高科技業為台灣最具代表性與競爭力產業，因需不斷開創新知識與技術，方能提升企業競爭力。又當高科技員工面臨職涯升遷困境時，適當的心理調整乃有助於在職場創新行為的產生。因此，本研究旨在瞭解不同背景變項高科主管人員在職涯高原、心理資本與創新行為之表現差異，並探討職涯高原、心理資本及創新行為之相互關係與影響，以及心理資本在職涯高原與創新行為關係之中介效果。
本研究採問卷調查法，以128位台灣高科技公司主管人員為對象。經由統計分析，本研究發現較高年齡、工作年資及較低學歷者有較高職涯高原；較高年齡、工作年資、學歷、職位與年薪資收入者具有較高心理資本；較高學歷、工作年資、年薪資收入與職位者有較高創新行為。另外，高科技主管人員職涯高原、心理資本與創新行為具有高度相關。其中，職涯高原對心理資本與創新行為具有顯著負向影響，而心理資本對創新行為具有顯著正向影響，尤其心理資本在職涯高原與創新行為之關係上具有中介效果。因此，本研究建議企業於人才管理方面，應重視職涯高原之形成因素與協助管理方案，重新規劃不同管理層級職務內容，再設計規劃主管相關教育訓練課程，以協助主管提升職場競爭優勢。

The high-tech industry is the most symbolic industry in Taiwan in which it continuously needs to develop new knowledge and technology in order to strengthen the enterprise competitiveness. When the employees in high-tech industry face the difficulties of career promotion, they should appropriately adjust their thoughts for having innovative behavior. Thus, this study was to examine demographic differences of high-tech manager on career plateau, psychological capital, and innovative behavior. It also aimed to explore the relationships and effects among career plateau, psychological capital, and innovative behavior. Finally, it tested the mediator effect of psychological capital on the career plateau and innovative behavior relationships.
Questionnaire survey method was used in this study and the subjects were 128 managers recruited from high-tech companies. Through statistical analyses, results showed that the managers with older age, less educational level, and more work experience expressed higher career plateau. The managers with older age, more work experience, higher education level, position and salary had expressed higher psychological capital, while the managers with higher education level, more work experience, higher salary and position had expressed higher innovative behavior. Moreover, there were significantly relationships among career plateau, psychological capital, and innovative behavior of high-tech manager. The career plateau had significantly negative effects on psychological capital and innovative behavior, whereas psychological capital had significantly positive effect on innovative behavior. Particularly, psychological capital had a mediating effect in the relationship between career plateau and innovative behavior.
Thus, the implication of the study is that the enterprise should pay attention on the cause reason of the career plateau and assisting management program, redesigning the work duties based on different managerial level, then planning the appropriate training couress for managers, which lead to enhance their higher workforce competitive advantage.

目錄
中文摘要 I
Abstract II
謝誌 IV
目錄 VI
表目錄 VIII
圖目錄 x
第一章 緒論 1
第一節 研究背景及動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 職涯高原 5
一、職涯高原定義 5
二、職涯高原衡量構面 9
三、職涯高原相關研究 12
第二節 心理資本 14
一、心理資本定義 15
二、心理資本衡量構面 18
三、心理資本相關研究 21
第三節 創新行為 22
一、創新行為定義 22
二、創新行為衡量構面 25
三、創新行為相關研究 28
第四節 職涯高原、心理資本與創新行為之相關研究 30
第三章 研究方法 34
第一節 研究架構 34
第二節 研究假設 35
第三節 研究對象與抽樣設計 36
第四節 變項定義與衡量工具 37
第五節 量表預試與信效度分析 42
第六節 資料分析方法 49
第四章 研究結果與討論 50
第一節 敘述性統計分析 50
第二節 各變項之敘述統計分析 53
第三節 不同背景變項在各研究變項之差異 55
一、不同背景變項高科技主管在職涯高原之差異分析 55
二、不同背景變項高科技主管在心理資本之差異分析 61
三、不同背景變項高科技主管在創新行為之差異分析 67
四、背景變項結論分析 76
五、相關分析 78
六、迴歸分析 81
七、 研究驗證假設 85
八、綜合討論 86
第五章 結論與建議 88
第一節 研究結論 88
第二節 研究建議 92
參考文獻 96
一、英文部分 96
二、中文部分 106
附錄一 研究問卷 110

一、英文部分
Allen, T. D., Russell, J. E., Poteet, M. L., & Dobbins, G. H. (1999). Learning and development factors related to perceptions of job content and hierarchical plateauing. Journal of Organizational Behavior, 20(7), 1113-1137.
Allen, T., & Poteet, M. 1998. Attitudes of managers who are more or less career plateaued. Career Development Quarterly, 47(2): 159.
Amabile, T. M. (1983). The social psychology of creativity: A componential conceptualization. Journal of personality and social psychology, 45(2), 357.
Amabile, T. M. (1988). A model of creativity and innovation in organizations.Research in organizational behavior, 10(1), 123-167.
Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of management journal, 39(5), 1154-1184.
Avey, J. B., Luthans, F., & Youssef, C. M. (2010). The additive value of positive psychological capital in predicting work attitudes and behaviors.Journal of Management, 36(2), 430-452.
Axtell, C. M., Holman, D. J., Unsworth, K. L., Wall, T. D., Waterson, P. E., & Harrington, E. (2000). Shopfloor innovation: Facilitating the suggestion and implementation of ideas. Journal of occupational and organizational psychology, 73(3), 265-285.
Bardwick, J. M. (1986). The plateauing trap: How to avoid it in your career... and your life. American Management Association.
Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., & Tucker, J. S. 2007. Newcomer adjustment during organizational socialization: a meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 72: 707-721.
Bernstein, E., & Leach, J. (1985). ALA/OLPR-Sponsored Survey: Plateau: In Career-Development Attitude Sampling, Librarians See Advancement as Problem. American Libraries, 16(3), 178-180.
Bommer, M., & Jalajas, D. (1999). The threat of organizational downsizing on the innovative propensity of R&D professionals. R&D Management, 29(1), 27-34.
Cacioppo, J. T., Berntson, G. G., Larsen, J. T., Poehlmann, K. M., & Ito, T. A. (2000). The psychophysiology of emotion. Handbook of emotions, 2, 173-191.
Carnazza, J. P., Korman, A. K., Ference, T. P., & Stoner, J. A. (1981). Plateaued and non-plateaued managers: Factors in job performance. Journal of management, 7(2), 7-25.
Chang Boon Lee, P. (2003). Going beyond career plateau: Using professional plateau to account for work outcomes. Journal of Management Development,22(6), 538-551.
Chao, G. T. (1990). Exploration of the conceptualization and measurement of career plateau: A comparative analysis. Journal of management, 16(1), 181-193.
Chay, Y. W., Aryee, S., & Chew, I. (1995). Career plateauing: reactions and moderators among managerial and professional employees. International Journal of Human Resource Management, 6(1), 61-78.
Chen, S. L. (2015). The relationship of leader psychological capital and follower psychological capital, job engagement and job performance: a multilevel mediating perspective. The International Journal of Human Resource Management, (ahead-of-print), 1-17.
Choy, R. M., & Savery, L. K. (1998). Employee plateauing: some workplace attitudes. Journal of Management Development, 17(6), 392-401.
Clerkin, C., & Cullen-Lester, K. Navigating Innovation Roadblocks Key Differences between Innovative And Non-Innovative Organizations.
Clore, G. L., Schwarz, N., & Conway, M. (1994). Affective causes and consequences of social information processing. Handbook of social cognition,1, 323-417.
Cohen, W. M., & Levinthal, D. A. (1990). Absorptive capacity: A new perspective on learning and innovation. Administrative science quarterly, 128-152.
Coutu, D. L. (2002). How resilience works. Harvard business review, 80(5), 46-56.
Csikszentmihalyi, M., & Hunter, J. (2003). Happiness in everyday life: The uses of experience sampling. Journal of Happiness Studies, 4(2), 185-199.
Damanpour, F. (1991). Organizational innovation: A meta-analysis of effects of determinants and moderators. Academy of management journal, 34(3), 555-590.
De Jong, J. P., & Den Hartog, D. N. (2007). How leaders influence employees' innovative behaviour. European Journal of innovation management, 10(1), 41-64.
De Jong, J. P., & Den Hartog, D. N. (2008). Innovative work behavior: measurement and Validation. EIM Business and Policy Research.for corporate success. New York: Wiley.
DiLiello, T. C., & Houghton, J. D. (2006). Maximizing organizational leadership capacity for the future: Toward a model of self-leadership, innovation and creativity. Journal of Managerial Psychology, 21(4), 319-337.
Dorenbosch, L., Engen, M. L. V., & Verhagen, M. (2005). On‐the‐job innovation: the impact of job design and human resource management through production ownership. Creativity and innovation management, 14(2), 129-141.
Drucker, P. F. (2002). The discipline of innovation. 1985. Harvard business review, 80(8), 95-100.
Elsass, P. M., & Ralston, D. A. (1989). Individual responses to the stress of career plateauing. Journal of Management, 15(1), 35-47.
Ettington, D. R. (1998). Successful career plateauing. Journal of Vocational Behavior, 52(1), 72-88.
Evans, M. G., & Gilbert, E. (1984). PLATEAUED MANAGERS: THEIR NEED GRATIFICATIONS AND THEIR EFFORT‐PERFORMANCE EXPECTATIONS [I]. Journal of Management Studies, 21(1), 99-108.
Feldman, D. C., & Weitz, B. A. (1988). Career plateaus reconsidered. Journal of management, 14(1), 69-80.
Ference, T. P., Stoner, J. A., & Warren, E. K. (1977). Managing the career plateau. Academy of Management review, 2(4), 602-612.
Finney, S., & Corbett, M. (2007). ERP implementation: a compilation and analysis of critical success factors. Business Process Management Journal,13(3), 329-347.
Foster, B. P., Shastri, T., & Withane, S. (2011). The impact of mentoring on career plateau and turnover intentions of management accountants. Journal of Applied Business Research (JABR), 20(4).
Fredrickson, B. L. (2003). Positive emotions and upward spirals in organizations. Positive organizational scholarship, 163-175.
Gallivan, M. J. (2003). The influence of software developers’ creative style on their attitudes to and assimilation of a software process innovation. Information & Management, 40(5), 443-465.
Georgia T. Chao. 1990. Exploration of the Conceptualization and Measurement of Career Plateau: A Comparative Analysis. Journal of Management 16; 181-193.
Gerpott, T. J., & Domsch, M. (1987). R&D professionals' reactions to the career plateau: Mediating effects of supervisory behaviours and job characteristics. R&D Management, 17(2), 103-118.
Goldsmith, R. E. (1986). Personality and adaptive-innovative problem solving.Journal of Social Behavior & Personality.
Gould, S., & Penley, L. E. (1984). Career strategies and salary progression: A study of their relationships in a municipal bureaucracy. Organizational Behavior and Human Performance, 34(2), 244-265.
Gunz, H. P., & Jalland, R. M. (1996). Managerial careers and business strategies. Academy of Management Review, 21(3), 718-756.
Hall, D. T., & Mirvis, P. H. (1995). The new career contract: Developing the whole person at midlife and beyond. Journal of vocational behavior, 47(3), 269-289.
Hao, J., Wu, D., Liu, L., Li, X., & Wu, H. (2015). Association between work-family conflict and depressive symptoms among Chinese female nurses: The mediating and moderating role of psychological capital. International journal of environmental research and public health, 12(6), 6682-6699.
Horan, M. J. (1989). The career plateau among professional/technical specialists in the Federal Government. Dissertation Abstracts International, 50(3): 789.
Hsiao, H. C., Tu, Y. L., Chang, J. C., & Chen, S. C. (2011). The influence of teachers’ self-efficacy on innovative work behavior. In International Conference on Social Science and Humanity IPEDR (Vol. 5, pp. 233-237).
Hurt, H. T., Joseph, K., & Cook, C. D. (1977). Scales for the measurement of innovativeness. Human Communication Research, 4(1), 58-65.
Janssen, O. (2000). Job demands, perceptions of effort‐reward fairness and innovative work behaviour. Journal of Occupational and organizational psychology, 73(3), 287-302.
Janssen, O. (2004). How fairness perceptions make innovative behavior more or less stressful. Journal of Organizational Behavior, 25(2), 201-215.
Jung, J. H., & Tak, J. (2008). The effects of perceived career plateau on employees' attitudes moderating effects of career motivation and perceived supervisor support with Korean employees. Journal of Career Development,35(2), 187-201.
Katz, R. (1982). The effects of group longevity on project communication and performance. Administrative science quarterly, 81-104.
Kirton, M. (1976). Adaptors and innovators: A description and measure. Journal of applied psychology, 61(5), 622.
Kleysen, R. F., & Street, C. T. (2001). Toward a multi-dimensional measure of individual innovative behavior. Journal of intellectual Capital, 2(3), 284-296.
Lapalme, M. È., Tremblay, M., & Simard, G. (2009). The relationship between career plateauing, employee commitment and psychological distress: The role of organizational and supervisor support. The International Journal of Human Resource Management, 20(5), 1132-1145.
Lentz, E. (2004). The Link Between the Career Plateau and Mentoring–Addressing the Empirical Gap (Doctoral dissertation, University of South Florida).
Li, B., Ma, H., Guo, Y., Xu, F., Yu, F., & Zhou, Z. (2014). Positive psychological capital: A new approach to social support and subjective well-being. Social Behavior and Personality: an international journal, 42(1), 135-144.
Lips-Wiersma, M. (2002). Analysing the career concerns of spiritually oriented people: Lessons for contemporary organizations. Career development international, 7(7), 385-397.
Luthans, F., & Youssef, C. M. (2004). Human, Social, and Now Positive Psychological Capital Management: Investing in people for competitive advantage. Organizational Dynamics.
Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel psychology, 60(3), 541-572.
Luthans, F., Luthans, K. W., & Luthans, B. C. (2004). Positive psychological capital: Beyond human and social capital. Business horizons, 47(1), 45-50.
Maslow, A. H. (1959). New knowledge in human values.
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment.Psychological bulletin, 108(2), 171.
McCleese, C. S., & Eby, L. T. (2006). Reactions to Job Content Plateaus: Examining Roie Ambiguity and Hierarchicai Piateaus as iVioderators. The Career Development Quarterly, 55, 65.
McCleese, C. S., Eby, L. T., Scharlau, E. A., & Hoffman, B. H. (2007). Hierarchical, job content, and double plateaus: A mixed-method study of stress, depression and coping responses. Journal of Vocational Behavior,71(2), 282-299.
Milliman, J. 1992. Consequences and moderators of career plateauing: An empirical investigation, Paper presented at the National Meeting of the Academy of Management, August, Las Vegas.
Mirvis, P.H. (1993). Building the competitive workforce: investing in human capital
Montgomery, D. L. (2002). Happily ever after: Plateauing as a means for long-term career satisfaction. Library Trends, 50(4), 702-716.
Moss Kanter, R. (1988). When a thousand flowers bloom: Structural, collective and social conditions for innovation in organization. Research in Organizational Behavior, eds. Staw BM and Cummings LL, 10.
Mumford, M. D. (2000). Managing creative people: Strategies and tactics for innovation. Human resource management review, 10(3), 313-351.
Nachbagauer, A. G., & Riedl, G. (2002). Effects of concepts of career plateaus on performance, work satisfaction and commitment. International Journal of Manpower, 23(8), 716-733.
Near, J. P. (1980). The career plateau: Causes and effects. Business Horizons, 23(5), 53-57.
Ongori, H., & Agolla, J. E. (2009). Paradigm shift in managing career plateau in organisation: The best strategy to minimize employee intention to quit. African Journal of Business Management, 3(6), 268.
Paek, S., Schuckert, M., Kim, T. T., & Lee, G. (2015). Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale. International Journal of Hospitality Management, 50, 9-26.
RANTZE, K. R., & Feller, R. W. (1985). Counseling Career‐Plateaued Workers During Times of Social Change. Journal of Employment Counseling, 22(1), 23-28.
Rotondo, D. M., & Perrewé, P. L. (2000). Coping With a Career Plateau: An Empirical Examination of What Works and What Doesn't1. Journal of Applied Social Psychology, 30(12), 2622-2646.
Salami, S. O. (2010). Career plateauing and work attitudes: Moderating effects of mentoring others with Nigerian employees. Europe’s Journal of Psychology,6(4), 71-92.
Savioz, P., & Sannemann, E. (1999, August). The concept of the integrated innovation process. In Management of Engineering and Technology, 1999. Technology and Innovation Management. PICMET'99. Portland International Conference on (pp. 137-143). IEEE.
Scheier, M. F., & Carver, C. S. (1985). Optimism, coping, and health: assessment and implications of generalized outcome expectancies. Health psychology, 4(3), 219.
Scott, S. G., & Bruce, R. (1998). Following the leader in R&D: The joint effect of subordinate problem-solving style and leader-member relations on innovative behavior. Engineering Management, IEEE Transactions on, 45(1), 3-10.
Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of management journal, 37(3), 580-607.
Seligman, M. E. (2002). Positive psychology, positive prevention, and positive therapy. Handbook of positive psychology, 2, 3-12.
Simonton, D. K. (1997). Creative productivity: A predictive and explanatory model of career trajectories and landmarks. Psychological Review, 104(1), 66.
Slocum, J. W., Cron, W. L., Hansen, R. W., & Rawlings, S. (1985). Business strategy and the management of plateaued employees. Academy of Management journal, 28(1), 133-154.
Smith‐Ruig, T. (2009). Exploring career plateau as a Multi‐faceted phenomenon: Understanding the types of career plateaux experienced by accounting professionals. British Journal of Management, 20(4), 610-622.
Snyder, C. R., Harris, C., Anderson, J. R., Holleran, S. A., Irving, L. M., Sigmon, S. T., ... & Harney, P. (1991). The will and the ways: development and validation of an individual-differences measure of hope. Journal of personality and social psychology, 60(4), 570.
Stajkovic, A. D., & Luthans, F. (1998).Self-efficacy and work-related performance: A meta-analysis. Psychological bulletin, 124(2), 240.
Sternberg, R. J., & Lubart, T. I. (1996). Investing in creativity. American psychologist, 51(7), 677.
Stumpf, S. A. (1988). Choosing career management practices to support your business strategy. Human Resource Planning, 11(1), 33-47.
Subramaniam, M., & Youndt, M. A. (2005). The influence of intellectual capital on the types of innovative capabilities. Academy of Management Journal,48(3), 450-463.
Super, D. E. (1957). The psychology of careers (Vol. 195). New York: Harper & Row.
Sweetman, D., & Luthans, F. (2010). The power of positive psychology: Psychological capital and work engagement. Work engagement: A handbook of essential theory and research, 54-68.
Thompson, K. R., Lemmon, G., & Walter, T. J. (2015). Employee Engagement and Positive Psychological Capital. Organizational Dynamics, 44(3), 185-195.
Tierney, P., & Farmer, S. M. (2004). The Pygmalion process and employee creativity. Journal of Management, 30(3), 413-432.
Tremblay, M., Roger, A., & Toulouse, J. M. (1995). Career plateau and work attitudes: An empirical study of managers. Human relations, 48(3), 221-237.
Trembley, M., & Roger, A. (1993). Individual, familial and organizational determinants of career plateau. Group & Organization Management, 18(4), 411-35.
Tusaie, K., & Dyer, J. (2004). Resilience: A historical review of the construct.Holistic nursing practice, 18(1), 3-10.
Van de Ven, A. H. (1986). Central problems in the management of innovation.Management science, 32(5), 590-607.
Veiga, J. F. (1981). Plateaued versus nonplateaued managers: Career patterns, attitudes, and path potential. Academy of Management journal, 24(3), 566-578.
Wen, Y., & Liu, L. (2015). Career plateau and turnover intention in Chinese employees: Career anchor as moderator. Social Behavior and Personality: an international journal, 43(5), 757-766.
Wolfe, R. A. (1994). Organizational innovation: Review, critique and suggested research directions*. Journal of management studies, 31(3), 405-431.
Wu, C., McMullen, J. S., Neubert, M. J., & Yi, X. (2008). The influence of leader regulatory focus on employee creativity. Journal of Business Venturing,23(5), 587-602.
Xerri, M. (2013). Workplace relationships and the innovative behaviour of nursing employees: a social exchange perspective. Asia Pacific Journal of Human Resources, 51(1), 103-123.
Yueran Wen & Liu Liu. 2015.Career Plateau and Turnover intention in Chinese employees : career anchor as moderator. Social Behavior and Personality, 43(5),757-766.
Zheng, Y., & Kleiner, B. H. (2001). Developments concerning career development and transition. Management Research News, 24(3/4), 33-39.
二、中文部分
黃曼琴(2010)。職涯成功-職涯規劃的策略導向及權變導向。T&D飛訊，108。
莫宜玲(2011)。職涯停滯與工作不安全感對工作敬業心影響:心理資本之調節效果。未出版碩士論文，國立東華大學國際企業學系碩士在職專班，花蓮縣。
王思舜(2013)。心理賦權、組織公民行為與職涯高原關係之研究。未出版碩士論文，國立臺北大學企業管理學系，台北市。
洪敏莉(2012)。職涯高原認知對離職意圖的影響:組織承諾的中介效果。中華管理評論國際學報，(15)1，2012。
洪敏莉(2010)。台灣地區大型企業經理人職涯高原認知對工作態度影響之研究。未出版博士論文，國立台北大學企業管理系，台北市。
洪琬婷(2012)。職涯停滯在組織效能感對員工工作投入之調節效果研究。未出版碩士論文，國立彰化師範大學人力資源管理研究所，彰化市。
林家瑩(2008)。人力資源發展效能、職涯停滯對員工工作投入之影響研究。未出版碩士論文，國立彰化師範大學人力資源管理研究所，彰化市。
余鑑、于俊傑、羅維雅、張旭嵐(2014)。正向心理資本、工作價值觀及知覺壓力對敬業貢獻度之影響研究-以企業聲望認知為調節變項。T&D飛訊，188。
劉子豪(2015)。主管心理資本與情緒智慧對職涯成功之影響研究-以高科技產業為例。未出版碩士論文，國立高雄應用科技大學人力資源發展系(所)，高雄市。
何亭賢(2009)。員工組織變革準備、正向心理資本、知覺組織支持與組織變革抗拒關係之研究。未出版碩士論文，國立中山大學人力資源管理研究所，高雄市。
余民寧、陳柏霖、湯雅芬(2012)。大學生心理資本量表編制及其相關因素之研究。教育研究與發展期刊，第八卷第四期，19-52。
唐永泰(2009)。員工之主管情緒智力知覺對其創新行為之影響。品質學報，第十六卷第六期，p.461-478。
余明助、陳婉青、洪啟強(2014)。正向心理資本、工作敬業心、服務氣候與服務導向組織公民行為之研究-以電信產業門市人員為例。服務業管理評論，(11)，25-42。
劉國慶(2015)。組織服務氣候、心理資本與服務導向組織公民行為之研究-以臺北市區公所第一線服務人員為例。淡江大學公共行政學系公共政策碩士在職專班學位論文, 1-101.
李惠慶(2012)。職涯停滯對幸福感的影響-正向心理資本的調節效果。未出版之碩士論文，國立東華大學國際企業學系，花蓮縣。
藺寶欽(2009)。心理賦權，心理資本對組織公民行為之影響-轉換型領導之中介角色。未出版碩士論文，國立高雄應用科技大學人力資源發展系(所)，高雄市。
李新民(2009)。幼兒教師的心理資本及其與工作表現的潛在關聯。幼兒保育學刊，7，1-23。
黃致凱(2004)。組織創新氣候知覺、個人創新行為、自我效能知覺與問題解決型態關係之研究: 以銀行業為研究對象。未出版碩士論文，國立中山大學人力資源管理所，高雄市。
陳彥茹、蕭嬋(2012)。組織創新如何影響員工創新行為?以人力資源和創新氣氛為中介變項。未出版碩士論文，國立交通大學管理科學學程碩士班，新竹市。
溫麗雅(2014)。知識分享及知識創造對華人地區創新行為影響之研究:以心理資本為前置變項。未出版碩士論文，遠東科技大學創新設計與創業管理系，臺南市。
王為勛(2010)。工作動機、自我管理行為對員工創新行為之影響-以工作滿足為中介變項。未出版碩士論文，國立臺灣師範大學科技應用與人力資源發展學系，台北市。
余明助、李孟修(2013)。高績效人力資源實務、知覺社會支持、組織承諾與個人創新行為關係之研究-以社會交換理論觀點。勞資關係論叢，15(2)，1-23。
蔡啟通、高泉豐(2004)。動機取向、組織創新氣候與員工創新行為之關係: Amabile 動機綜效模型之驗證。管理學報，(21)，571-592。
田靜婷、呂岱倚(2005)。探討團隊衝突型態在員工心理契約與創新行為關係間之干擾效果。2005年第一屆管理決策學術研討會論文集，南華大學管理科學研究所。
田靜婷、呂岱倚(2005)。探討認知型態在員工心理契約與創新行為關係間之干擾效果。 2005 年第三屆管理思維與實務學術研討會論文集, 19。
林明杰、李信達(2011)。組織社會化程度，授權賦能認知對個人創新行為影響之研究:顧客導向行為的中介效果。科技管理學刊，16(2)，53-80。
謝廷豪、林益永、鍾瑞國、楊雯惠、陳盈臻(2013)。創造力人格特質對創新行為之研究-以幸福感為中介變項。 修平學報，(27)，61-77。
陳婷婷(2009)。創業家精神之知覺對創新行為及工作滿意度的影響：以思考風格及經驗開放性為調節變項。未出版碩士論文，國立臺灣師範大學創造力發展碩士在職專班，台北市。
陳銘薰、洪敏莉(2009)。新聞記者職涯高原與專業高原對組織承諾與專業承諾的影響─ 組織承諾與專業承諾的中介效果。人力資源管理學報，第九卷第三期，19-44。
黃家齊、黃荷婷(2006)。團隊成員目標導向對於自我與集體效能及創新之影響—一個多層次研究。管理學報，23(3)， 327-346。
張仁家、張哲遠(2013)。領導者之冒險性, 轉型領導與員工創新行為之關係研究-以某出版事業集團員工知覺為例。 創新與管理，10(1)， 51-85。