English  |  正體中文  |  简体中文  |  Items with full text/Total items : 59561/92818 (64%)
Visitors : 813779      Online Users : 24
RC Version 7.0 © Powered By DSPACE, MIT. Enhanced by NTU Library & TKU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/60045

    Title: Meditation, learning, organizational innovation and performance
    Authors: Ho, Li-An
    Contributors: 淡江大學教育科技學系
    Keywords: Organizational innovation;Organizational performance;Self managed learning;自我導向學習;組織績效;組織創新
    Date: 2011
    Issue Date: 2011-10-07 09:44:21 (UTC+8)
    Publisher: Bingley: Emerald Group Publishing Ltd.
    Abstract: Purpose – This study attempts to investigate: the effect of meditation experience on employees' self-directed learning (SDL) readiness and organizational innovative (OI) ability as well as organizational performance (OP); and the relationships among SDL, OI, and OP.

    Design/methodology/approach – An empirical study of 15 technological companies (n=412) in Taiwan is conducted, utilizing the collected survey data to test the relationships among the three dimensions.

    Findings – The results show that: the employees' meditation experience significantly and positively influenced employees' SDL readiness, companies' OI capability and OP; and the study found that SDL has a direct and significant impact on OI, and that OI has direct and significant influences on OP.

    Research limitations/implications – The generalization of the present study is constrained by: the existence of possible biases of the participants; the variations of length, type, and form of meditation demonstrated by the employees in these high tech companies; and the fact that local data collection in Taiwan may present different cultural characteristics which may be quite different from those in other areas or countries. Managerial implications are presented at the end of the work.

    Practical implications – The findings indicate that SDL can only impact organizational innovation through employees openness to a challenge, inquisitive nature, self-understanding, and acceptance of responsibility for learning. Such finding implies better OI capability under such conditions, thus organizations may encourage employees to take risks or accept new opportunities through various incentives, such as monetary rewards or public recognitions. More specifically, the present study discovers that while administration innovation is the most important element influencing an organization's financial performance, market innovation is the key component in an organization's market performance.

    Social implications – The present study discovers that meditation experience positively affects SDL readiness, and OI ability and performance. The finding implies spiritual practice improves individual capability (i.e. in learning), as well as organizational capability (i.e. in innovativeness), which consequently enhances the outcomes of organizations.

    Originality/value – Existing studies prove the benefits of meditation on both spiritual enlightenment and clinical psychology. Existing research documents that meditation practice helps relieve pain, improves physical health, reduces stress, and supports relaxation. No direct evidence shows the effect of meditation on SDL and OI, and only some evidence supporting the influence of meditation on OP. Nevertheless, the finding on the effect of the meditation experience in a work setting adds values to the current literature.
    本研究旨在探討成人工作者的自我導向學習的準備度、組織創新與組織績間的關係,研究亦調查成人工作者的靜坐經驗是對上述三個構面造成顯著的影響。研究母群體為15兼台灣高科技公司的員工(樣本數 N = 412)來進行調查問卷的填答,回收的資料透過t檢定、皮爾森相關性分析、與逐步迴歸分析瞭解靜坐、自我導向學習準備度、組織創新與組織績效間的關係。研究發現成人工作者的靜坐經驗顯著且正向的影響其自我導向的學習準備度、組織創新以及組織績效;成人工作者的自我導向學習準備度對組織創新以及組織創新對組織績效亦具有顯著預測力。研究結果顯示自我導向學習準備度透過人工作者對挑戰抱持的開放胸懷、好奇心、自我的瞭解以及對自身學習負責任的態度來提升組織創新的能力,因此研究建議組織可透過各種激勵機制(包含有形或無形、金錢或非財務性獎勵等)營造一個鼓勵員工嘗試新機會的工作環境,俾提升組織創新能力、進而提高組織績效。此外,研究發現靜坐對自我導向學習準備度、組織創新與組織績效具正向影響,由此可知精神上的各種鍛鍊可提升個人自我導向的學習能力以及組織創新能力,最終將帶來組織成果的強化。
    Relation: Industrial Management & Data Systems 111(1), pp.113-131
    DOI: 10.1108/02635571111099758
    Appears in Collections:[Graduate Institute & Department of Educational Technology ] Journal Article

    Files in This Item:

    File Description SizeFormat
    Meditation, learning, organizational innovation and performance.pdf225KbAdobe PDF1View/Open

    All items in 機構典藏 are protected by copyright, with all rights reserved.

    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library & TKU Library IR teams. Copyright ©   - Feedback