賦權領導對創新行為之影響：心理賦權與員工當責之中介效果

Abstract

有鑑於員工的創新行為能有效的為組織提升績效與增強組織的永續發展，探討如何促進員工的創新行為已然成為研究領域中的熱門議題。因此，本研究以心理賦權、員工當責為中介變項，來探討主管的賦權領導對於員工創新行為之間的關係是否會因為心理賦權及員工當責之中介而有不同的影響。研究方法以透過問卷調查法來搜集資料，研究對象為不限產業別限制的一般企業員工，共計完成216份有效問卷，並使用階層迴歸分析進行假設結果之驗證，本研究結果發現賦權領導對創新行為有正向影響。再者，賦權領導會分別透過心理賦權與員工當責的中介效果，進而正向影響員工的創新行為。Innovative Behavior has become a significant topic of organizational research because of its contributions to organizational performance and Sustainable development. The purpose of this study aims to explore the effect of empowering leadership on innovative behavior, while also investigational the mediating effects of psychological empowerment and employee accountability. Data were collected from a sample of 216 full-time employees in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses. The results shows that empowering leadership positively influences employee innovative behavior. Moreover, the results revealed that both psychological empowerment and employee accountability mediate the relationship between empowering leadership and innovative behavior. Practical implications and directions for future research are discussed.