高績效人力資源實務、知覺社會支持、組織承諾與個人創新行為關係之研究－－以社會交換理論觀點

An Empirical Study of the Relationships between High Performance Human Resource Practices, Perceived Social Support, Organizational Commitment and Innovative Behavior-A Social Exchange Theory Perspective

因面臨市場全球化、高度複雜及變動的環境，台灣產業必須強化企業本身的彈性與差異化，以追求競爭優勢。隨著產業環境的變化，企業創新將是決定企業競爭力的關鍵因素。而企業創新乃由個人創新行為所堆砌而成，且個人創新行為也與組織制度息息相關。因此，本研究根據社會交換理論，探討影響個人創新行為的前因。本研究共發放702份問卷，回收276份有效問卷。採結構方程模式與巢狀分析，驗證理論模型發現，員工「知覺社會支持」與「組織承諾」會中介影響「高績效人力資源實務」與「個人創新行為」間的關係。本研究結果可提供社會交換理論、高績效人力資源實務與個人創新行為關係之相關知識。建議企業在施行人力資源實務的策略上，應給予員工適當的創新氛圍與支持，使員工能自主性激發其創新行為。

Nowadays, enterprises face the global, competitive, complex and highly changeable environment. Taiwanese companies need to pursuit the competitive advantage by reinforcing the innovation, flexibility and differentiation. With the changing external environment, corporate innovation is key determinate factor for competitiveness. Furthermore, individual innovative behaviors can accumulate for corporate innovation, and individual innovative behaviors are highly related to organizational systems. Based on social exchange theory, the purpose of this study is to explore the antecedents of individual innovative behavior. Among the total 702 surveys, 276 questionnaires were valid. We used structural equation modeling and nested-model analysis to analyze and verify the collected samples. Results show that perceived social support and organizational commitment have mediating effects on the relationship between High Performance Human Resource Practices (HPHRP) and individual innovative behavior. The results contribute to knowledge on the social exchange theory and the relationship between HPHRP and individual innovative behavior. Enterprises should give employees innovative climate and support in the implementation of human resource practices, and it will stimulate employees' innovative behavior.