員工成就目標導向與創新行為之關係研究：主管導向自尊調節作用與人力資本中介效果

• Main Author: 李淳熙
• Other Authors: 王智弘
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/97610360713722231118

碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 98 === IN a knowledge Economy era, the additional value of intangible asset surmount the tangible asset. Innovation is the important factor for the enterprise ever-lasting development, while staff's innovation behavior is the key factor that leads to organization's success. In the past , studies confirmed individual study achievement goal orientation direct individual’s behavior. The Human Capital is the aggregation of an individual’s ability. The workplace atmosphere is able to affect staff's work efficiency. Therefore, this study examined the relationship among goal orientation, human capital, innovation behavior, and the moderating effect of supervisor-based self-esteem between goal orientation and human capital；the mediating effect of human capital between goal orientation and innovation behavior. The study recruited participants using striatfied sampling from human resource departments of enterprise that appeared on ballot surveying benchmarking enterprise by the Common Wealth magazine. We use staff-manager pair partipants to fill in the study instruments to diminish CMV effects. Lisrel 8.7 statistical software was employed to construct structure equation model to test study hypothesis. The findings confirmed that,(1)mastery goal orientation has positive relationship with innovation; (2) mastery goal orientation has positive relationship with human capital; (3)human capital mediated the positive relationships between mastery goal orientation and innovation; (4) supervisor-based self-esteem moderated the positive relationships between mastery goal orientation and human capital that positively affect innovation. According to the above findings, this study proposed following three management implications: (1) supervisors should face up emotion contagion to oneself directly, show the staff support encourages instead of penalty; (2) instead of speculate in investing key person, enterprise competitive advantage lies in the investment talented person; (3) enterprise continues forever to living lies in innovating continually. The organization could promotes efficiency and core ability via urging the staff to innovate to adapt internal and external environment variation.