轉換型領導對於組織創新的影響

Abstract

組織創新是近年來很熱門的議題，幾乎每個組織都不斷強調創新的重要。另一方面，許多文獻指出，領導者在組織創新中扮演著一個關鍵的角色。但是領導者該如何帶領員工們一起朝向組織創新努力呢？本研究以轉換型領導者、授權、組織創新、部屬成熟度、以及部屬目標清晰程度五個概念，來研究轉換型領導者對於組織創新的影響。並且透過問卷調查法蒐集十家公司(包含製造業、電信業、會計業以及資訊產業)的資料，以結構方程模式(SEM)為主要分析方法。研究結果顯示，轉換型領導者主要是透過授權給部屬的方式來促進組織創新，但會配合部屬的實際狀況：轉換型領導者透過提升部屬成熟度來給與下屬更多的自由，而不是依據不同成熟度的部屬給與不同的授權程度；並且藉由部屬擁有清晰的目標來使得創新的目標聚焦，進而提升組織創新的能力。

It is widely recognized that leadership is one of the most important factors that affects organizational innovation. In this thesis, we explore how business leaders can improve organizational innovation through empowerment. Although many studies have explored the relationship between empowerment and innovation, the results vary substantially. To address the problem, we propose a model that incorporates five key factors, namely transformational leadership, follower maturity, empowerment, goal clarity, and organizational innovation. To verify our model, data was collected from ten companies involved in Taiwan’s manufacturing, telecommunications, accounting, and information industries. The results support an indirect link between leadership and innovation. Leaders do not empower followers based on their level of maturity, but by promoting follower maturity. Moreover, empowerment of followers who have clear goals has a significant positive effect on innovation.