組織創新與中醫主治醫師之研究表現

Organizational Innovation and Research Performance in Traditional Chinese Medical Attending Physicians

10.6320/FJM.2008.12(2).03

蔡惠蘭(Hui-Lan Tsai)；曾旭民(Hsu-Min Tseng)

創新 ； 組織創造力氣候 ； 研究績效 ； 中醫主治醫師 ； innovation ； organizational creativity climate ； research performance ； traditional chinese medical attending physicians

台灣醫學

12卷2期（2008 / 03 / 01）

161 - 168

繁體中文

In facing the environment of globalization, high technology, and knowledge-based economy, organizational innovation is the utmost characteristic for maintaining competitiveness. In the kernel of organizational innovation, organizational creativity plays a key role. Therefore, understanding the formation of organizational creativity and its influence on organizational innovation becomes an important issue. This study aims to investigate the relations between organizational creativity climate and innovation research among traditional Chinese medical attending physicians. A total of 43 physicians from different branches of a medical center participated in this study. Results: 1. Analysis of the correlation between the perceived organizational creativity climate and physicians’ research performance revealed some significant correlations. (1) Research achievements correlated significantly with dimensions of creativity climate such as Work Group Support (r=0.32, p＜0.05) and Challenging Work (r=0.387, p＜0.05. (2) Numbers of Research Projects: The number of research projects positively correlated with Work Group Support (r=0.315, p＜0.05). (3) Amount of research funding: The funding amounts positively correlated with Organization Encouragement (r=0.376, p＜0.05), Work Group Support (r=0.454, p＜0.05), while negatively correlated with Organizational Impediments (r=-0.337, p＜0.05). 2. Comparisons of the research achievements between Chinese medical physicians at different branches demonstrated the following results. (1) There was a significant difference of research resources between the main branch and the southern branch (z=-2.39, p＜0.05), which is consistent with the lack of resources being the most important impediments for innovation in the southern branch. (2) In comparison with other branches, researchers at the main branch reported significantly higher scores in Work Group Support (z=-2.85, p＜0.01), Freedom (z=-2.22, p＜0.05), Sufficient Resources (z=-3.34, p＜0.01), Challenging Work (z=-2.38, p＜0.05), Productivity (z=-2.41, p＜0.05), and research achievements (z=-3.49, p＜0.001). Branches other than the main one suggested that the most important impediments for research performance included the management style of administrative supervisors (33.33%) and inadequate allocation of research resources (11.11%). The implication of this study suggests that organizational creativity climate is important for organizational competencies and innovation. Managers need to focus upon the strategies to improve organizational creativity while decreasing obstacles for establishing innovative climate.

In facing the environment of globalization, high technology, and knowledge-based economy, organizational innovation is the utmost characteristic for maintaining competitiveness. In the kernel of organizational innovation, organizational creativity plays a key role. Therefore, understanding the formation of organizational creativity and its influence on organizational innovation becomes an important issue. This study aims to investigate the relations between organizational creativity climate and innovation research among traditional Chinese medical attending physicians. A total of 43 physicians from different branches of a medical center participated in this study. Results: 1. Analysis of the correlation between the perceived organizational creativity climate and physicians’ research performance revealed some significant correlations. (1) Research achievements correlated significantly with dimensions of creativity climate such as Work Group Support (r=0.32, p＜0.05) and Challenging Work (r=0.387, p＜0.05. (2) Numbers of Research Projects: The number of research projects positively correlated with Work Group Support (r=0.315, p＜0.05). (3) Amount of research funding: The funding amounts positively correlated with Organization Encouragement (r=0.376, p＜0.05), Work Group Support (r=0.454, p＜0.05), while negatively correlated with Organizational Impediments (r=-0.337, p＜0.05). 2. Comparisons of the research achievements between Chinese medical physicians at different branches demonstrated the following results. (1) There was a significant difference of research resources between the main branch and the southern branch (z=-2.39, p＜0.05), which is consistent with the lack of resources being the most important impediments for innovation in the southern branch. (2) In comparison with other branches, researchers at the main branch reported significantly higher scores in Work Group Support (z=-2.85, p＜0.01), Freedom (z=-2.22, p＜0.05), Sufficient Resources (z=-3.34, p＜0.01), Challenging Work (z=-2.38, p＜0.05), Productivity (z=-2.41, p＜0.05), and research achievements (z=-3.49, p＜0.001). Branches other than the main one suggested that the most important impediments for research performance included the management style of administrative supervisors (33.33%) and inadequate allocation of research resources (11.11%). The implication of this study suggests that organizational creativity climate is important for organizational competencies and innovation. Managers need to focus upon the strategies to improve organizational creativity while decreasing obstacles for establishing innovative climate.