激勵員工創新行為：組織創新氛圍跨層次分析與創新效能感之中介效果

Motivating Employee Innovative Behavior: A crosslevel analysis of organizational innovation climate and the mediating effect of creative self-efficacy

成員在工作中的創意發想和創意實踐，是組織創新的起點。而當前組織創新與創造力研究，以探討員工創意發想的影響因素為主，有關創意實踐影響因素的研究較少，也缺乏跨層次的分析。本研究以19家企業的1454位員工為對象，採跨層次分析，探討組織創新氛圍、創新效能感和員工創新行為的關係。分析發現，組織創新氛圍對員工創新效能感和創新行為有正向影響，且創新效能感在組織創新氛圍及員工創新行為之間，扮演完全中介的角色。當組織創新氛圍越高，或員工的創新效能感越高時，均會激發成員創新行為；更重要的是，創新氛圍對成員創新行為的促進效果，須經由員工創新效能感才能產生作用。因此要促進成員創新行為，須採雙管齊下的作法：營造創新氛圍，慎選員工，並善用在職訓練與工作歷練，以增其創新效能感。 Organizational innovation begins from ideas generation and ideas implementation of employees. The current study of organizational innovation focuses on the antecedents which can influence on individual creativity, but seldom further investigate what factors impact ideas implementation. The present study proposes that organizational innovation climate leads employees have high motivation and innovative behavior in innovation process, in the meantime, the creative self-efficacy has the same influence on employee innovative behavior. The present study collects 1,454 employees data from 19 organizations in Taiwan, and takes a multilevel perspective to explore the relationships between organizational innovation climate, employee creative self-efficacy, and employee innovative behavior. Results of crosslevel mediation analysis indicate that organizational innovation climate has direct effects both on employee creative behavior and creative efficacy. Furthermore, creative efficacy fully mediates the relationship between organizational innovation climate and employee creative behavior. Based on the findings, management should adopt both ways to promote employee innovative behavior: one is building a supportive organizational innovation climate, another one is selecting potential applicants who have high creative self-efficacy, and planning a training procedure or program to enhance incumbents the sense of creative self-efficacy.