為因應全球環境的動態變化，企業必須持續而有效的進行創新活動，積極創造新產品、新市場，並主動掌握創新時機，以提升企業競爭能力，達到永續經營的目標。員工的創新行為已被認定是企業永續經營的關鍵因素之一。本研究探討員工的創新行為是否受到企業對於員工的工作要求以及員工知覺主管的支持二項組織管理因素之影響。
本研究以經濟部工業局所籌設成立的7家財團法人技術研究發展中心為實證研究對象，總計發放200對問卷，分別為員工問卷200份，主管問卷200份，回收有效樣本124對，有效回收率為63%。為避免分析結果偏誤，問卷發放對象分別為各研發中心之技術研發人員及其直屬主管，除了將員工創新行為設定由直屬主管填寫外，其餘問項委由技術研發人員填寫。本研究採用 SPSS 15.0 for Windows統計軟體做為統計分析工具，採用的統計分析方法有：敘述性統計分析、信度分析、因素分析、Pearson積差相關、多元迴歸分析。
研究發現：企業對員工的工作要求對員工創新行為有顯著正向影響。因此建議企業應適度掌握對員工的工作要求，以提升員工創新行為。

Facing the rapid and dynamic changing of the global economic environment, a corporate has to engage in innovation activities continuously, thus to bring in new products, develop new market, and make use of every favorite chance to improve its competitiveness. Nowadays, employee innovative behavior is widely claimed to be crucial for the effective functioning and long-term survival of organizations. This research is to study how the two organizational management factors, job demand and supervisor support, influence employees’ innovative behaviors.
This research adopted questionnaire survey targeting at the members of 7 non-profit organizations sponsored by IDB of MOEA for industrial technologies research and development to get data. 200 sets of questionnaires for employees and their supervisors were sent out, and 124 effective sets of questionnaires were returned. The return rate is 63%. To decrease the possibility of misleading, questions are designed to be answered by R&D employees except their innovative behavior related questions which were answered by their supervisors in the other questionnaire. SPSS 15.0 for Windows is used as the tool for statistical analysis. The statistical methods applied in this research include descriptive statistic analysis, reliability analysis, factor analysis, Pearson’s correlation analysis and multiple regression analysis.
This research finds that employee innovative behavior is positively and significantly affected by job demand therefore, we suggests that a corporate might need to make proper use of its job demand for their employees to motivate their innovative behavior .

謝 誌……………………………………………………………………………………..I
摘 要………………………………………………………………………………….....II
ABSTRACT……………………………………………………………………………….III
表目錄……………………………………………………………………………………..VI
圖目錄…………………………………………………………………………………....VII
第一章 緒論……………………………………………………………………………...1
第一節 研究背景與研究動機………………………………………………..…………...1
第二節 研究目的………………………………………………………………..………...3
第三節 研究步驟……………………………………………………………..…………...3
第二章 文獻探討………………………………………………………………………...5
第一節 員工創新行為…………………………………………………………………...5
第二節 工作要求與員工創新行為之關係…………………………………..………...10
第三節 知覺主管支持與員工創新行為之關係………………………………..……...14
第三章 研究方法……………………………………………………………..………...19
第一節 研究架構及研究假設…………………………………………………………...19
第二節 研究設計…………………………………………………………………..…...20
第三節 資料分析方法……………………………………………………..…………...24
第四章 研究結果……………………………………………………………..………...26
第一節 抽樣樣本之敘述性統計分析……………………………………..…………...26
第二節 信度分析………………………………………………………………..……...31
第三節 因素分析……………………………………………………………..………...33
第四節 相關分析…………………………………………………………..…………...36
第五節 多元迴歸分析……………………………………………………..…………...38
第五章 結論與建議………………………………………………………..…………...43
第一節 研究結論………………………………………………………………………...43
第二節 管理意涵………………………………………………………………………...44
第三節 研究限制………………………………………………………………………...45
第四節 後續研究建議…………………………………………………………………...46
參考文獻……………………………………………………………………..…………...48
附錄一 研究問卷……………………………………………………………..………...59
表目錄
表2-2-1 工作要求衡量之內容…………………………………………...……………...11
表3-2-1工作要求構面衡量題項………………………………………………………...21
表3-2-2主管支持構面衡量題項………………………………………………………...22
表3-2-3員工創新行為構面衡量題項…………………………………………………...23
表4-1-1 人口統計變項之樣本分配表……………………………………….………….27
表4-1-2 自變項與應變項之樣本分配表……………………………………………......29
表4-2-1 量表之信度分析………………………………………………………………...31
表4-3-1 各變項之因素分析結果與Cronbach’s α值………………………………...34
表4-3-2 刪除題項後之因素分析結果與Cronbach’s α值…………………………...35
表4-4-1 各變項間之Pearson相關係數……………………………….………………...37
表4-5-1 加入控制變項之工作要求與主管支持對員工創新行為之迴歸分析 40
表5-1-1 結論一覽表……………………………………………………………………...44
圖目錄
圖3-1-1 研究架構圖……………………………………………………………………...19
圖4-5-1 迴歸標準化殘差之常態機率分布圖…………………………………………...38
圖4-5-2 標準化殘差與原始預測值交叉之散佈圖……………………………………...39

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