營造支持性氛圍就能促進員工創新嗎？

Abstract

員工不論其職務，都處在不同的組織脈絡之下，其行為表現受到組織氛圍與個人因素影響。從組織的角度來看，支持性氛圍（supportive organizational climate, SOC）是影響工作表現的重要變項之一；從個人的角度來看，則是心理資本（psychologicalcapital, PsyCap）扮演了重要的角色。本研究基於「人在組織中」的情境脈絡，探討支持性氛圍及心理資本對於創新行為之影響機制。研究樣本來自18家企業共1647人，包含金融業、科技業與製造業等不同產業之各職務人員，在多層次模式的架構下進行假設驗證。研究結果指出，心理資本在支持性氛圍對創新行為的影響中扮演完全中介的角色。因此，組織內的支持性氛圍必須透過員工的心理資本才能對創新行為與工作滿意產生影響。本研究在中介效果的發現，指出員工的心理資本是解釋創新行為有效變項，而其中環境因素與個人因素的交互作用值得組織行為領域投入更多的研究。

Employees all live in the context of organization, their performance affected by organizational climate and individual factor. In the view of organization and individual, supportive organizational climate (SOC) and psychological capital (PsyCap) predict employee performance well. This study, based on organizational context, explores how SOC and PsyCap affect employee creativity. Data are collected from 1647 employees at 18 enterprises, including financial, technology, manufacturing industries etc., and analyzed by multilevel model (MLM). The study`s major hypothesis that PsyCap meditates the relationship between SOC and employee` creativity was supported. The implications of these findings conclude the article.