國立臺南大學專任教師基本資料
姓名李芸蘋
系所行政管理學系
職稱副教授
校內分機951
EMAILamberlee@gm2.nutn.edu.tw
辦公室 
網址 
專長/研究領域組織行為、領導、創新與創造力
學位畢業學校國別主修學門修業期間
碩士University of Warwick英國Organisation Studies2005~2006
博士國立中山大學台灣人力資源管理研究所2005~2011
服務機關部門系所職稱服務期間
國立中山大學人力資源管理研究所約聘助理教授2012/02~2012/07
澳門科技大學商學院助理教授2012/08~2014/01
國立中山大學人力資源管理研究所兼任助理教授2013/08~迄今
著作名稱:未來想像教育在台灣
年度:2013
類別:專書
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著作名稱:未來想像教育在台灣
年度:2013
類別:專書
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著作名稱:Sense of Calling in the Workplace: The Moderating Effect of Supportive Organizational Climate in Taiwanese Organizations
年度:2018
類別:期刊論文
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著作名稱:High performance work systems, employee well-being, and job involvement: an empirical study
年度:2016
類別:期刊論文
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著作名稱:The Relationship between Business Diversification and Productivity: Considering the Role of Process Innovation at Different Corporate Life Cycles
年度:2016
類別:期刊論文
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著作名稱:The Meaningfulness of Managerial Work: Case of Taiwanese Employees
年度:2016
類別:期刊論文
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著作名稱:The Effects of Physicians’ Personal Characteristics on Innovation Readiness in Taiwan’s Hospitals
年度:2014
類別:期刊論文
摘要:This paper examines innovation in the healthcare industry in Taiwan. Specifically, we looked at how two critical factors (physicians’ creative traits and authoritarian personality) are related to innovation readiness within the medical care system in Taiwan. We argue that innovation readiness is the cognitive precursor to the behaviors supporting innovation. Additionally, we also examine the moderating effects of hospital types (teaching versus non-teaching hospitals) on these relationships. Data from 417 physicians belonging to 26 hospitals is used to test our hypotheses. Results show that the degree of innovation readiness a physician perceives is associated with both creative traits and authoritarian personality. With regard to the organizational variable, the evidence shows that of the specific kind of hospital is far less important than the people who work there when it comes to innovation readiness.
關鍵字:authoritarian personality, creative traits, innovation readiness
著作名稱:台灣警務人員之工作使命感研究
年度:2014
類別:期刊論文
摘要:使命感的意義與重要性近年來逐漸受到重視,但相關研究卻有限。有鑒於警務人員向來被認為在工作上必須具備使命感,才能真正服務社會大眾,是故本研究透過探討警務人員使命感與工作負荷及工作滿意的關係,試圖了解使命感對工作所產生的影響,並進一步釐清使命感所代表的意義。 本研究以台灣警務人員為樣本發放問卷,並利用階層迴歸進行驗證假設。研究結果發現,男性、已婚且年齡與年資較長,以及階級較高的警務人員,使命感較為強烈。此外,使命感除了能正向影響工作滿意,也會提高工作負荷,但工作負荷的高低並未顯著改變使命感與工作滿意之間的關係。最後,本研究建議從華人文化的角度重新檢視使命感所代表的意義,並針對研究結果提出理論與管理實務上的意涵。
關鍵字:使命感、工作負荷、工作滿意、警務人員、台灣
著作名稱:推行高績效人力資源管理系統真的會讓員工付出更多嗎?
年度:2017
類別:研討會
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著作名稱:Consequence of abusive supervision: The mediating effect of negative affect
年度:2016
類別:研討會
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著作名稱:Leave or stay when facing abusive supervision? An application of AET to the effect of abusive supervision on intentions to quit and prohibitive voice
年度:2016
類別:研討會
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著作名稱:The mediating effect of calling and job involvement on prosocial motivation and performance
年度:2015
類別:研討會
摘要:Mission-driven organizations are becoming more and more popular as increasing concerns about human welfare and social responsibility. Previous studies have suggested that individuals with prosocial motivation have better job performance in mission-driven organizations. However, the mediating mechanisms remain uncertain. This study proposes that prosocially motivated individuals can experience higher sense of calling by making prosocial difference to reach self-achievement through mission-driven organizations. Furthermore they will achieve higher degrees of job involvement by identifying with their work, and eventually make better job performance. The data was collected from 37 different organizations and 420 subjects, and tested by serial multiple mediation analysis. The results show that prosocial motivation is positively related to job performance through calling or job involvement. Besides, prosocial motivation would partially influence an individual’s job involvement and subsequent contextual performance through sense of calling.
關鍵字:prosocial motivation, calling, job involvement, job performance, mission-driven organization
著作名稱:How do individual anticipated regret and organizational ethical climate affect safety behaviors? A Multi-Level Analysis
年度:2015
類別:研討會
摘要:This study established a multilevel research framework of employee safety behavior, anticipated regret and ethical climate in order to bridge the gap between the macro and micro approaches. Data were collected from 31 organization consisted of 149 employees, and hierarchical linear modeling techniques were applied to test the hypotheses. The results of this research suggested that (a) anticipated regret was significantly related to both safety compliance and safety participation, (b) although there were no significant relationships between principle climate and safety behaviors, our results show that egoism was negatively correlated with safety compliance and safety participation, whereas benevolence was only positively correlated with safety participation; (c) the relationship between anticipated regret and safety participation was moderated by benevolent and principle climate; however, there was no moderating effect of ethical climate on the relationship between anticipated regret and safety compliance. We discuss our results and their implications for both future academic research and practice.
關鍵字:anticipated regret, safety compliance, safety participation, ethical climate
著作名稱:Sense of Calling in the Workplace: The Moderating Effect of Organizational Supportive Climate
年度:2014
類別:研討會
摘要:The sense of calling has emerged as a burgeoning research interest for the past decade due to its close connection to the work meaningfulness. However, the effects of sense of calling and how it works in the workplace remains unclear. This study aims at enhancing the concept of sense of calling and understanding its application in organizations. Therefore, a cross-level model was proposed, along with the data collected from 24 organizations consisted of 186 employees. As a result, our study demonstrated that sense of calling is positively related to individual performance, and organizational supportive climate also plays an important role in the relationship between sense of calling and contextual performance. Consequently, by considering both organizational- and individual-level factors into the mechanism of calling, a valuable insight and application of an individual’s sense of calling in the work context has been established.
關鍵字:Sense of Calling; Organizational Supportive Climate; Individual Performance
著作名稱:The relationship between calling and commitment: A moderated mediation model
年度:2016
類別:研討會
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著作名稱:海外馬拉松運動旅遊的價值共創模式
年度:2016
類別:研討會
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