structure oriented, and the Creative Personality of staff is more apparent, then the staff's Individual Innovation is better; when the better Organizational Innovation Climate were conscious by staffs, and the better intrinsic original creativity of Creative Personality , then the staff's Individual Innovation is better; when the staffs recognize the Supervisor Leadership Style is either more consideration or more initiating structure oriented , the better team support of Organizational Innovation Climate were conscious by staffs, then the staff's Creativity Creation Performance (an aspect of Individual Innovation) is better.
3. In the three dimension interactive effects of the three factors aspects, under different Organizational Innovation Climate, regardless of the type of Supervisor Leadership Style, the interactive effect of Organizational Innovation Climate and the Intrinsic Original Creativity of staffs Creative Personality is bigger, then the staff's Individual Innovation is better; Obviously speaking of the Intrinsic Original Creativity, the contribution of Organizational Innovation Climate is bigger than the Supervisor Leadership Style to the Individual Innovation.
Under the different Organizational Innovation Climate, the interactive effect of higher Initiating Structure Leadership style and the Work Obeying of Creative Personality presents positive contribution to the Creativity Execution Performance (an aspect of Individual Innovation) ; however, under the high Organizational Innovation Climate, the interactive effect of lower Initiating Structure Leadership style and the Work Obeying of Creative Personality presents negative contribution to the Creativity Execution Performance.
引文
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