| Summary: | 碩士 === 國立中央大學 === 企業管理學系 === 101 === Most of previous studies of Psychological Empowerment only focused on the individual level or only with single-level research model. In this research, a cross-level analysis was conducted. In individual level, we tried to find out the potential positive relationship between Individual Psychological Empowerment and Positive Psychological Capital, and furthermore we tried to investigate the mediation role of Psycap between Individual Psychological Empowerment and Employee Service Innovation. In organizational level, we tried to find out the potential positive relationship between Team Psychological Empowerment and Organizational Innovation Climate, and furthermore we tried to investigate the mediation role of Organizational Innovation Climate between Team Psychological Empowerment and Employee Service Innovation. In cross level, we tried to find out the potential positive relationship between Team Psychological Empowerment and Positive Psychological Capital, and furthermore we tried to prove the mediation role of between Team Psychological Empowerment and Employee Service Innovation.
In this study, employees in traditional service-involved industry were the research subjects. 425 questionnaires were released and 303 returns were usable. SPSS 20, Amos18, and HLM6.02 were used to analyze the data, and descriptive statistics, Reliability and Validity statistics, and Hierarchical Linear Modeling(HLM) were conducted to test the research hypothesese The results showed that:
1. Both Individual and Team Psychological Empowerment have positive effect on Positive Psychological Capital.
2. Positive Psychological Capital can work as a mediator on both Individual and Team Psychological Empowerment between Employee Service Innovation.
3. Positive Psychological Capital has positive effect on Employee Service Innovation.
4. Team Psychological Empowerment has positive effect on Organizational Innovation Climate.
5. Organizational Innovation Climate has positive effect on Employee Service Innovation.
6. Organizational Innovation Climate can work as a mediator on Team Psychological Empowerment and Employee Service Innovation.
As the conclusions, this study proved the positive relationships between different levels of Psychological Empowerment and Employee Service Innovation, and also the mediation roles that Organizational Innovation Climate and Positive Psychological Capital could play between them. However, because of the limit of time and resources, the design of the research was quite limited, and there were still some more spaces which could be discussed further. Therefore, we suggested the following studies could work on identify the relationships between different variables, so as to enrich the research field of Employee Service Innovation.
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