組織動態能力、組織創新氣候、預應人格特質與知識分享對創新行為影響之跨層次分析

Abstract

在面對全球跨國際、跨組織、跨團隊及跨專長等的競爭環境，知識的分享不僅是個人知識的分享與傳遞，更要能有跨領域的融合，從多方面的層次來找出促進知識分享的因素，過往的實徵研究幾乎皆採取單一層次的分析邏輯，大部份著重在個體層次的分析，而研究者應該正視不只有單一層次會影響組織成員的行為因素，應以跨層次的觀點來探討。 本研究採問卷調查法蒐集資料，以台灣上市的金融保險公司為研究對象，共計37家公司，透過電話逐一聯繫，洽詢有意願協助研究者為33家，每家公司以5~25份為主，實際回收為430份，其中有效問卷為403份，有效問卷率為93.72%。 研究結果發現：（1）組織動態能力對組織創新氣候、創新行為有正向影響。（2）組織創新氣候對創新行為有正向影響。（3）預應人格特質對知識分享、創新行為有正向影響。（4）知識分享對創新行為有正向影響。（5）預應人格特質對創新行為的關係，知識分享能發揮中介效果。（6）組織動態能力對創新行為的關係，組織創新氣候能發揮中介效果。（7）預應人格特質對創新行為之影響，組織動態能力能發揮調節效果。（8）知識分享對創新行為之影響，組織動態能力能發揮調節效果。

Facing the competitive environment with transnational, trans-organizational, trans-team and trans-specialty characteristics, knowledge sharing should aim at achieving trans-disciplinary integration and figuring out the factors promoting knowledge sharing at multiple levels instead of only focusing on sharing and transfer itself. The previous empirical studies mostly adopted single-level analysis and logic. Those studies were mainly carried out based on individual-level analysis. However, researchers should make discussions from a cross-level perspective surpassing the focus on the effect of single-level factors on members’behavior in an organization. Innovation is one of the elements determining the survival of an organization. In this study, a questionnaire survey was made to collect information. A total of 37 public financial and insurance companies in Taiwan were invited through phone calls to take part in the research. 33 companies agreed to assist the researcher in carrying out the study. 5 to 25 copies of the questionnaire were distributed to each of the 33 companies. 430 copies were collected in which 403 copies are valid with an effective response rate of 93.72%. These results of the study are followed: (1) Organizational dynamic capabilities have positive impact on organizational innovation climate and innovative behavior. (2) Organizational innovation climate has a positive impact on innovative behavior. (3) Proactive personality have positive impact on knowledge sharing and innovative behavior. (4) Knowledge sharing has a positive impact on innovative behavior. (5) Knowledge sharing mediate the impact of proactive personality on innovative behavior. (6) Organizational innovation climate mediate the impact of Organizational dynamic capabilities on innovative behavior. (7) Organizational dynamic capabilities moderate the impact of proactive personality on innovative behavior. (8) Organizational dynamic capabilities moderate the impact of knowledge sharing on innovative behavior.