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博碩士論文 etd-0710122-173012 詳細資訊
Title page for etd-0710122-173012
論文名稱
Title
團隊多元化與創新行為之研究:以轉換型領導、知覺組織支持及心理集體主義為干擾效果
The Study of Team Diversity and Innovation Behavior: Exploring the Moderating Effects of Transformational Leadership, Perceived Organizational Support, and Psychological Collectivism
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
100
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2022-07-22
繳交日期
Date of Submission
2022-08-10
關鍵字
Keywords
團隊多元化、知識分享、創新行為、轉換型領導、知覺組織支持、心理集體主義
team diversity, knowledge sharing, innovation behavior, transformational leadership, perceived organizational support, psychological collectivism
統計
Statistics
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中文摘要
在現今資訊傳播極快且技術持續發展的環境,企業需要不斷透過創新來不斷進步以維持競爭力,而這也被視為企業需要達成的首要目標。而要讓企業具備持續創新的能力,需要培養善於創新的人才,並透過組成多元化團隊的方式,再經由知識分享與腦力激盪,進而提升創新產生的可能。此外,企業可以從組成多元化的團隊,並選擇轉換型領導,且提供員工來自組織對創新行為的支持,來達到此目標。而本研究旨在探討多元化團隊與創新行為間的關係,以及可能造成影響的變數。首先透過半結構式訪談法訪談十位台灣中高階主管,並根據訪談與後續問卷分析結果中發現:1、團隊多元化對知識分享具有正向和顯著的影響;2、知識分享對創新行為具有正向和顯著的影響;3、團隊多元化對創新行為具有正向的影響;4、知識分享對團隊多元化與創新行為具有中介效果;5、轉換型領導特質越強,團隊多元化和知識分享之間的關係就越強;6、知覺組織支持會正向干擾知識分享和創新行為之間的關係;7、心理集體主義會負向干擾知識分享和創新行為之間的關係。最終本研究根據研究結果,提供企業達成目標的建議。從團隊組成、選擇領導及提供組織支持,並留意團隊成員心理集體主義的程度,來做出提升創新行為的策略與規劃。
Abstract
In today's environment of rapid information dissemination and continuous technological development, enterprises need to continuously improve through innovation to maintain competitiveness, and this is also regarded as the primary goal that enterprises need to achieve. In order to let enterprises, have the ability to continuously innovate, it is necessary to cultivate talents who are good at innovation, and through the way of forming a diverse team, and then through knowledge sharing and brainstorming, to enhance the possibility of innovation. Additionally, enterprises can achieve this goal by forming diverse teams, choosing transformational leaders, and providing employees with organizational support for innovative behaviors. The purpose of this study is to explore the relationship between diverse teams and innovative behavior, as well as the variables that may have an impact. First, ten middle and high-level executives in Taiwan were interviewed by semi-structured interview method, and according to the results of the interview and follow-up questionnaire analysis, it was found that: 1. Team diversity has a positive and significant impact on knowledge sharing; 2. Knowledge sharing has a positive and significant impact on innovation behavior; 3. Team diversity has a positive impact on innovation behavior; 4. Knowledge sharing has an intermediary effect to team diversity and innovation behavior.; 5. The stronger the transformational leadership traits, the stronger the relationship between team diversity and knowledge sharing; 6. Perceived organization support positively interfere with the relationship between knowledge sharing and innovation behavior; 7. Psychological collectivism will negatively interfere with the relationship between knowledge sharing and innovation behavior. Finally, this study provides suggestions for enterprises to achieve their goals based on the research results. From team composition, selecting leaders and providing organizational support, and paying attention to the degree of psychological collectivism of team members, and then make strategies and plan to improve innovative behavior.
目次 Table of Contents
論文審定書 i
中文摘要 ii
英文摘要 iii
圖次 vi
表次 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 1
第二章 文獻探討 3
第一節 團隊多元化 3
第二節 知識分享 4
第三節 創新行為 4
第四節 轉換型領導 5
第五節 知覺組織支持 6
第六節 心理集體主義 7
第七節 各構面關係探討 7
第三章 研究方法 13
第一節 研究架構與假設 13
第二節 變數衡量與操作型定義 15
第三節 量化研究樣本與研究流程 15
第四節 量化樣本基本描述 16
第四章 研究結果 18
第一節 變量基本描述 18
第二節 相關分析(相關矩陣) 21
第三節 信度分析 22
第四節 因素分析 22
第五節 結構方程模型 25
第六節 質性訪談摘要 35
第五章 結論與建議 39
參考文獻 41
附錄一 50
附錄二 53
附錄三 59
附錄四 64
附錄五 72
附錄六 79
附錄七 81
附錄八 83
附錄九 85
附錄十 88
附錄十一 90
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