員工心理安全與團隊氛圍對於團隊創新之影響

Abstract

在競爭激烈的市場環境中，「創新」儼然成為企業提升利潤和市占率的關鍵，如何打造一個讓員工積極共享知識、進而激發創新的團隊空間，是管理者在推動組織內創新行為的關鍵。為了對團隊創新的文獻做出貢獻，本研究深入探討獎勵機制對團隊創新的影響力，並加入員工心理安全與團隊氛圍等內隱的情感因素作為調節變數。本研究以國內服務業作為問卷主要發放的產業，收集 21 間公司、共 153 份有效問卷樣本。經階層迴歸分析發現：(1) 個人獎勵機制與團隊創新呈顯著正向關係；(2) 員工心理安全與團隊氛圍各自對於團隊創新的正向關係均不顯著；(3) 進一步釐清情感變數之調節效果型態發現，在員工心理安全程度高或團隊氛圍佳的情境下，會強化個人獎勵機制與團隊創新的正向關係，反之則轉變為微弱的負向關係；(4) 最後，額外分析發現，當員工心理安全和團隊氛圍兩個情感變數同時存在時，將會稀釋原本彼此對於個人獎勵機制和團隊創新關係之調節效果。本研究依據上述結果提出理論貢獻，亦針對管理意涵加以討論之。

Team innovation is one of the major focus of research in the organization sciences. This study sought to examine the relationships between both external (individual reward system) and internal (employee psychological safety and team climate) motivations with innovation behaviors of intrateam employees. Data were collected from 21 companies across different sectors. Results of the 153 valid questionnaire samples show that, as predicted, individual reward system was positively associated with team innovation. However, only negligible effects were observed for the relationship between employee psychological safety and team innovation, as were the relationship between team climate and team innovation. Complicated effects were also observed for the mediation between internal motivations (employee psychological safety and team climate) and the relationship of individual reward system and team innovation. The mediation of employee psychological safety and that of team climate were observed to dilute each other when they co-exist in the relationship between individual reward system and team innovation. Managerial and theoretical implications of results are discussed, as are the study’s limitations.