The relationships of innovative behavior, task conflict, psychological safety climate and innovative behavior

• Main Author: 許伊婷
• Other Authors: 蔡啟通
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/39606886666590779880

碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 101 === Under fierece competition, employee’s innovative behavior is more important to high-tech industry. Is task conflict decrease employee’s innovative behavior? Therefore, managers proposed to create a climate of psychological safety, it make members more willing to carry out the exchange of informations. On the other hand, in order to inspire employee’s innovative behavior, information exchange between colleagues play an important role. If colleagues used aggressive communication to others, receiver feels his personal power is deprived. Thus he perceived the higher of task conflict, the lower of innovative behavior he done. Based on social information-processing theory, when members are in the high psychological safety climate, under the harmony and peaceful climates, this atmosphere can induce employees think more cautious, and accept others variety view humbly. It makes staff show more innovative behaviors. Conversely, when members are in the low psychological safety climate, under the distract and chaotic climates, this atmosphere can reduce employee to think more rational. It reduces the employee to carry out more innovative behavior. In view of these, the study explored the relationships between task conflict and employee’s innovative behavior, the relationships between psychological safety climate and employee’s innovative behavior, the moderating effect of psychological safety climate between task conflict and employee’s innovation behavior, and the relationships between the colleagues’ aggressive communication behavior and employee’s innovative behavior. This study takes the employees of high-tech industry as sample. We matched every supervisor with 1 employee as a set of data. And there were 275 valid pair responses. By means of confirmatory factor analysis, correlation analysis and SEM, the hypotheses of this study will be tested. After hypotheses testing, we figured out: 1. Task conflict can reduce the employee’s innovative behavior; 2. Psychological safety climate can strengthen the employee’s innovative behavior; 3.Higher psychological safety climate will weaken the negative relationship of task conflict and employee innovation behavior; 4. Collegaue’s aggressive communication behavior reduces the innovative behavior. Finally, this study proposes implications as below: 1. Strengthen the members’ communication skills enhance the innovative behavior of employees; 2. How to deal with the aggressive communication between employees; 3. Manager should create a psychological safety climate and encourage the task conflict in the team.