A Study of The Relationship between Organizational Innovation Climate and Research Performance for Traditional Chinese Medical Attending Physicians

• Main Authors: TSAI.HUI.LAN, 蔡惠蘭
• Other Authors: Hsu-Min Tseng
• Format: Others
• Language: zh-TW
• Published: 2006
• Online Access: http://ndltd.ncl.edu.tw/handle/82790702205230887383

碩士 === 長庚大學 === 醫務管理學研究所 === 94 === In facing the environment of globalization, high technology, and knowledge-based economy, organizational innovation is the utmost characteristic for maintaining competitiveness. In the kernel of organizational innovation, organizational creativeness plays a key role. Therefore, understanding the formation of organizational creativeness and its influence on organizational innovation is an important issue. The objective of this study is to investigate the correlation between organizational innovation climate and organizational innovation research among traditional Chinese medical attending physicians. We conducted this study on organizational creativeness environment among different branches of Center for Traditional Chinese Medicine, Chang Gung Memorial Hospital in February 2006. A total of 43 attending physicians were enrolled in the study. Results: 1. Analysis of the correlation between organizational innovation climate among Chinese medical physicians and their research performance revealed some significant correlations in the following aspects. (1)Research achievements: Among the organizational innovation climate with aspects of supports from working team (r=0.32, p<0.05) and challenging jobs (r=0.387, p<0.05) correlated most with research achievements. (2)Numbers of Research Projects: The number of research projects positively correlated with the supports from working team (r=0.315, p<0.05). (3)Funding of research projects: The funding amounts positively correlated with the incentive from organization (r=0.376, p<0.05), supports from working team (r=0.454, p<0.05) and negatively with the barriers from organization (r=-0.337, p<0.05). 2. Comparisons of the research achievements between Chinese medical physicians at different branches demonstrated the following results. (1) There was a significant difference of obtaining enough research resources between the main branch and the southern branches (z=-2.39, p<0.05), which is compatible with the study results of the factors inhibiting creativeness and innovation. Inadequate accesses to research resources stood for 12.5% of the factors hindering creativeness and innovation at the southern branches. (2) In comparison with other branches, researchers at the main branch had significantly perceived more about the support from working team (z=-2.85, p<0.01), bringing talent into full play (z=-2.22, p<0.05), adequate back-up resources (z=-3.34, p<0.01), confronting with challenging jobs (z=-2.38, p<0.05), productivities (z=-2.41, p<0.05) and research achievements (z=-3.49, p<0.001). Branches other than the main branch recognized the management from administrative supervisors (33.33%) and inadequate obtaining of research resources (11.11%) as the main factors hinder their innovation and creativeness in the working environments. The implication of this study suggests that organizational creativity climate is important for organizational competencies for innovation. Managers should focus upon the strategies to improve organizational creativity while removing problematic factors which obstruct innovative climate.