The relationship among organizational culture, employee well-being and organizational innovation with employee well-being intermediary effect

• Main Authors: Chih-wei Hsu, 許智威
• Other Authors: Chi-ping Hou
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/36417684255280311799

碩士 === 世新大學 === 企業管理研究所(含碩專班) === 99 === Organizational innovation capability is an important factor for the organization competition. It has been attention recently. However, organizational innovation ability will be different because of the organizational member value and its motivation; those will be affected by management style, organizational systems and other important environmental factors. It shows that innovation is related to organizational culture. The innovation of organizational members can enhance through increased learning ability to share and learn knowledge (Nonaka and Takeuchi, 1995). It shows the importance of organizational learning culture. The individual increases innovation capability to obtain happiness (Ryff, 1989). Therefore, the organizational culture will impact the employee well-being. As the innovation capacity will affect the organization stake, this study will explore the relationship among the organizational culture, innovation and employee happiness. Moreover, this study will explore the organizational culture through the employee well-being to affect the organization innovation. This study uses four dimensions (organizational culture, employee well-being, innovation’s capability and employee creativity) to design a questionnaire. The main sample is Taiwan enterprise's employees. This study adopts multiple regression analysis and Structurl Equation Model analysis to examine the questions. The results are as follows: 1. Organizational culture is significant positive related to employee well-being. The organizational climate affect the employee well-being is not fully supported. The organizational learning is partially impact on employee well-being. 2. Employee well-being is significant positive associated with the organization innovation capability. The employee emotional well-being has partially impact on organizational innovation capability. The employee psychological well-being which affects the organizational innovation capability is not fully supported. Also, the employee social well-being affect the organizational innovation capability is not fully supported. 3. The organizational culture is significant positive related to the organization innovation capability. The organizational climate which affects the organization innovation capability is not fully supported. The organizational learning is linked with organization innovation capability. 4. To do a intermediary effect analysis on employee well-being, the result shows an indirect path way (organizational culture → employee happiness → Organization innovation capability). Therefore, the employee well-being has an indirect effect to affect on organizational innovation capacity from the organizational culture. 5. Finally, we use Independent-Samples T-Test and One-Way ANOVA analysis, and get some results: (1) The different employee creativity has significant difference in innovative behavior, emotional well-being, psychological well-being and social well-being. (2) The different gender of employees has significant difference in the technical innovation and innovative Behavior. The different age of employees has significant difference in the organizational innovation capability and social well-being. In different seniority of the employees, the technical innovation and innovative Behavior is different. The male employees are better innovation management and innovative behavior than the female employees. The older age of employees have more innovation skill. The employees under 41-50 ages have maximum social well-being.