組織創新、員工心理安全與組織績效關係之研究－以商業銀行為例

Organizational Innovation, Psychological Safety Perception, and Firm Performance: Commercial Banks in Taiwan as Example

10.29735/SJEB.200712.0001

汪美伶(Mei-Ling Wang)；李山田(Shan-Tien Lee)

組織創新 ； 心理安全 ； 組織績效 ； Organizational Innovation ； Psychological Safety Perception ； Firm Performance

東吳經濟商學學報

59期（2007 / 12 / 01）

1 - 27

繁體中文

為因應國內金融環境之變遷，金融機構紛紛投入大量資源進行一連串的創新改革措施，設計推出多元化的金融產品，提供顧客解決方案來提昇顧客價值。過往研究已驗證組織創新對組織績效之影響效果，但深入探討員工心理安全對於上述兩者關係之影響的研究並不多見。是故，本研究以國內22家商業銀行員工為研究對象，驗證組織創新、員工心理安全與組織績效三者之關係。本研究共蒐得556份有效問卷，以層級迴歸進行分析，研究結果發現，組織創新有助於改善組織市場績效；更重要的是，組織創新會因員工心理安全感的提昇，而增強組織績效的正面效益。故惟有鼓勵員工參與創新活動相關決策，營造安全的工作環境，並提昇員工的知能，方能達到組織創新之預期成效。

The banking industry in Taiwan has undergone dramatic changes for decades. Facingfierce competition, bankers are forced to provide new financial commodities and solutions tocustomers' problems so as to increase customers' value. Traditional innovation literature has proven the positive relationships between organizational innovation and firm performance; however, psychological safety perception has been, up to now, scarcely treated in studies on organizational innovation. Thus, this paper aims to clarify the critical role of psychological safety perception in promoting the effects of organizational innovation. This study of 556 employees in 22 commercial banks of Taiwan examines the relationships among organizational innovation, psychological safety perception, and firm performance. Results show that psychological safety perception was positively related to firm performance and moderated the relation between organizational innovation and firm performance. The findings point to the importance of employee participation, safe work environment, and investment in skill development during the process of organizational innovation.

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