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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 鄭伯壎(Bor-Shiuan Cheng) | |
dc.contributor.author | Yi-Chieh Chiang | en |
dc.contributor.author | 江亦婕 | zh_TW |
dc.date.accessioned | 2021-05-19T17:40:47Z | - |
dc.date.available | 2022-08-05 | |
dc.date.available | 2021-05-19T17:40:47Z | - |
dc.date.copyright | 2019-08-05 | |
dc.date.issued | 2019 | |
dc.date.submitted | 2019-07-30 | |
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dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/7268 | - |
dc.description.abstract | 如何促進員工創造性績效為現代企業重視的議題,過往研究指出心理安全感可以促進員工創造性績效,但對於知識交流在其中扮演的角色卻關注不足。由於新的想法需要跨領域的知識投入與結合,知識交流應在其中扮演重要關鍵角色,因此本研究嘗試以此觀點解釋:心理安全感影響員工創造性績效將透過知識交流中介,促進員工知識分享相關行為,提高員工在組織內與他人交換知識的機率,進而促進創造性績效。同時本研究援引社會交換理論說明中間「交換」過程,以彰顯知識交流中的交換關係對於員工創造性績效的必要性,最後,知識分享與知識獲取將序列性中介心裡安全感與創造性績效兩者間的關係。本研究收集了台灣17家中小企業的樣本,共190對主管-部屬的對偶樣本,並使用階層迴歸線性模式進行分析,結果顯示:心理安全感與創造性績效有正向關係,並透過知識分享與知識獲取兩者中介。最後,個別討論本研究結果的理論貢獻、管理意涵、研究限制,以及未來研究方向。 | zh_TW |
dc.description.abstract | There are several ways to promote employee creative performance. Previous researches have shown that psychological safety encourages employee’s creative performance, and indicated that psychological safety can boost behaviors that relate to the sharing of employee knowledge, thus ultimately promotes creativity, but these researches did not put a lot of emphasis on the knowledge exchange process. Since effective communication and knowledge exchange can lead to innovative products and thoughts, more dedication is needed in this area. This study aims to better explain the relationship between psychological safety and employee’s creative performance. More importantly, it aims to confirm the resulting positive effects like knowledge sharing and acquisition. In addition, this study not only leverages the social exchange theory to explain the 'exchange' process, but it also highlights the importance of serial intermediating process, knowledge sharing, and knowledge acquisition. For this study, data was collected using 190 dyad samples from 17 enterprises in Taiwan and the hierarchical regression linear model was used. The result confirms that psychological safety and employee’s creative performance have a positive relationship that is promoted through the knowledge exchange process. The implications of the research findings, contributions, limitations, future direction, and other details are discussed in the last part of this study. | en |
dc.description.provenance | Made available in DSpace on 2021-05-19T17:40:47Z (GMT). No. of bitstreams: 1 ntu-108-R04227122-1.pdf: 1246924 bytes, checksum: 9499239eef46232376d9b81cd2bea112 (MD5) Previous issue date: 2019 | en |
dc.description.tableofcontents | 中文摘要 i
英文摘要 ii 目次 iii 表圖目次 v 第一章 緒論 01 第二章 文獻回顧 06 第一節 創造性績效 06 第二節 心理安全感與創造性績效之關係 15 第三節 心理安全感與創造性績效之關係:知識交流觀點 17 第四節 研究架構 24 第三章 研究方法 26 第一節 樣本組成 26 第二節 研究工具 28 第三節 施測程序 31 第四節 資料分析 32 第四章 研究結果 35 第一節 測量模式比較 35 第二節 變項相關表 37 第三節 階層線性模式:假設驗證 39 第四節 序列性中介模型驗證 41 第五章 討論與建議 42 第一節 結果討論 42 第二節 理論貢獻 43 第三節 實務貢獻 44 第四節 研究限制 46 第五節 未來研究方向 48 第六節 結論 50 參考文獻 52 附錄 69 附錄一 部屬問卷 69 附錄二 主管問卷 72 | |
dc.language.iso | zh-TW | |
dc.title | 心理安全感與員工創造性績效:知識交流的中介角色 | zh_TW |
dc.title | Psychological Safety and Employee’s Creative Performance:The Mediating Role of Knowledge Sharing and Acquisition | en |
dc.type | Thesis | |
dc.date.schoolyear | 107-2 | |
dc.description.degree | 碩士 | |
dc.contributor.coadvisor | 吳宗祐(Tsung-Yu Wu) | |
dc.contributor.oralexamcommittee | 簡忠仁(Chung-Jen Chien),黃敏萍(Min-Ping Huang) | |
dc.subject.keyword | 創造性績效,知識分享,知識獲取,心理安全感, | zh_TW |
dc.subject.keyword | Creative Performance,Psychological Safety,Knowledge Sharing,Knowledge Acquisition, | en |
dc.relation.page | 72 | |
dc.identifier.doi | 10.6342/NTU201902213 | |
dc.rights.note | 同意授權(全球公開) | |
dc.date.accepted | 2019-07-31 | |
dc.contributor.author-college | 理學院 | zh_TW |
dc.contributor.author-dept | 心理學研究所 | zh_TW |
顯示於系所單位: | 心理學系 |
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