組織內工作夥伴支持行為與員工創造力之研究

The Supportive Behavior of Supervisor and Coworker on Employee Creativity

10.6378/JTM.200706.0029

林明杰(Ming-Ji James Lin)；陳基祥(Chi-Hsiang Chen)；許純嘉(Chun-Chia Hsu)

員工創造力 ； 支持行為 ； 工作夥伴 ； Employee Creativity ； Supportive Behavior ； Coworker

科技管理學刊

12卷2期（2007 / 06 / 01）

29 - 63

繁體中文

員工創造力是組織創新基礎，本研究以員工創造力是一種創新想法表達的觀點，結合個案深度訪談及260份有效問卷回收樣本進行統計分析，探討組織內主管和同事們的支持行為與心理安全氣候對員工創造力之影響。研究發現：主管支持行為對員工創造力有正向顯著差異，關懷支持行為對員工創造力有較顯著之增強效果，然而主管過度的任務支持行為對創造力的表達則有負面影響；同事支持行為對員工創造力有正向顯著差異，同事支持行為對創造力的表達有較顯著的增強效果，然而過度的專業支持行為對創造力的表達則有負面影響；組織內工作夥伴的支持行為對其員工創造力的表達有正面的影響；心理安全氣候影響員工創造力，員工感受組織的心理安全氣候愈高，其創造力的表達就愈有正面的影響。

Employee creativity is the base of organizational innovation. In organization, interaction between coworkers, supervisory and employee plays quite important role to employee creativity. Research results are: (1) the supporting behaviors from supervisors have significant differences to employee creativity. Care supports significantly positive to employee creativity, while behaviors of exceeding task support from supervisor are significantly negative to expressing creativity; (2) The supporting behaviors from coworkers have significant differences to employee creativity. Esteem supports from coworkers are significantly positive to expressing creativity, while behaviors of exceeding professional support are significantly negative to expressing creativity; (3) Supporting behaviors from organization, including of supervisor and coworkers, have positive effects on employee creativity, while other contingent behaviors does not (4) Psychological safety climate will affect supporting behavior from supervisor, coworkers, and employee creativity. It has the enhancement effects of employee creativity.

1. Afuah, A.(2003).Innovation Management: Strategies, Implementation and Profits.Oxford University Press.
2. Amabile, T. M.(1997).Motivating creativity in organizations on doing what you love and loving what you do.California Management Review,40(1),39-60.
3. Amabile, T. M.(2004).Leader behaviors and the work environment for creativity perceived leader support.The Leadership Quarterly,15,5-32.
4. Amabile, T. M.,Conti, R.,Coon H.,Lazenby, J.,Herron, H.(1996).Assessing the Work Environment for Creativity.Academy of Management Journal,39(5),1154-1184.
5. Amaible, T. M.,Gryskiewicz, N.(1989).The Creative Environment Scales: The Work Environment Inventory.Creativity Research Journal,2,231-254.
6. Babin, B.J.,Boles J. S.,James, S.(1996).The effects of perceived co-worker involvement& supervisor support on service provider role stress, performance and job satisfaction.Journal of Retailing,72(1),57-76.
7. Baer, M.,Frese, M.(2003).Innovation is not enough: Climates for initiative and psychological safety, process innovations, and firm performance.Journal of Organizational Behavior,24(1),45-66.
8. Berman, E. M.,West, J. P.,Richter, M. N.(2002).Workplace relations: Friendship patterns and consequence (according to managers).Public Administration Review,62(2),217-230.
9. Boles, J. S.,Babin, B. J.,Thomas, G. B.,Brooks, G.(2001).An examination of the relationships between retail work environments, salesperson selling orientation-customer orientation and job performance.Journal of Marketing Theory and Practice,9(3),1-13.
10. Brown, S. P.,Leigh, T. W.(1996).A new look at psychological climate and its relationship to job involvement, effort, and performance.Journal of Applied Psychology,81(4),358-369.
11. Carlson, D. S.,Perrewe, P. L.(1999).The role of social support in the stressor-strain relationship: An examination of work-family conflict.Journal of Management,25(4),513-533.
12. Catherine, A.R.,Ulrich, S.(2000).The roles of supervisory support behavior and environmental policy in employee "eco-initiatives" at leading edge European companies.Academy of Management Journal,43(4),605-626.
13. Cremer, D. D.,Hiel, A. V.(2006).Effects of another person`s fair treatment on one`s own emotions and behaviors: The moderating role of how much the other cares for you.Organizational Behavior and Human Decision Processes,100(2),231-252.
14. Deci, E. L.,Ryan, R. M.(1987).The support of autonomy and the control of behavior.Journal of personality and Social Psychology,53,1024-1037.
15. Edmondson, A.(1999).Psychological safety and learning behavior in work teams.Administrative Science Quarterly,44(2),350-384.
16. Farmer, S.M.,Tierney, P.,Mcintype, K.K.(2003).Employee creativity in Taiwan: An application for role identity theory.Academy of Management Journal,46(5),618-630.
17. George, J. M.,Zhou, J.(2001).When openness to experience and conscientiousness are related to creative behavior: an inter-actional approach.Journal of Applied Psychology,86(3),513-524.
18. Iverson, R. D.,Buttigieg, D. M.(1997).Antecedents of union commitment: The impact of union membership differences in vertical dyads and work group relationships.Human Relations,50(12),1485-1511.
19. Jehn, K. A.,Shah, P. P.(1997).Interpersonal relationships and task performance: An examination of mediating processes in friendship and acquaintance groups.Journal of Personality and Social Psychology,72(4),775-790.
20. Kahn, W.(1990).Psychological conditions of personal engagement and disengagement at work.Academy of Management Journal,33(4),692-724.
21. Lee, A. J.(2005).You can`t do it alone.Black Enterprise,35(12),63-75.
22. Madjar, N.,Oldham, G.R.,Pratt, M. G.(2002).There`s no place like home? The contributions of work and network creativity support to employees creative performance.Academy of Management Journal,45(4),757-767.
23. May, D.R.,Gilson, R.L.,Heart, L.M.(2004).The psychological conditions of meaningfulness, safety, and availability and the engagement of the human spirit at work.Journal of Occupational and Organizational Psychology,77(1),11-37.
24. McMillian, R. C.(1997).University of Florida.
25. Oldham, B. M.,Cummings, A.(2003).Rewarding creativity: When does it really matter?.The Leadership Quarterly,14,569-586.
26. Scott, S. G.,Bruce, R. A.(1994).Determinants of innovative behavior: a path model of individual innovation in the workplace.Academy of Management Journal,37(3),580-607.
27. Shalley, C.E.,Gilson, L.L.(2004).What leaders need to know: A review of social and contextual factors that can foster and hinder creativity.The Leadership Quarterly,15,33-53.
28. Sias, P. M.,Smith, G.,Avdeyeva, T.(2003).Sex and Sex-composition differences and similiarities in peer workplace friendship development.Communication Studies,54(3),332-340.
29. Siegel, J. P.(1969).Organizational Climate: Explorations of a Concept.Personnel Psychology, Winter69,22(4),521-524.
30. Unsworth, K. L.,Wall, T. D.,Carter, A.(2005).Creative Requirement: A Neglected Construct in the Study of Employment Creativity?.Group & Organization Management,30(5),541-561.
31. Woodman, R. W.,Sawyer, J. E.,Giffin, R. W.(1993).Toward a theory of organizational creativity.Academy of Management Review,18(2),293-321.
32. Zhou, J.(1999).Feedback Valence, feedback style, task autonomy and achievement orientation: Interactive effects on creative performance.Journal of Applied Psychology,83(2),36-66.
33. Zhou, J.(2003).When the presence of creative coworkers related to creativity: role of supervisory close-monitoring, developmental feedback, and creative personality.Journal of Applied Psychology,88(3),416-422.
34. Zhou, J.,George, J.M.(2001).When job dissatisfaction leads to creativity: Encouraging the expression of voice.Academy of Management Journal,44(4),682-696.
35. 方祥明(2004)。博士論文(博士論文)。國立雲林科技大學管理研究所。
36. 陳盈純(2002)。碩士論文(碩士論文)。國立中央大學人力資源管理研究所未出版之碩士論文。
37. 黃雯蓉(2002)。碩士論文(碩士論文)。國立成功大學企業管理研究所未出版之碩士論文。
38. 鄭仁偉、林秀霞、郭智輝、古佩玲(2006)。組織信任、合作與機會主義對組織間知識分享之影響研究。商管科技季刊，7(2)，355-388。
39. 鄭美娟(2003)。碩士論文(碩士論文)。國防大學國防管理學院資源管理研究所未出版之碩士論文。

1. 陳漢軒、許順旺、張姮燕(2011)。國際觀光旅館管理階層壓力源、組織承諾與處置行為之相關研究―以組織支援性資源為調節變項。餐旅暨觀光，8(3)，213-234。
2. 許順旺、許中駿、張姮燕、韋孝昀(2016)。員工知識分享重要嗎？組織支持干擾組織信任、組織公民行為與知識分享關係之研究。人力資源管理學報，16(3)，29-59。
3. 許順旺、邱瑜婷(2011)。國際觀光旅館餐飲部門組織正義、員工創新行為與績效表現之相關研究—以組織支持為干擾變項。觀光休閒學報，17(1)，49-74。
4. 許順旺、張姮燕、吳柏郁(2012)。國際觀光旅館員工知覺壓力與工作角色表現之相關研究─以組織支持為干擾變項。企業管理學報，93，77-102。
5. 嚴國晉,陳宇軒,莊璦嘉,李均揚(2019)。員工創造力研究之回顧與展望：臺灣與東亞的研究發現。臺大管理論叢，29(3)，39-82。