Employee Innovative Behavior: An Investigation in Service Industry

• Main Authors: Lin, Kuan-Ting, 林冠霆
• Other Authors: Lu, Tzu-Ying
• Format: Others
• Language: zh-TW
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/sn8bj5

碩士 === 國立臺北大學 === 企業管理學系 === 102 === Although service industries are becoming the main economic activities in Taiwan, there is a problem in that which is short of the degree of innovating, and it is one of the problems that delaying the development of service industries. Because of the threat of potential newcomers, the service providers have to face it and continue innovating to overcome this threat. To continue innovating is also the source ofenhancing organization’s competitiveness. Therefore, the researches of innovation become the main subject in organizations recently. However, there were many researches discussed the innovative behavior on organization-level in the past, and short of researches discussed it on individual-level. Though the factors, influence theemployee’s innovative behavior, have individual-level, group-level and organization-level, there is less research all focus on the interpersonal relationship maintenance. Therefore, it is the main reason for this research to discuss and provide six hypotheses to test. Finally, this research surveys 269 hair designers and use the PLS model toanalyze the antecedents of employee innovative behavior and innovative behavior results. The result of this research has two contributions. First, when the relationship is good between supervisor and employee, the employee can get more respects, advices and assistance from his supervisor. These results can boost the employee’s self-efficacy and enhance the employee’s willingness to conform the group norms. As a result, that is why can encourage the employee to develop the innovative behavior. Second, when the relationship is good between employees and peers, the employee can get more respects, information, ideas and assistance from others. It not only can boost the employee’ confidence, but also can enhance the group identification of employee to let him want to conform the group norms. Finally, the two contributions can give a manager to deal with their employees and make a good strategy in managing subordinates.