Effects of Internal Market Orientation on Internal Performance, Employee Knowledge Management Capability and Innovation
蔡源成、紀文章 ; 王學銘
E-mail: 9601104@mail.dyu.edu.tw
ABSTRACT
Businesses operating in the knowledge economy often struggle with a variety of bewildering challenges, including turbulent
environmental changes and uncertainty, rapid technological advancement, and compressed product life cycle. An essential element of business competitive advantage, or even survival, is possession of excellent performance in innovation. Since innovation stems from knowledge, it is crucial that businesses are capable of managing their valuable organizational knowledge. This study investigates how employee motivation impacts their job satisfaction and organizational commitment, willingness and capability to acquire, transform, use, and protect knowledge, and ultimately innovation performance. The theoretical model is tested with the linear structured equation modeling module in the AMOS software. The result shows that internal market orientation (IMO) positively affects internal performance, employee’s knowledge management capability, and innovation performance. Most notably is the impact of IMO on innovation performance, demonstrating the value of internal market orientation implementation for the improvement of innovation performance. It is also found that internal performance positively affects employee’s knowledge management capability, which in turn positively affects innovation performance. However, the absence of significant impact of internal performance on innovation performance suggests internal performance positively affects innovation performance through employee’s knowledge management capability. The study also establishes the role of internal performance as an important intermediate variable in IMO’s impact on innovation performance. Directions for future research are suggested.
Keywords : Internal Market Orientation ; Internal Performance ; Employee Knowledge Management Capability ; Innovation Performance
Table of Contents
內容目錄 中文摘要...iii 英文摘要...iv 誌謝 辭...v 內容目錄 ...vi 表目錄
...ix 圖目錄 ...x 第一章 緒
論...1 第一節 研究背景與動機...1 第二節 研究問 題...4 第三節 研究目的...6 第四節 研究範圍與對 象...7 第五節 論文結構...9 第二章 理論基礎與文獻探討 ...11 第一節 內部市場導向...11 第二節 內部績
效...39 第三節 員工知識管理能力...48 第四節 創新績 效...64 第五節 文獻綜合評論...74 第三章 研究方 法...77 第一節 研究觀念架構...77 第二節 研究假
設...79 第三節 變數操作性定義與衡量...88 第四節 問卷設計與 調查實施...94 第五節 資料分析方法...101 第四章 實証結果分析 ...104 第一節 基本資料分析...104 第二節 信度與效度分 析...107 第三節 理論模式之驗證...111 第五章 結果與建 議...114 第一節 研究結果與討論...114 第二節 建
議...121 第三節 管理意涵與研究貢獻...124 第四節研究限 制...130 第五節後續研究與建議...131 參考文
獻...134 附錄A 企業資深經理人訪談結果...171 附錄B 預試 研究問卷...200 附錄C 正式研究問卷...205 表1-1研究範圍界 定………8 表2-1 內部行銷與人力資源管理差異之比較……
………26 表2-2 內部市場導向在內部行銷研究中的觀點………
………31 表2-3 內部市場導向之主要研究………36 表2-4影響員工滿意度 的相關構面……… 42 表2-5組織知識管理發展………
……… 55 表2-6組織創新的觀點………
69 表3-1衡量項目與主要參考文獻……… 94 表3-2樣本來源………
………101 表4-1樣本描述………
………105 表4-2研究構念的敘述統計………106 表4-3 整體理論模式構面衡量的信度與收斂效度檢測……… 109 表4-4相關變數信效度分析………
………110 表4-5 整體理論模式結果………
……… 112 表5-1研究假設結果彙總………115 表5-2 內部市場導向→員工知識管理能力之效果比較………118 表5-3企業創新績效之效果比較………
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