探討員工心理感知對離職傾向和創造力之間的影響 – 以台灣高科技產業為例

Abstract

日新月異的產業生態讓台灣高科技公司現正面臨組織創新的考驗,而員工創 造力是 組織創新的基礎,同時須留意人才的保留。本研究目的在於探討本國高科技產業員工離 職傾向與創造力之現況,針對問題進行問卷發放,並回收 240 份有效問卷回收樣本進行 統計分析。 本研究探討組織內同事互助與支持,以及員工知覺到的主管自我中心領導,對於員 工的心理素質的影響,包含知識分享行為與工作熱情,其中以工作效能作為調節變數, 進而影響員工的離職傾向與創造力。研究結果發現:同事互助與支持程度愈高,知識分 享程度愈高;同事互助與支持程度愈高,工作熱情愈高;工作效能對知覺自我中心領導 以及知識分享具有正向調節效果;知識分享程度愈高,創造力愈高;工作熱情愈大,離 職傾向愈低;工作熱情愈大,創造力愈高。

The management of Taiwanese High-Tech companies has faced constant challenges of organizational innovation in a dynamic industry. The creativity of employees is the foundation of organizational innovation. However, talent retention can be equally important. The purpose of this research is to investigate the prevailing status of turnover intention and creativity of Taiwanese high-tech employees. The research has conducted statistical analysis based on 240 valid recovery questionnaire as our sample. The research has investigated how coworkers’ helping and support within an organization and the self-centered leadership perceived by employees influence their psychological perception, including the intention and behavior of knowledge sharing and their working passion. The model is conducted with job efficacy as the moderator. Research results are: (1) the helping and supporting behaviors from coworkers have significantly positive to knowledge sharing and working passion; (2) job efficacy shows positive influence on moderating between perceived self-centered leadership and knowledge sharing; (3) knowledge sharing has positive effect on creativity; and (4) working passion shows negative influence on turnover intention while showing positive influence on creativity.