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題名 員工感受的組織包容度與多元管理對創新氛圍與組織連結度的影響
The Impact of Perceived Organizational Inclusion and Diversity Management on Innovation Climate and Organizational Connectedness作者 張婕汝
Chang, Chieh-Ju貢獻者 別蓮蒂
張婕汝
Chang, Chieh-Ju關鍵詞 多元管理
包容領導
包容氛圍
組織創新氛圍
工作滿意度
組織歸屬感
留任意願
團隊反思能力
員工心理安全
Diversity Management
Inclusive Leadership
Inclusion Climate
Innovation Climate
Job Satisfaction
Organizational Commitment
Employee Retention
Team Reflexivity
Psychological Safety日期 2024 上傳時間 1-Jul-2024 12:23:31 (UTC+8) 摘要 多元共融（Diversity, Equity, Inclusion）是現代職場的重要議題，企業需致力於營造多元包容的工作環境，讓所有員工感受到歸屬感和被重視，這對組織的長期發展有積極影響。本研究主要探討組織中的多元管理和包容實踐（包括包容領導和包容氛圍）對整體創新氛圍、員工工作滿意度、組織歸屬感及留任意願的影響。此外，研究將團隊反思力作為影響組織創新氛圍的中介變項，員工心理安全作為影響員工組織連結度的中介變項，以驗證多元包容舉措在企業中的實踐效果。本研究以273位來自各行各業、職位在副總以下的員工作為樣本，探討其對各項多元包容實踐的感受。研究結果如下： 1. 多元包容實踐均能正向提升對支持創新的感知，其中包容領導和包容氛圍對感知尊重異議有正向影響，進而有效提升感知組織創新氛圍。 2. 多元包容實踐可顯著提升員工組織連結度。三項實踐皆能提高員工工作滿意度；多元管理和包容氛圍能有效增強組織忠誠度；包容氛圍對員工留任意願有正面影響。 3. 關於組織氛圍的影響，團隊反思能力在包容氛圍與感知支持創新之間具有中介效果；員工心理安全在包容實踐與感知尊重異議之間具有中介效果。 4. 關於員工組織連結度的影響，員工心理安全在包容實踐與員工工作滿意度之間具有中介效果。 5. 包容實踐首先透過提升感知尊重異議，進而影響團隊反思能力。
Diversity, Equity, and Inclusion (DEI) is a vital aspect of the contemporary workplace. It's essential for corporations to foster an inclusive environment, ensuring every employees feels valued and a sense of belonging, which positively impacts the organization's long-term growth. This research primarily examines how an organization’s diversity management and inclusive practices, including inclusive leadership and atmosphere, affect the overall innovation climate, employee satisfaction, sense of belonging within the organization, and their intention to stay. Furthermore, the study considers team reflexivity as a mediating variable in influencing the innovative climate, and employee psychological safety as a mediating variable in impacting the employees’ connection to the organization, validating the effectiveness of DEI measures. With a sample size of 273 employees, varying across industries and positions below vice president, their perception of DEI practices are explored. The study’s findings include: (1) DEI practices positively enhance the perception of innovation support, with inclusive leadership and climate positively impacting the respect for dissent, thereby effectively enhancing the perception of an innovative organizational climate. (2) DEI practices significantly enhance employees' connection to the organization. All three practices improve job satisfaction; diversity management and inclusive climate effectively enhance organizational commitment, and an inclusive climate positively impacts retention intention. (3) Team reflexivity mediates the relationship between an inclusive climate and perceived innovation support, and employee psychological safety mediates the relationship between inclusive practices and perceived respect for dissent. (4) Employee psychological safety mediates the relationship between inclusive practices and job satisfaction. (5) Inclusive practices initially enhance the perception of respecting dissent, subsequently influencing team reflexivity.參考文獻 Aghashahi, B., Davarpanah, A., Omar, R., & Sarli, M. (2013). The relationship between leadership style and organizational commitment: a survey in a Malaysian contact centre. Interdisciplinary Journal of Research in Business ISSN, 2046, 7141. Amabile, T. M. (1988). A model of creativity and innovation in organizations. Research in Organizational Behavior, 10(1), 123-167. Amabile, T. M., & Gryskiewicz, N. D. (1989). The creative environment scales: Work environment inventory. Creativity Research Journal, 2(4), 231-253. Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39(5), 1154-1184. Argote, L. (2012). Organizational Learning: Creating, Retaining and Transferring Knowledge. Boston, MA: Kluwer Academic. Ashforth, B. E., & Mael, F. (1989). 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國立政治大學
企業管理研究所(MBA學位學程)
111363011資料來源 http://thesis.lib.nccu.edu.tw/record/#G0111363011 資料類型 thesis dc.contributor.advisor 別蓮蒂 zh_TW dc.contributor.author (Authors) 張婕汝 zh_TW dc.contributor.author (Authors) Chang, Chieh-Ju en_US dc.creator (作者) 張婕汝 zh_TW dc.creator (作者) Chang, Chieh-Ju en_US dc.date (日期) 2024 en_US dc.date.accessioned 1-Jul-2024 12:23:31 (UTC+8) - dc.date.available 1-Jul-2024 12:23:31 (UTC+8) - dc.date.issued (上傳時間) 1-Jul-2024 12:23:31 (UTC+8) - dc.identifier (Other Identifiers) G0111363011 en_US dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/152008 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所(MBA學位學程) zh_TW dc.description (描述) 111363011 zh_TW dc.description.abstract (摘要) 多元共融（Diversity, Equity, Inclusion）是現代職場的重要議題，企業需致力於營造多元包容的工作環境，讓所有員工感受到歸屬感和被重視，這對組織的長期發展有積極影響。本研究主要探討組織中的多元管理和包容實踐（包括包容領導和包容氛圍）對整體創新氛圍、員工工作滿意度、組織歸屬感及留任意願的影響。此外，研究將團隊反思力作為影響組織創新氛圍的中介變項，員工心理安全作為影響員工組織連結度的中介變項，以驗證多元包容舉措在企業中的實踐效果。本研究以273位來自各行各業、職位在副總以下的員工作為樣本，探討其對各項多元包容實踐的感受。研究結果如下： 1. 多元包容實踐均能正向提升對支持創新的感知，其中包容領導和包容氛圍對感知尊重異議有正向影響，進而有效提升感知組織創新氛圍。 2. 多元包容實踐可顯著提升員工組織連結度。三項實踐皆能提高員工工作滿意度；多元管理和包容氛圍能有效增強組織忠誠度；包容氛圍對員工留任意願有正面影響。 3. 關於組織氛圍的影響，團隊反思能力在包容氛圍與感知支持創新之間具有中介效果；員工心理安全在包容實踐與感知尊重異議之間具有中介效果。 4. 關於員工組織連結度的影響，員工心理安全在包容實踐與員工工作滿意度之間具有中介效果。 5. 包容實踐首先透過提升感知尊重異議，進而影響團隊反思能力。 zh_TW dc.description.abstract (摘要) Diversity, Equity, and Inclusion (DEI) is a vital aspect of the contemporary workplace. It's essential for corporations to foster an inclusive environment, ensuring every employees feels valued and a sense of belonging, which positively impacts the organization's long-term growth. This research primarily examines how an organization’s diversity management and inclusive practices, including inclusive leadership and atmosphere, affect the overall innovation climate, employee satisfaction, sense of belonging within the organization, and their intention to stay. Furthermore, the study considers team reflexivity as a mediating variable in influencing the innovative climate, and employee psychological safety as a mediating variable in impacting the employees’ connection to the organization, validating the effectiveness of DEI measures. With a sample size of 273 employees, varying across industries and positions below vice president, their perception of DEI practices are explored. The study’s findings include: (1) DEI practices positively enhance the perception of innovation support, with inclusive leadership and climate positively impacting the respect for dissent, thereby effectively enhancing the perception of an innovative organizational climate. (2) DEI practices significantly enhance employees' connection to the organization. All three practices improve job satisfaction; diversity management and inclusive climate effectively enhance organizational commitment, and an inclusive climate positively impacts retention intention. (3) Team reflexivity mediates the relationship between an inclusive climate and perceived innovation support, and employee psychological safety mediates the relationship between inclusive practices and perceived respect for dissent. (4) Employee psychological safety mediates the relationship between inclusive practices and job satisfaction. (5) Inclusive practices initially enhance the perception of respecting dissent, subsequently influencing team reflexivity. en_US dc.description.tableofcontents 摘要 i Abstract ii 目錄 iii 表目錄 v 圖目錄 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 4 第三節 研究流程 6 第二章 文獻探討 8 第一節 組織的挑戰與解決：多元性及多元性管理 8 第二節 包容性的價值與意義 10 第三節 多元包容與感知組織創新氛圍 13 第四節 團隊反思能力對感知組織創新氛圍中介效果之影響 16 第五節 多元包容與員工對組織連結度 17 第六節 員工心理安全對員工對組織連結度中介效果之影響 21 第三章 研究方法 23 第一節 研究架構 23 第二節 研究流程及問卷設計 25 第三節 變數衡量 27 第四章 研究結果 36 第一節 樣本描述 36 第二節 變數信效度檢定 41 第三節 描述性統計與相關性分析 46 第四節 多元包容對感知組織創新氛圍假設驗證 50 第五節 多元包容對員工對組織連結度假設驗證 54 第六節 實證結果彙整 60 第五章 進階分析 62 第一節 分析一：以心理安全為中介變數 62 第二節 分析二：以尊重異議為中介變數 64 第三節 總研究結果架構 66 第六章 結論 67 第一節 研究結果與討論 67 第二節 實務建議 72 第三節 研究限制及建議 74 參考文獻 75 附件一、實體問卷 83 zh_TW dc.format.extent 3214882 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0111363011 en_US dc.subject (關鍵詞) 多元管理 zh_TW dc.subject (關鍵詞) 包容領導 zh_TW dc.subject (關鍵詞) 包容氛圍 zh_TW dc.subject (關鍵詞) 組織創新氛圍 zh_TW dc.subject (關鍵詞) 工作滿意度 zh_TW dc.subject (關鍵詞) 組織歸屬感 zh_TW dc.subject (關鍵詞) 留任意願 zh_TW dc.subject (關鍵詞) 團隊反思能力 zh_TW dc.subject (關鍵詞) 員工心理安全 zh_TW dc.subject (關鍵詞) Diversity Management en_US dc.subject (關鍵詞) Inclusive Leadership en_US dc.subject (關鍵詞) Inclusion Climate en_US dc.subject (關鍵詞) Innovation Climate en_US dc.subject (關鍵詞) Job Satisfaction en_US dc.subject (關鍵詞) Organizational Commitment en_US dc.subject (關鍵詞) Employee Retention en_US dc.subject (關鍵詞) Team Reflexivity en_US dc.subject (關鍵詞) Psychological Safety en_US dc.title (題名) 員工感受的組織包容度與多元管理對創新氛圍與組織連結度的影響 zh_TW dc.title (題名) The Impact of Perceived Organizational Inclusion and Diversity Management on Innovation Climate and Organizational Connectedness en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) Aghashahi, B., Davarpanah, A., Omar, R., & Sarli, M. 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