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博碩士論文 etd-0207107-113928 詳細資訊
Title page for etd-0207107-113928
論文名稱
Title
在控制系統與動機的影響之下探討組織道德氣候對組織創新之影響
Organizational Ethical Climate as Catalyst of Organizational Innovation: Under the influence of control system and motivationof control system and motivation
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
62
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
2007-01-23
繳交日期
Date of Submission
2007-02-07
關鍵字
Keywords
動機、控制系統、組織道德氣候、創新
organizational ethical climate, motivation, control system, Innovation
統計
Statistics
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The thesis/dissertation has been browsed 5788 times, has been downloaded 1809 times.
中文摘要
摘要

現今社會的企業發現道德與創新是不可或缺的企業競爭元素. 根據Bowman (1984), 大部分的負面企業形象是因白領犯罪所造成. 因此突顯了到的的重要性. 除了預防類似的罪行,企業也必須不斷的改良或產出對消費者有用的新產品已變企業可以在同行中生存.當企業在這樣艱難的狀況下尋求生路,卻少有人去探討道德與創新之間的關係.
因此這份研究主要是要探討道德與創新之間的關係.不過此研究顯示,組織道德與創新之間病媒有顯著線性關係.但是這研究以獎與創新有關之變數加已減少以方便未來研究者在此領域加以探討.
Abstract
Abstract

Nowadays, firms and corporate have came to realize that ethics is as important as innovation. As researches pointed that a great portion of business damage is done by white collar crimes (Bowman, 1984). Aside from preventing the happening of crime, firms must constantly come up with new ideas in order to provide useful products for their consumers in order to survive in a vicious and competitive market (Johne, 1999). Under the pressure of having to live up to two harsh demands, not many have dedicated to the research in explore the relation of ethics and innovation.
Therefore, the purpose of this research is to explore if there is any direct relationship between two among many recognize competitive advantages of present day firms. The result of this research demonstrated that there is no linear relation between organizational ethical climate and innovation. However, this research point out other variables that influence organizational ethical climate and further narrow down the possibilities of variables that might of have an influence on innovation.
目次 Table of Contents
Content

1. Introduction …………………………………………………………………….....1

2. Literature Review ……………………………………………………………..…4
2.1 Why is innovation and organizational ethical climate important for corporate? ……………………………………………………………………...4
2.2 Control System ……………………………………………………………....5
2.2.1 Managerial Practices…………………………………………….……9
2.2.2 Communication …………………………………………………..…10
2.2.3 Empowerment ………………………………………………………12
2.2.4 Motivation …………………………………………………………..15
2.3 Organizational Ethical Climate …………………………………………….14
2.4 Innovation …………………………………………………………………..18
2.5 Relationship between organizational ethical climate and innovation ……...20
2.6 Relationship between Variables …………………………………………….21

3. Methodology
3.1 Study Framework …………………………………………………………..26
3.2 Variable Definition and Measures ………………………………………….26
3.2.1 Control System ……………………………………………………...26
3.2.2 Motivation …………………………………………………………..27
3.2.3 Organizational Ethical Climate ……………………………………..28
3.2.4 Organizational Innovation …………………………………………..29
3.3 Pretest ………………………………………………………………………31
3.4 Data Analysis ……………………………………………………………….32
3.5 Sample ……………………………………………………………………...33

4. Results
4.1 Sample Demographic Statistics …………………………………………….36
4.2 Reliability Analysis ……………………………………………………….37
4.3 Factor Analysis ……………………………………………………………..38
4.4 Correlation Analysis ………………………………………………………..39
4.5 Regression ………………………………………………………………….41

5. Conclusion
5.1 Discussion ………………………………………………………………….43
5.2 Limitation …………………………………………………………………46
5.3 Suggestions for Future Studies ……………………………………………47

6. References ………………………………………………………………………...49

Appendix I …………………………………………………………………………51
Appendix II …………………………………………………………………………54
參考文獻 References
Reference

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Amabile, T.M. (1993), “Motivational synergy: toward new conceptualizations of intrinsic and extrinsic motivation in the workplace”, Human Resource Management Review, Vol. 3, No. 3, p.185-201

Amabile, T.M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996), “Assessing the work environment for creativity”, Academy of Management Journal, Vol. 39, No. 5, p. 1154-1184

Anderson, N.R., West, M.A., (1998), “Measuring climate for work group innovation: development and validation of the team climate inventory”, Journal of Organizational Behavior, Vol. 19, p. 235-258

Black, A., Burke, F., (1990), “Improving organizational productivity: add ethics”, Public Productivity & Management Review, Vol. 14, No. 2, p.121-133.

Bruce, W., (1994), “Ethical people are productive people”, Public Productivity & Management Review, Vol. 17, No. 3, p. 241-252.

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Cullen, J.B., Victor, B., (1988), “The organizational bases of ethical work climate”, Administrative Science Quarterly, Vol. 33, No. 1, p. 101-125

Cullen, J.B., Victor, B., (1993), “The ethical climate questionnaire: an assessment of its development and validity”, Psychological Reports, Vol. 73, p. 667-674.

Cullen, J.B., Victor B., Stepehns, C., (1989), “An Ethical Weather Report: assessing the organization’s ethical climate”, Organizational Dynamics, Vol. 18, p.50.

Cummings, L., (1965), “Organizational climates for creativity”, Academy of Management Journal, Vol. ,p.220-227.

Damanpour, F., (1991), “Organizational innovation: a meta-analysis of effects of determinants and moderators”, Academy of Management Journal, Vol. 34, No. 3, p. 555-590

Deci, E.L., Ryan, R.M., (2000), “Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being”, American Psychologist, Vol. 55, No. 1, p. 68-78.

Delbecq, A.L. & Mills, P.K., (1985), “Managerial Practices that enhance innovation”, Organizational Dynamics, p. 24-34.

Ekvall, G., (1996), “Organizational climate for creativity and innovation”, European Journal of Work and Organizational Psychology, Vol. 5, No. 1, p. 105-123.

Fidler, L.A., Johnson, J.D., (1984), “Communication and innovation implementation”, Academy of Management Review, Vol. 9, No. 4, p. 704-711

Guay, F., Vallerand, R.J., Blanchard, C., (2000), “On the assessment of situational intrinsic and extrinsic motivation: the situational motivation scale (SIMS)”, Motivation and Emotion, Vol. 24, No. 3, p.175-213

Hage, J.T., (1999), “Organizational innovation and organizational change”, Annual Review of Sociology, Vol. 25, p. 597-622.

Huddleston, M.W., Sands, J.C., (1995), “Enforcing Administrative Ethics”, Annals of the American Academy of Political and Social Science, Vol. 537, p.139-149.

Lansisalmi, H., Kivimaki, M., (1999), “Factors Associated with Innovative Climate: What is the role of stress?”, Stress Medicine, Vol. 15, p. 203-213.

Reeve, J., (1997), “Understanding Motivation and Emotion”, New York: Harcourt Brace College Publisher

Wiersma, U.J., (1992), “The effects of extrinsic rewards in intrinsic motivation: a meta-analysis”, Journal of Occupational and Organizational Psychology, Vol. 65, p. 101-114.
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