The Employee Relationship of Organizational Culture、Job Satisfaction on Organizational Innovation - An Empirical Study of High Technology Industries in Taiwan

• Main Authors: Chen Sin-Sin, 陳欣欣
• Other Authors: Ceng Shen-Chao
• Format: Others
• Language: zh-TW
• Published: 2008
• Online Access: http://ndltd.ncl.edu.tw/handle/x7b745

碩士 === 長榮大學 === 高階管理碩士在職專班 === 96 === Take a comprehensive view of the industry in Taiwan today, we can say that the high-tech industries have become the mainstream industry. Lately, the government, enterprises and private institutions all promote organization development and change strongly. Also, they adjust organization structure appropriately, and hope to enhance effect of the high-tech industries. Among them, forming “organization culture” is the key point to the success or failure of innovation. Robbins (1994) pointed out that all business organizations have their own characteristics, which are their organization culture. If managers did not face formative direction and evolution of “organization culture”, they would not operate their enterprises well. In addition, in order to avoid forcing to face the different organizational values, managers should aware of the different schema between each level. At present, for the high-tech industries in Taiwan, the most important thing to do is to augment their core competences, and endeavor to promote the human resources change and apply strategy effectively. Withal, improving employees’ job satisfaction will be able to reduce the operating costs of enterprises, and it also reduces personnel turnover rate and strengthen the competitiveness of enterprises. More, employees will try the best to do the "innovation." In addition, according to Mayfield (2004), the leader has the important status to stimulate employees’ innovation. Therefore, this study is denominated in the effect of organizational culture and job satisfaction on organizational innovation as the theme. I believe the conclusion of this study will provide “Taiwan's high-tech industries” as a reference and can be a great help definitely. This study used a questionnaire survey, and collected data through high-tech industry employees to prove the hypothesis and make appropriate recommendations. The conclusions of this study are: (1) the higher formalization exists in the high-tech industries organization culture, the more organizational innovation capability improve, (2) leaders should develop the appropriate organizational culture in order to reduce organizational innovation barriers, (3) sustained innovation is the point of the enterprise success.