A STUDY ON THE INTER-RELATIONSHIP OF PRINCIPLE¡¦S TRANSFORMATIONAL LEADERSHIP, INNOVATIVE CLIMATE OF ORGANIZATION, AND TEACHERS' ORGANIZATIONAL COMMITMENT IN ELEMENTARY SCHOOLS OF KAOHSIUNG CITY Abstract This study focuses primarily on public elementary schools in Kaohsiung City, investigating the inter-relationship of principal's transformational leadership, innovative climate of organization, and teachers' organizational commitment. The purposes of this study are to a) investigate the present situation of consciousness of elementary school teachers towards principal's transformational leadership, innovative climate of organization, and teachers' organizational commitment; b) understand the cognitive differences of elementary school teachers from different backgrounds towards principal's transformational leadership, innovative climate of organization, and teachers' organizational commitment; c) look deeply into elementary school teachers¡¦ perceptivity towards the inter-relationship among principal's transformational leadership, innovative climate of organization, and teachers' organizational commitment; d) submit some humble suggestions, in accordance with the results of this study, so that the educational administrative authorities and school administration as well can use them as references; and hopefully, innovative climate of organization at school can be enhanced, which in turn promote the fulfillment of the perception of teachers' organizational commitment, benefiting the upgrading of organization efficacy of schools. ¡@¡@The rational and research structures of this study are literature review. Then it serves as the basis for designing research instruments. Survey method is used to examine 605 teachers in 33 elementary school teachers of Kaohsiung City, with 553 valid questionnaires returned. Test instruments include ¡§Scales of Principal's transformational leadership,¡¨ ¡§Scales of Innovative Climate of Organization,¡¨ and ¡§Scales of Organizational Commitment from Teachers.¡¨ Data from valid questionnaires are tested and analyzed by t-test, single-factor ANOVA, movement correlation, typical correlation, and gradual-multiple transgression. The following results are reached: 1. The performance of principal's transformational leadership of the elementary schools in Kaohsiung City can be located between middle and high levels, in which ¡§encouragement and inspiration¡¨ is the best. 2. Innovative climate of organization of the schools occupies between middle and high levels, and ¡§self-reliance toward the assignment¡¨ has the best performance. 3. Organizational Commitment of elementary school teachers at the present occupies between middle and high levels, in which ¡§commitment of hardworking¡¨ is the best. 4. Teachers who are male, senior, experienced, and holding concurrent administrative jobs perceive a higher degree of the whole phase of principal's transformational leadership. 5. Teachers who are senior, experienced, and holding concurrent administrative jobs as section deans perceive a higher degree of innovative climate of organization. 6. Teachers who are senior, experienced, and holding concurrent administrative jobs as dean deans in middle-sized schools perceive a higher degree of organizational commitment. 7. The more the principals focus on their transformational leadership, the better innovative climate their schools have. 8. The more the principals focus on their transformational leadership, the better organizational commitment their teachers have. 9. The higher degrees the teachers perceive innovative climate of their schools, the better their commitment to their schools. 10. Higher degrees of the principal's transformational leadership and innovative climate of organization boost organizational commitment from the teachers. 11. Principal's transformational leadership and innovative climate of organization can validly predict teachers¡¦ organizational commitment, in which ¡§the challenges from assignments¡¨ has the best predictability. As a conclusion,the study results will be references for all Bureau of Education's and school's administrative organization.

Nowadays, organizations face the environment with highly change and uncertainty; therefore, organizations with traditional operating ways are not sufficiently equipped with competitive advantage. To survive, they keep changing in product and service. However, innovation does not merely mean new facilities and technologies; innovation mainly depends on whether the organization as a whole has innovative ideas. One of the most essential issues to organizations is to establish a continuous innovation system with adaptability and innovativeness, and it consists of two key levels: employee and organization. In individual level of, innovation will be a job for every employee; it will also be necessary for the organization itself to have the abilities of continuous innovation and to adjust to change at any time. The multiple regression analysis and hierarchical linear model (HLM) were used to analyze the relationships among employees¡¦ personality, organizational innovative climate, and employees¡¦ innovative behaviors to attempted to discover highly innovative employees in organizations. The results are presented as follows. 1. There was significantly positive influence of the personality of ¡§conscientiousness¡¨, ¡§extraversion¡¨, ¡§openness to experience¡¨ on ¡§individual innovative behavior¡¨ respectively ; but there is no significant influence of the personality of ¡§agreeableness¡¨, ¡§neuroticism¡¨ on individual innovative behavior respectively. 2. There was no significant influence of organizational innovative climate on individual innovative behavior. 3. The study examined the moderating effect of organizational level variable by slopes-as-outcomes mode. The result showed that organizational innovative climate had the moderating effect on conscientiousness and individual innovative behavior. The result indicated that the stronger extent of organizational innovative climate, the more employee with the personality of ¡§conscientiousness¡¨ tends to have more individual innovative behaviors.

Abstract To Cope with the aggressive competition and under the encouragement of the government, several domestic financial institutions have combined as financial holding companies in recent years. Through the function of cross selling, they expect the maximized synergy could be created; however, banking industry plays an important role here. Financial goods sold via banks could be easily imitated by others, thus, the capability of innovation is the key to victory. Past researches show lack of attention on the relationship between organizational innovative climate and individual innovative behavior, furthermore, most researches about organizational innovation were taking technology industry as examples. Thus, this research tries to proceed an empirical study of domestic banking industry and find out the effect of organizational innovative climate on individual innovative behavior. Besides, it comprehends the exploration of the mediating effect of the perceived self-efficacy and the moderating effect of problem solving styles. After statistical analyses, the results are summarized as the following. 1. Different personal backgrounds perform differently in the perception of organizational innovative climate, individual innovative behavior, perceived self-efficacy, and problem solving style 2. Organizational support and the autonomy during work have positive effects on the implementation of innovative ideas. Organizational support, autonomy in work, and team work also have positive effects on the generation of innovative ideas. 3. Intuitive problem solving style has positive effect on individual innovative behavior. 4. Systematic problem solving style has no effect on individual innovative behavior. 5. The autonomy during work has positive effect on perceived self-efficacy. 6. Perceived self-efficacy has positive effect on individual innovative behavior. 7. The intuitive problem solving style has moderating effect among the relationship between the autonomy during work and the generation of innovative ideas. 8. Perceived self-efficacy has mediating effect among the relationship between the autonomy during work and individual innovative behavior.

Purpose - This study aims to identify how remote work may negatively influence the innovative climate, and how organizations can overcome the identified challenges. In doing so, we present challenges of remote work and solutions of how organizations, leaders, and employees can manage the challenges.  Method – The analysis was based on 18 interviews with industry experts and employees at the case study company, as well as secondary data regarding best practices. We combined and analyzed all data by thematic analysis. Findings - We identified 12 challenges with remote work that negatively influences the innovative climate within four areas: communication, collaboration, resources, and leadership. We have also mapped out 14 solutions to overcome those identified challenges.  Theoretical contribution - Remote work has been investigated several times but the connection to the innovative climate has not earlier been established. Thus, in this study, we bridge the gap between the challenges of remote work and the innovative climate at organizations. Additionally, independent of the COVID-19 pandemic, we contribute with findings on how remote work may negatively influence the innovative climate in organizations, how organizations can overcome these challenges, and how an innovative climate can be fostered remotely. Practical implications - We show how remote work negatively influences the innovative climate at organizations and what leaders, employees, and organizations could do to overcome these challenges and foster innovation despite working remotely. See appendix 4, 5, 7, and 8 for practical guidelines that describe what four different stakeholders (leaders, employees, organizations, and meeting moderators) can do, and appendix 6 for a suggested etiquette for remote meetings. Limitations of the study - We collected most of the data through one company in the high technology industry focused on gathering qualitative findings. Thus, our findings might be limited in terms of generalizability. Therefore, validation of our findings in other industries would be interesting for future research. / Syfte - Studiens syfte var att identifiera hur distansarbete negativt kan påverka det innovativa klimatet hos organisationer och hur dessa utmaningar kan övervinnas. För att uppnå det presenterade vi utmaningar med distansarbete samt lösningar på hur organisationer, ledare, mötesmoderatorer och anställda kan hantera utmaningarna. Metod – Analysen baserades på 18 intervjuer med branschexperter och anställda vid fallstudieföretaget, samt sekundära data om bästa praxis. All data analyserades med hjälp av tematisk analys. Resultat - Vi identifierade 12 utmaningar med distansarbete som negativt påverkar det innovativa klimatet inom fyra områden: kommunikation, samarbete, resurser och ledarskap. Vidare har vi kartlagt 14 lösningar för att övervinna de identifierade utmaningarna. Teoretiskt bidrag - Distansarbete har undersökts flera gånger men kopplingen till det innovativa klimatet har inte fastställts tidigare. I denna studie överbryggar vi klyftan mellan utmaningarna med distansarbete och det innovativa klimatet i organisationer. Dessutom, oberoende av COVID-19-pandemin, bidrar vi med kunskap om hur distansarbete kan påverka det innovativa klimatet hos organisationer negativt, hur organisationer kan övervinna dessa utmaningar och hur ett innovativt klimat kan främjas på distans. Praktiska implikationer - Vi visar hur distansarbete negativt påverkar det innovativa klimatet i organisationer och vad ledare, anställda och organisationer kan göra för att övervinna dessa utmaningar och främja innovation trots att de arbetar på distans. Se bilaga 4, 5, 7 och 8 för praktiska riktlinjer som beskriver vad fyra olika roller (ledare, anställda, organisationer och mötesmoderatorer) kan göra, och bilaga 6 för ett förslag på en etikett för distansmöten. Studiens begränsningar - Majoriteten av studiens kvalitativa data samlades in från ett företag och därför kan våra resultat vara begränsade avseende generaliserbarhet. Validering av våra resultat i andra branscher skulle därför vara aktuellt för framtida studier.

面對全球科技創新與應用發展快速變遷，厚植組織的創新研發能量，為各界長期面對全球競爭的重要策略，而組織創新研發能量的建置，其關鍵因素在於組織成員的創造力及個人的創新行為，因此如何塑造良好的組織創新氛圍以提升員工的創造力、個人創新行為及個人績效，進而提升組織的整體營運績效，實為組織刻不容緩之議題。 以往組織創新氛圍、個人創新行為及績效之研究，多以「組織」為分析層級，並以西方個案為大多數，本研究特別以「個人」為研究層級，並以國內組織為研究對象來進行實證分析，除研發人員自評其個人創新行為及績效外，並嘗試採以由主管來評量（他評）員工表現的方式，探討員工自評及主管他評之差異，期望能填補學術上國內個案及「個人」分析層級的研究缺口，並同時能對組織創新管理實務上產生貢獻。 本研究旨在探討組織創新氛圍、個人創新行為及其個人績效三者間之因果關係，研究方法採量化研究，以問卷調查研究歸納，受測對象為T財團法人研究機構工作年資一年以上的研發人員，總計問卷發出192份，回收160份，回收率為83.3％，問卷資料以SPSS軟體進行統計分析，並予以驗證研究假說並提出研究發現與結論建議。 本研究所得到的初步結論包括： (1)組織創新氛圍的形塑，有助於提升研發人員的個人績效 (2)個人創新行為的展現，有助於提升研發人員的個人績效 (3)組織創新氛圍的形塑，有助於提升研發人員的個人創新行為 (4)組織創新氛圍會透過個人創新行為提升研發人員的個人績效 (5)研發人員自評的個人創新行為及個人績效較主管他評者高，且組織創新氛圍的形塑與主管他評的個人創新行為與個人績效無顯著相關 (6)研發人員的個人背景並不會影響組織創新氛圍、個人創新行為及個人績效之表現 / To face the quick change of global technolgical innovations and applications, one of the most important stratgies, that the enterprises use, is to strengthen their innovative and research capabilities. In addition, the key factor to enhance the organizational capabilities includes the creative capability of employees and individual innovative behavior. Thus, how to create the good orgnizational innovative climate, in turn, to improve the employees’ creativity and individual innoative behavior, and eventually to enhance the organizational performance becomes the critical issue. Most of the previous studies concerning the relationships among the organizational innovative climate, individual innovative behavior and performance are conducted at the organizational level and within the context of western world. This study specially conducts anaysis at the individual level and selects the domestic organization as the research subject. To fill up with the research gap, the individual performance is evaluated both by themselves and by their supervisors to further address the differnce between these two approaches. This study aims to investigate the cause-and-effect relationship among the organizational innovative climate, individual innovative behavior, and individual performance. A quantitative approach with questionnaire surveys is utilized. Eventually, 192 questionnaires are sent to the researchers who have been working for at least 1 year at T non-for-profit research organization. 160 questionnaires are collected so the effective response rate is 83.3%. The results of this study are summarized as follows: (1)The organizational innovative climate was found to be conducive to enhance the individual performance of researchers. (2)The individual innovation behavior was found to be conducivel to enhance the indiviual performance. (3)The organization innovative climate was found to be conducive to enhance the individual innovative behavior of researchers. (4)The individual innovative behavior of researchers was found to affect the relationship between the organzaion innovative climate and the individual preformance of researchers. (5)The ratings by researchers themselves were found to be higher than those by their supervisors. Additionally, there is not evidence to substantiate the relationship between the organizational innovation climeane and the individual innovative behavior and performance rated by the supervisors. (6)There is not evidence to substantiate the relationship between the organizational innovation climeane, the indicual innovative behavior and performance.

當創新總是發生在不同專業領域的交界之處，團隊成員之間有效的知識互動便成為組織維持其競爭優勢的必要因素，因此為了持續創新，團隊成員必須克服不同專業領域所存在的知識邊界障礙，以便能夠整合團隊成員的知識與專長。在資訊系統的開發過程中，系統分析階段是觀察系統分析人員與使用者知識互動的最佳情境，因此本研究首先探索系統分析情境下影響互動雙方知識分享意願的前因，即創新氣氛與互動雙方的互動投入程度，並檢測這些因素之間的關係及影響。其次，本研究彙整四類邊界物件的內容，即語法的、語意的、實務的與隱喻的邊界物件，探討不同類別的邊界物件之間的關係及對專案創意的影響，並更進一步探究互動雙方的知識分享意願對各類邊界物件的影響。 研究樣本來自258位學生所扮演的系統分析人員及258位業界使用者，研究結果發現創新氣氛會同時影響系統分析人員與使用者的知識分享意願。當系統分析人員的互動投入程度越高，使用者的互動投入程度也會提高。使用者的互動投入程度會正向影響系統分析人員及使用者自身的知識分享意願；但是系統分析人員的互動投入程度卻對使用者的知識分享意願產生直接且負向的影響。 此外，系統分析人員的知識分享意願只對隱喻的邊界物件有正向影響，而使用者的知識分享意願卻對這四類邊界物件皆無顯著影響。在這四類邊界物件之中，只有實務的邊界物件對專案創意具有正向的影響，而隱喻的邊界物件則對於語法的、語意的、實務的邊界物件三者具有正向的影響，因此隱喻的邊界物件可以藉由實務的邊界物件對專案創意產生正向的間接效果。出乎意料之外，語意的邊界物件對專案創意具有負向的影響。在實務方面，本研究建議組織應該藉由增加實務的邊界物件和隱喻的邊界物件，以提高專案創意嶄露的可能性。 / As innovation happens from the boundaries between different specialty domains, effective knowledge interaction among participants has become a competitive necessity for organizations. In order to improve innovation, it is necessary for participants to deal explicitly with the interpretive barriers and further synthesize their expertise. During the development of information system, most knowledge interactions, which are conducted by systems analysts and users, can be observed in the phase of systems analysis. Thus, this study intends to explore not only factors that may affect participants’ intention to share knowledge, but also types of boundary objects in the context of systems analysis. As an innovative organizational climate and participants’ interaction involvement are identified as antecedents of participants’ intention to share knowledge, the relationships among these factors are studied. Besides, while four types of boundary objects are summarized, their effects on project innovativeness are discussed. Then, the influence of participants’ intention to share knowledge on the occurrence of four types of boundary objects was further examined. The results, based on data collected from 258 student analysts and 258 users, indicate that an innovative climate positively and directly influences both systems analysts and users’ intention to share knowledge. While systems analysts’ interaction involvement has a strong influence on users’ interaction involvement, which is measured by responsiveness, perceptiveness and attentiveness, users’ interaction involvement also has positive effects on both systems analysts and users’ intention to share knowledge; unexpectedly, systems analysts’ interaction involvement is negatively related to users’ intention to share knowledge. In addition, while systems analysts’ intention to share knowledge only influences the occurrence of metaphoric boundary objects, users’ intention to share knowledge does not demonstrate any significant effect on four types of boundary objects. Out of syntactic, semantic, pragmatic and metaphoric boundary objects, only pragmatic boundary objects had a strong positive effect on project innovativeness. As metaphoric boundary objects are shown to have positive effects on all other three types of boundary objects, metaphoric boundary object affects project innovativeness indirectly through pragmatic boundary objects. Surprisingly, semantic boundary objects negatively affects project innovativeness, although not very strongly. A practical implication is the possibility of increasing project innovativeness by enhancing both pragmatic boundary objects and metaphoric boundary objects.

本研究旨在瞭解幼稚園教師學校組織創新氣氛知覺、知識分享行為對創新教學行為之影響以及三者之關係。首先瞭解幼稚園教師學校組織創新氣氛知覺、知識分享行為與創新教學行為之現況；其次，探討幼稚園教師學校組織創新氣氛知覺、知識分享行為與創新教學行為之相關性；最後，以多元迴歸分析幼稚園教師學校組織創新氣氛知覺與知識分享行為對創新教學行為之預測力，以及探討學校組織創新氣氛是否透過知識分享行為此中介變項影響教師創新教學行為。 本研究以台北市公私立幼稚園教師為研究對象，以「校園創新氣氛量表」，以及修改之「知識分享行為量表」與「創意教學行為量表」為研究工具，有效樣本為272份，資料回收後分別以描述性統計、皮爾森積差相關分析，以及多元迴歸分析等統計方法進行資料處理。本研究獲致之結論如下： 1. 學校組織創新氣氛知覺與創新教學行為達顯著正相關。 2. 知識分享行為與創新教學行為達顯著正相關。 3. 學校組織創新氣氛知覺與知識分享行為達顯著正相關。 4. 學校組織創新氣氛的「工作條件」跟「學習成長」面向可以有效預測教師的 創新教學行為。 5. 知識分享行為的「行動示範」、「知識共構」可有效預測教師創新教學行為。 6. 就學校組織創新氣氛、知識分享行為對創新教學行為的整體模式而言，學校 組織創新氣氛中的「工作條件」可透過知識分享行為中的「行動示範」與「知識共構」此兩個中介變項預測幼稚園教師的創新教學行為。 最後，研究者根據研究結論針對幼稚園組織與幼稚園教師，以及未來研究提出具體建議，以期對未來幼稚園實行創新教學及相關後續研究有所助益。 / The main purposes of this study were as following: First of all, understand the teachers’ awareness of organizational innovative climate, teachers’ knowledge sharing behavior, and innovative teaching. Second, understand the relationships among these three variables. Third, explore the predictive power of the teachers’ awareness of organizational innovative climate, teachers’ knowledge sharing behavior, and innovative teaching. This study adopts the survey method by questionnaire. This study included 272 kindergarten teachers in Taipei city, Taiwan. The applied analysis methods were Descriptive Statistics, Factor analysis, Cronbach α coefficient analysis, Pearson’s correlation analysis, and Regression through SPSS18.0. The main findings of this study were summarized as follows: 1. It showed positive correlation between teachers’ awareness of organizational innovative climate and creative teaching. 2. The relationships between teachers’ knowledge sharing behavior, and creative teaching were positive. 3. It showed positive correlation between teachers’ awareness of organizational innovative climate and teachers’ knowledge sharing behavior. 4. Job Conditions and Professional Learning can predict teachers’ innovative teaching. 5. Action Demonstration and Knowledge Building can predict teachers’ innovative teaching. 6. It appeared that knowledge sharing plays mediating roles among organizational innovative climate and innovative teaching.