創新育成企業的組織公正、工作生活品質、組織信任、 頁數：336企圖心與創新行為關係模式之研究

Abstract

While countries around the world have promoted and developed business incubation policy, previous studies focused more on the national innovation system, regional economic development, technological development, innovation strategy, research and development, technology, resources, social capital, etc. There is a research gap of organizational behavior and human resource management for the issue. This study examines how organizational justice, quality of work life, organizational trust and thriving drive all employees’ innovative behaviors in the workplace, and their relationship model in order to clarify motivational characteristics in incubation enterprises’ innovative behavior. The research utilized the survey questionnaire approach and sampled high-level leaders from the innovative incubation enterprises. Furthermore the total number of valid return was 353 and valid return rate was 48.36%. The research analyzed construct measurement model and full model through confirmatory factor analysis (CFA) and structural equation modeling (SEM) by using LISREL 8.54. The major findings and main conclusions of structural equation modeling (SEM) were summarized as following: first, there was a significant negative effect between organizational justice and innovative behavior directly. But there was a significant positive effect between organizational justice and innovative behavior indirectly via either organizational trust or thriving. Second, there was a significant positive effect between quality of work life and innovative behavior directly. Third, there was a significant positive effect between organizational trust and innovative behavior directly. Based on the results of this research and conclusion, the several suggestions and theoretical and practical implications for all employees’ innovative behaviors at work were discussed. Suggestions and implications for future research and practical application for reference were provided.