知識經濟時代，無形資產的附加價值超越有形資產，創新是企業永續發展的重要關鍵，而員工的創新行為將是左右組織成功的重要關鍵。然而，何種因素是促發創新行為產生的要件，過去研究已證實個人學習成就傾向將會影響個體的行為；人力資本將是個體行為展現的基礎；工作場所的氛圍將會影響員工的工作效能；因此，本研究聚焦於個體的學習傾向如何影響人力資本的累積，進而影響創新行為的展現，有鑑於主管在工作場所的影響力，是直接且深入的影響員工，故採用主管導向自尊來探索主管員工的互動，將會如何影響員工行為與工作效能。
本研究以天下雜誌票選標竿企業的人資部門作為抽樣目標，以分層抽樣方式，抽取員工與主管配對的樣本，進行資料分析，問卷回收共計221份。接續以LISREL 8.7進行驗證性因素分析與結構方程模式驗證本研究假設內容。
研究結果證實：(1)精熟趨向傾向對於員工創新行為具有正向關係；(2)精熟趨向傾向對於人力資本具有正向關係；(3)精熟趨向傾向會透過人力資本正向影響員工創新行為；(4)主管導向自尊對成就目標導向與人力資本、創新行為具有正向調節關係。
根據上述研究結果，本研究提出以下三項管理意涵：(1)領導者應正視自身與工作場域中的正向能量，給予員工支持鼓勵代替懲罰；(2)企業競爭優勢在於投資人才，並非投機人才；(3)企業永續經營在於持續創新，透過鼓勵員工創新，進而提升組織效率與核心能力，為組織面對內外部環境創造源源不斷的應變能力。

IN a knowledge Economy era, the additional value of intangible asset surmount the tangible asset. Innovation is the important factor for the enterprise ever-lasting development, while staff's innovation behavior is the key factor that leads to organization's success. In the past , studies confirmed individual study achievement goal orientation direct individual’s behavior. The Human Capital is the aggregation of an individual’s ability. The workplace atmosphere is able to affect staff's work efficiency. Therefore, this study examined the relationship among goal orientation, human capital, innovation behavior, and the moderating effect of supervisor-based self-esteem between goal orientation and human capital；the mediating effect of human capital between goal orientation and innovation behavior.
The study recruited participants using striatfied sampling from human resource departments of enterprise that appeared on ballot surveying benchmarking enterprise by the Common Wealth magazine. We use staff-manager pair partipants to fill in the study instruments to diminish CMV effects. Lisrel 8.7 statistical software was employed to construct structure equation model to test study hypothesis.
The findings confirmed that,(1)mastery goal orientation has positive relationship with innovation; (2) mastery goal orientation has positive relationship with human capital; (3)human capital mediated the positive relationships between mastery goal orientation and innovation; (4) supervisor-based self-esteem moderated the positive relationships between mastery goal orientation and human capital that positively affect innovation.
According to the above findings, this study proposed following three management implications: (1) supervisors should face up emotion contagion to oneself directly, show the staff support encourages instead of penalty; (2) instead of speculate in investing key person, enterprise competitive advantage lies in the investment talented person; (3) enterprise continues forever to living lies in innovating continually. The organization could promotes efficiency and core ability via urging the staff to innovate to adapt internal and external environment variation.

謝誌 I
摘要 II
Abstract III
目錄 IV
表目次 VI
圖目次 VII

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第四節 名詞釋義 5
第二章 文獻探討 8
第一節 成就目標導向 8
第二節 主管導向自尊 13
第三節 人力資本 15
第四節 創新行為 17
第五節 成就目標導向與員工創新行為之關係 18
第六節 主管導向自尊調節成就目標導向與人力資本之關係 22
第三章 研究方法 30
第一節 研究架構與假設 30
第二節 研究對象 31
第三節 研究工具 32
第四節 調查實施 40
第五節 資料分析 42
第四章 研究結果與討論 44
第一節 樣本描述 44
第二節 成就目標與創新行為關係 48
第三節 成就目標與人力資本關係 49
第四節 主管導向自尊調節效果之關係 50
第五節 人力資本對成就目標與創新行為之中介效果 52
第五章 結論與建議 54
第一節 研究發現與結論 54
第二節 研究建議與管理意涵 60
第三節 研究限制與未來發展 63
參考文獻 67
附錄1 ：員工問卷 76
附錄2 ：主管問卷 80

表目次
表3-1：量表項目分析決斷值 ………………………………………… 34
表3-2：成就目標導向驗證性因素分析結果 ………………………… 36
表3-3：創新行為驗證性因素分析結果 ……………………………… 37
表3-4：主管導向自尊驗證性因素分析結果 ………………………… 38
表3-5：人力資本驗證性因素分析結果 ……………………………… 39
表4-1：樣本特性統計 ………………………………………………… 45
表4-2：樣本描述性統計與相關矩陣 ………………………………… 46
表4-3：成就目標與創新行為路徑係數 ……………………………… 48
表4-4：成就目標與人力資本路徑係數 ……………………………… 49
表4-5：主管導向自尊對精熟趨向傾向與人力資本之調節效果 …… 50
表4-6：主管導向自尊分組路徑係數 ………………………………… 51
表4-7：成就目標、人力資本與創新行為中介 ……………………… 52
表4-8: 巢狀模式分析結果 …………………………………………… 53
表5-1：假設推論結果 ………………………..……………………… 58
表5-2：共同方法變異分析 …………………..……………………… 63

圖目次
圖3-1：研究架構 ……………………………………………………… 30
圖4-1：成就目標與創新行為模式 …………………………………… 48
圖4-2：成就目標與創新行為中介模式 ……………………………… 52

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