本研究探討員工友善職場和創新之關聯性，並運用社會認同理論，進一步研究組織認同能否強化員工友善職場和創新之關聯性。本研究利用美國公開公司的1998-2018資料美國進行實證研究，並得出以下研究結果。首先，員工友善職場和創新間存在顯著的正向關係。另外，外部企業社會責任可以調節員工友善職場與創新之關聯性，也就是說，當企業同時參與外部企業社會責任，可以強化員工友善職場與創新的正向關係。最後，企業的財務風險較高時，也會增進員工友善職場對創新的正向影響。

This study investigates the relationship between employee-friendly workplaces and innovation. Using social identity theory, we further investigate whether organization identification strengthen the effect of employee-friendly workplaces on innovation. Collecting data from U.S. public firms from 1998 to 2018, this study make conclusions as follow. First, there is a significant positive relationship between employee-friendly workplaces and innovation. Second, external CSR strengths the relationship between employee-friendly workplaces and innovation. Firms that participate in employee-friendly workplaces and external CSR at the same time are likely to have better innovation performance than firms only participate in employee-friendly workplaces. Third, the positive association between employee-friendly workplaces and innovation is magnified for firms with higher financial distress risk.

壹、緒論 1
貳、文獻探討 4
一、員工友善職場相關文獻 4
二、員工友善職場與創新 5
三、社會認同理論 6
四、員工友善職場與創新之調節因子-社會認同理論之運用 7
參、研究方法 10
一、資料來源 10
二、模型建立 11
三、變數衡量 13
四、敘述性統計 16
五、相關係數分析 18
肆、研究結果 20
一、員工友善職場與創新 20
二、外部企業社會責任對員工友善職場與創新關聯性之影響 24
三、企業財務風險對員工友善職場與創新關聯性之影響 26
四、穩健性測試 28
(一)「百大最適合工作企業」名單 28
(二)估計創新投入變數之殘值 31
五、內生性問題 33
六、進一步分析 36
(一)經濟衰退對員工友善職場與創新關聯性之影響 36
(二)員工友善指數衡量指標分項分析 39
(三)不同時期員工友善職場對創新之影響 41
伍、研究結論與建議 43
一、研究結論 43
二、貢獻與建議 44
三、研究限制 45
參考文獻 46
附錄 51

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