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博碩士論文 etd-0521104-013317 詳細資訊
Title page for etd-0521104-013317
論文名稱
Title
組織創新氣候知覺、個人創新行為、自我效能知覺與問題解決型態關係之研究 ─ 以銀行業為研究對象
The Study of Relationships among the Perception of Organizational Innovative Climate, Individual Innovative Behavior, Perceived Self-Efficacy, and Problem Solving Style ─ An Empirical Study of Banking Industry.
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
109
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
2004-04-29
繳交日期
Date of Submission
2004-05-21
關鍵字
Keywords
問題解決型態、自我效能知覺、個人創新行為、銀行業、組織創新氣候知覺
perceived self-efficacy, banking industry, problem solving style, organizational innovative climate, individual innovative behavior
統計
Statistics
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中文摘要
論文名稱:組織創新氣候知覺、個人創新行為、自我效能知覺
與問題解決型態關係之研究 ─ 以銀行業為研究對象
研究生:黃致凱 (九十二學年度第二學期)
指導教授:趙必孝、黃良志 博士

摘要:
為因應競爭激烈之經營環境,國內多家金融機構於政府法令鬆綁及鼓勵之下,近年來紛紛合併成為金融控股公司,期望透過跨業銷售創造最大综效,而銀行業於其中乃扮演相當核心的角色。由於銀行業所銷售之金融商品其彼此模仿速度相當快,因此,創新能力對於各家銀行來說乃致勝之關鍵所在。經由文獻探討發現,國內關於組織創新氣候與個人創新行為之相關研究頗為缺乏,且與組織創新相關之研究多以科技業為例。因此,本研究首度嘗試以銀行業為研究對象,共發放815份問卷,並回收480份,主要探討組織創新氣候對於個人創新行為之影響,並以自我效能知覺與問題解決型態分別作為中介及干擾變項。

本研究首先透過因素及信度分析進行量表構面重整,並以變異數分析、複迴歸分析、層級迴歸分析等統計方法進行各項假設之驗證。研究結果發現:
一、「個人背景」不同於「組織創新氣候知覺」、「個人創新行為」、「自我效能知覺」、「問題解決型態」表現上部分具有顯著差異。
二、「組織支持」、「工作及環境自主性」對於「創新構想執行」有顯著正向的影響,而「組織支持」、「工作及環境自主性」、「團隊運作」對於「創新構想產生」亦有顯著正向的影響。
三、「直覺性問題解決型態」對於「創新構想產生」與「創新構想執行」皆有顯著正向的影響。
四、「系統性問題解決型態」對於「創新構想產生」與「創新構想執行」皆無顯著影響力。
五、「工作及環境自主性」對於「自我效能知覺」有顯著正向的影響。
六、「自我效能知覺」對於「創新構想產生」與「創新構想執行」皆有顯著正向的影響。
七、「工作及環境自主性」與「直覺性問題解決型態」之交互作用對於「創新構想產生」具顯著正向影響。
八、「工作及環境自主性」對於「創新構想產生」以及「創新構想執行」之影響,自我效能知覺具有中介效果。
Abstract
Abstract

To Cope with the aggressive competition and under the encouragement of the government, several domestic financial institutions have combined as financial holding companies in recent years. Through the function of cross selling, they expect the maximized synergy could be created; however, banking industry plays an important role here. Financial goods sold via banks could be easily imitated by others, thus, the capability of innovation is the key to victory. Past researches show lack of attention on the relationship between organizational innovative climate and individual innovative behavior, furthermore, most researches about organizational innovation were taking technology industry as examples. Thus, this research tries to proceed an empirical study of domestic banking industry and find out the effect of organizational innovative climate on individual innovative behavior. Besides, it comprehends the exploration of the mediating effect of the perceived self-efficacy and the moderating effect of problem solving styles.

After statistical analyses, the results are summarized as the following.
1. Different personal backgrounds perform differently in the perception of organizational innovative climate, individual innovative behavior, perceived self-efficacy, and problem solving style
2. Organizational support and the autonomy during work have positive effects on the implementation of innovative ideas. Organizational support, autonomy in work, and team work also have positive effects on the generation of innovative ideas.
3. Intuitive problem solving style has positive effect on individual innovative behavior.
4. Systematic problem solving style has no effect on individual innovative behavior.
5. The autonomy during work has positive effect on perceived self-efficacy.
6. Perceived self-efficacy has positive effect on individual innovative behavior.
7. The intuitive problem solving style has moderating effect among the relationship between the autonomy during work and the generation of innovative ideas.
8. Perceived self-efficacy has mediating effect among the relationship between the autonomy during work and individual innovative behavior.
目次 Table of Contents
目錄
頁次
第一章 緒論……………………………………………………………1
第一節 研究背景………………………………………………………1
第二節 研究動機………………………………………………………4
第三節 研究目的………………………………………………………7
第四節 研究流程………………………………………………………8
第二章 文獻探討………………………………………………………9
第一節 組織創新氣候…………………………………………………9
第二節 個人創新行為………………………………………………17
第三節 自我效能知覺………………………………………………21
第四節 問題解決型態………………………………………………25
第五節 組織創新氣候、個人創新行為、自我效能知覺以及
問題解決型態之相互關係…………………………………………29
第三章 研究方法……………………………………………………34
第一節 研究工具……………………………………………………34
第二節 研究對象與統計分析方法…………………………………37
第三節 量表構面重整與信度分析…………………………………42
第四節 研究變項之操作性定義……………………………………47
第五節 研究架構及假設……………………………………………48
第四章 研究結果分析與討論…………………………………………51
第一節 樣本結構特性分析…………………………………………51
第二節 研究變項之描述性統計分析………………………………52
第三節 個人背景不同於各研究變項之差異性分析………………54
第四節 組織創新氣候知覺、問題解決型態對個人創新行為
之影響性分析……………………………………………72
第五節 組織創新氣候知覺、自我效能知覺與個人創新行為
之影響性分析……………………………………………………74
第六節 自我效能之中介效果分析……………………………………76
第七節 問題解決型態之干擾效果分析………………………………79
第八節 假設驗證結果…………………………………………………81
第五章 結論與建議……………………………………………………84
第一節 結論…………………………………………………………84
第二節 實務建議……………………………………………………89
第三節 研究限制與後續研究建議…………………………………91
參考文獻………………………………………………………………93
附錄 研究問卷………………………………………………………98
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