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    政大典藏 > College of Commerce > MBA Program > Theses >  Item 140.119/152008


    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/152008


    Title: 員工感受的組織包容度與多元管理對創新氛圍與組織連結度的影響
    The Impact of Perceived Organizational Inclusion and Diversity Management on Innovation Climate and Organizational Connectedness
    Authors: 張婕汝
    Chang, Chieh-Ju
    Contributors: 別蓮蒂
    張婕汝
    Chang, Chieh-Ju
    Keywords: 多元管理
    包容領導
    包容氛圍
    組織創新氛圍
    工作滿意度
    組織歸屬感
    留任意願
    團隊反思能力
    員工心理安全
    Diversity Management
    Inclusive Leadership
    Inclusion Climate
    Innovation Climate
    Job Satisfaction
    Organizational Commitment
    Employee Retention
    Team Reflexivity
    Psychological Safety
    Date: 2024
    Issue Date: 2024-07-01 12:23:31 (UTC+8)
    Abstract: 　　多元共融（Diversity, Equity, Inclusion）是現代職場的重要議題，企業需致力於營造多元包容的工作環境，讓所有員工感受到歸屬感和被重視，這對組織的長期發展有積極影響。本研究主要探討組織中的多元管理和包容實踐（包括包容領導和包容氛圍）對整體創新氛圍、員工工作滿意度、組織歸屬感及留任意願的影響。此外，研究將團隊反思力作為影響組織創新氛圍的中介變項，員工心理安全作為影響員工組織連結度的中介變項，以驗證多元包容舉措在企業中的實踐效果。本研究以273位來自各行各業、職位在副總以下的員工作為樣本，探討其對各項多元包容實踐的感受。研究結果如下：

    1. 多元包容實踐均能正向提升對支持創新的感知，其中包容領導和包容氛圍對感知尊重異議有正向影響，進而有效提升感知組織創新氛圍。
    2. 多元包容實踐可顯著提升員工組織連結度。三項實踐皆能提高員工工作滿意度；多元管理和包容氛圍能有效增強組織忠誠度；包容氛圍對員工留任意願有正面影響。
    3. 關於組織氛圍的影響，團隊反思能力在包容氛圍與感知支持創新之間具有中介效果；員工心理安全在包容實踐與感知尊重異議之間具有中介效果。
    4. 關於員工組織連結度的影響，員工心理安全在包容實踐與員工工作滿意度之間具有中介效果。
    5. 包容實踐首先透過提升感知尊重異議，進而影響團隊反思能力。
    　　Diversity, Equity, and Inclusion (DEI) is a vital aspect of the contemporary workplace. It's essential for corporations to foster an inclusive environment, ensuring every employees feels valued and a sense of belonging, which positively impacts the organization's long-term growth. This research primarily examines how an organization’s diversity management and inclusive practices, including inclusive leadership and atmosphere, affect the overall innovation climate, employee satisfaction, sense of belonging within the organization, and their intention to stay. Furthermore, the study considers team reflexivity as a mediating variable in influencing the innovative climate, and employee psychological safety as a mediating variable in impacting the employees’ connection to the organization, validating the effectiveness of DEI measures.

    　　With a sample size of 273 employees, varying across industries and positions below vice president, their perception of DEI practices are explored. The study’s findings include: (1) DEI practices positively enhance the perception of innovation support, with inclusive leadership and climate positively impacting the respect for dissent, thereby effectively enhancing the perception of an innovative organizational climate. (2) DEI practices significantly enhance employees' connection to the organization. All three practices improve job satisfaction; diversity management and inclusive climate effectively enhance organizational commitment, and an inclusive climate positively impacts retention intention. (3) Team reflexivity mediates the relationship between an inclusive climate and perceived innovation support, and employee psychological safety mediates the relationship between inclusive practices and perceived respect for dissent. (4) Employee psychological safety mediates the relationship between inclusive practices and job satisfaction. (5) Inclusive practices initially enhance the perception of respecting dissent, subsequently influencing team reflexivity.
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    Description: 碩士
    國立政治大學
    企業管理研究所(MBA學位學程)
    111363011
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0111363011
    Data Type: thesis
    Appears in Collections:[MBA Program] Theses

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