組織支持感、心理資本對員工創新行為影響之研究-以中央某部會為例

本研究旨在探討組織支持感、心理資本及員工創新行為三者之間之關聯性，以中央某一機關員工為研究對象，並進行個人背景變項對各研究變項之分析，以了解員工創新行為差異。採文獻探討及問卷調查等方法，共發出問卷325 份，回收258 份，無效問卷3 份，有效問卷255 份，有效問卷回收率達97.83%。根據所得問卷資料運用SPSS 統計分析軟體進行研究變項關係之統計分析，最後根據研究結提出建議。本文主要研究發現如下：一、員工的個人背景變項之研究結果：在性別方面，心理資本之樂觀、希望與韌性上達顯著差異；在職務別方面，組織支持感、心理資本達顯著差異；在年齡方面，心理資本與員工創新行為，達顯著差異；在教育程度方面，心理資本與員工創新行為，達顯著差異；在服務年資方面，心理資本與員工創新行為中皆達到顯著差異。二、組織支持感會正向影響心理資本。三、心理資本會正向影響員工創新行為。四、組織支持感會正向影響員工創新行為。五、心理資本在組織支持感與員工創新行為之間不具有中介效果依據研究結果發現，機關應提昇公務部門組織創新氛圍氣，籍以提高員工的心理資本，期以促進政府機關員工能主動以使更多的創新行為產生，因應愈趨複雜的公共事務，提供更優質機關服務，進而提昇民眾滿意度。

關鍵字

組織支持感；心理資本；員工創新行為

並列摘要

The Aim of this Study is to research the relationship between organizational support, psychological capital and employee innovation behavior. Taking the employees of a certain government agencies as the research object, and personal background variables for analyze the research variables to understand the differences in employee innovation behavior. Literature research and questionnaire survey. A total of 325 questionnaires were sent out, 258 were recovered, 3 invalid questionnaires, 255 valid questionnaires, and the effective questionnaire recovery rate was 97.83%. According to the questionnaire data, the SPSS statistical analysis software is used to conduct statistical analysis of the relationship between the variables, and finally make recommendations based on the research conclusions. The main results are summarized as follows: 一、Research results of employees' personal background variables: In terms of gender, the optimism, hope and resilience of psychological capital are significantly different; in terms of job status, organizational support and psychological capital are significantly different; in terms of age, psychological capital and employee innovation Behaviors are significantly different; in terms of education background, psychological capital and employee innovation behavior are significantly different; in terms of service years, both mental capital and employee innovation behavior are significantly different. 二、Organizational support will positively affect psychological capital. 三、Psychological capital will positively affect employee innovation behavior. 四、Organizational support will positively influence employee innovation behavior. 五、Psychological capital does not have an intermediary effect between organizational support and employee innovation behavior. According to the research results, the agency should enhance the organizational innovation atmosphere, improve the psychological capital of employees, and promote the creation of more innovative behaviors by government employees, providing better agency services and public satisfaction.