轉換型領導、工作動機與員工創新行為的關係

The Relationships among Transformational Leadership, Work Motivation and Employee Innovative Behavior

10.6147/JHRM.2006.0604.03

唐永泰(Yung-Tai Tang)

轉換型領導 ； 內在動機 ； 外在動機 ； 創新行為 ； transformational leadership ； intrinsic motivation ； extrinsic motivation ； innovative behavior

人力資源管理學報

6卷4期（2006 / 12 / 01）

47 - 66

繁體中文

本研究主旨在探討轉換型領導、工作動機與創新行為三者之關係。採用問卷調查方式蒐集資料，研究對象為企業從事於產品或服務之研發或技術的員工，共蒐集42家企業，有效問卷252份。研究結果顯示，轉換型領導對員工創新行為有顯著正向的影響，而且兩者之間的關係，會受到員工內在動機中介效果的影響。研究也發現員工外在動機對創新行為有顯著正向的影響，且外在動機更會對內在動機與創新行為之關係產生干擾效果，當外在動機與內在動機均高時，則可獲得最大創新行為表現。研究進一步發現，在低轉換型領導下，內在動機與外在動機的交互作用對創新行為有顯著的影響，但在高轉換型領導下，內在動機與外在動機的交互作用對創新行為則未具有顯著的影響。

The purpose of the study is to empirically investigate the relationship between transformational leadership, work motivation and employees' innovative behavior at work. In a survey of 252 employees of technicians, engineers and R&D members in Taiwan's firms, the results indicate that transformational leadership has a positively direct effect on employees' innovative behavior. In addition, the relationship between transformational leadership and innovative behavior are mediated by intrinsic motivation. The results also indicate that the extrinsic motivation has a positively direct effect on employees' innovative behavior; however, extrinsic motivation moderated the relationship between intrinsic motivation and innovative behavior. Finally, the effect of interaction of transformational leadership, extrinsic motivation and intrinsic motivation on employees' innovative behavior is also examined. The managerial implications of the finding are discussed.

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