有鑑於裁員的增加、重組、靈活性以及動盪的環境，使得提升經理人的幸福感與創意表現成為組織的一大挑戰。一個支持性的工作環境很大程度上決定了經理人的表現和行為結果。然而，研究指出透過一個支持性工作環境的機制來影響幸福感與創意表現的相關研究還很少。為了擴展當前對經理人的幸福感與創意表現之理解，本研究探討了支持性工作環境(組織支持、工作支持、社會支持)、認知風格、心理資本、創意表現以及幸福感之間的關係。在假說方面，本研究以結構方程模型驗證來自台灣製造業、服務業及金融業的513位中階經理人。結果顯示，組織支持和工作支持與認知風格和心理資本呈正相關。而社會支持只能正向影響心理資本。心理資本又能對創意表現與幸福感有正向的影響。而認知風格則能正向地影響創意表現但負向地影響幸福感。研究結果進一步地了解到支持性的環境是如何對幸福感與創意表現產生積極的影響。
Given the increasing downsizing, restructuring, flexibilisation, and increasingly turbulent environment enhancing managers’ happiness and creative performance is a challenge for organizations. A supportive work environment substantially determines managers’ performance and behavioral outcomes. However, research has indicated that there is a lack of research on the mechanism through which a supportive work environment influences both happiness and creative performance. To extend the current understanding of managers’ happiness and creative performance, this study examines the relationship between supportive work environment (organizational support, job support, and social support), cognitive style, psychological capital, creative performance, and happiness. The structural equation model was used to test the proposed hypothesis for a sample of 513 middle managers in Taiwan manufacturing, service, and finance sectors. Results show that organizational support and job support relates positively to both cognitive style and psychological capital. Social support has a positive impact only on psychological capital. Psychological capital has a positive effect on creative performance and happiness, whereas cognitive style has a positive effect on creative performance and negative effect on happiness. Results advance the understanding of how a supportive environment can play an active role in influencing both happiness and creative performance.
