現代企業面臨競爭激烈的環境，為了維持其持續性的競爭優勢，員工的創新行為表現已成為企業發展關鍵技術的重要因素來源。因此，企業若能朔造出一個工作環境讓員工發自內心覺得公司是支持創新的，將有利於員工的創新行為表現。過去關於個人內、外在動機、組織創新氣候對創新行為影響的研究已有所探討。本研究將深入瞭解員工內在動機中的個人特質（挑戰性以及樂在工作），是否會因為知覺組織氣候的不同，而影響其在工作中的創新行為表現。本研究係以台灣六家企業之主管與一般員工為抽樣主體，作為問卷調查對象。主要探討有四：其一，員工內在動機（挑戰性與樂在工作）與知覺組織創新氣候之關係；其二，員工內在動機（挑戰性與樂在工作）與創新行為之關係；其三，員工知覺組織創新氣候與員工創新行為之關係，其四，員工知覺組織創新氣候對員工內在動機（挑戰性與樂在工作）與員工創新行為具有中介效果。本研究共發出300對問卷，實收有效問卷共281對，有效回收率 93.7％。利用迴歸分析法，最後研究結果如下：1. 員工內在動機（挑戰性與樂在工作）對其知覺組織創新氣候有正向影響；2. 員工內在動機（挑戰性與樂在工作）對其創新行為表現有正向影響；3. 員工的創新行為表現會因知覺組織創新氣候不同有所差異；4. 當員工的內在動機（挑戰性與樂在工作）知覺到組織創新氣候是強烈的，其創新行為表現相對較高。

Nowadays, enterprises are facing a highly competitive environment, in order to maintain their sustainable competitive advantages. Employee’s innovation behavior has become an important factor in developing key technologies. In our study, we emphasized the importance of intrinsic motivation, we believe that intrinsic motivation such as challenge and enjoyment is part of a person’s characteristics. It will influence how they perceive organizational innovative climate, thus impact their innovative behavior.
The main study has four issues. First, the employees’ intrinsic motivation (challenge & enjoyment) perceived organizational innovative climate. Second, employees’ intrinsic motivation (challenge & enjoyment) has positive effect on their innovative behavior. Third, employees perceived organizational innovative climate has positive effect on their innovative behavior. Fourth, employees perceived organizational innovative climate has partially intermediary effect on their innovative behavior.
Based on the regression analysis, we concluded that. First, employees perceived organizational innovative climate would be affected by employees’ intrinsic motivation (challenge & enjoyment). Second, employees’ innovative behavior would be affected by employees’ intrinsic motivation (challenge & enjoyment). Third, employees’ innovative behavior would be affected by how they perceived organizational innovative climate. There will be relatively high innovative behavior when the employees perceived organizational innovative climate meet their intrinsic motivation (challenge & enjoyment).

目 錄
摘要 i
Abstract ii
目 錄 iv
表 目 錄 v
圖 目 錄 vi
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
第二章 文獻探討 5
第一節 內在動機 5
第二節 知覺組織創新氣候 8
第三節 創新行為 15
第三章 研究方法 25
第一節 研究架構與假設 25
第二節 研究變項定義 27
第三節 研究樣本 34
第四節 資料分析方法 39
第四章 研究結果與討論 41
第一節 研究變項間之相關分析 41
第二節 主要效果之檢驗 44
第三節 中介效果之檢驗 49
第五章 結論與建議 51
第一節 研究結論 51
第二節 學術與管理實務意涵 54
第三節 研究限制與後續研究建議 57
參考文獻 59
一、 中文部分 59
二、 英文部分 60

參考文獻
一、中文部份
1.王相欽（民85），工作動機對組織承諾、工作滿足、績效表現的影響：以LMX、工作特性為中介變數。國立中正大學企業管理研究所未出版之碩士論文。
2.李安麗（民90），研發人員工作動機與工作滿足對創造力之影響—以P公司為例。國立中央大學企業人力資源管理實務專題研究成果發表會論文集。
3.沈明權（民88），個人特質、組織特性與組織創新之研究。國立中央大學人力資源管理研究所碩士論文。
4.邱皓政（民89），組織環境與創意行為—組織創新量表的發展與創新指標的 建立（從科技產業到政府機構）。國科會專案研究計劃成果報告，技術創造力特性與開發研究，子計畫九。
5.邱皓政（民99），量化研究與統計分析。第五版，台北：五南。
6.房美玉（民91），台灣高科技產業之組織文化與內外工作動機之交互作用對於工作績效及工作滿意度的影響。管理評論 ， 21 (3)， 69-96
7.吳秉恩（民82），組織行為學。台北：華泰。
8.許士軍（民66），工作滿足、個人特徵與組織氣候-文獻探討及實證研究。國立政治大學學報，13-56。
9.陳今珍（民93），學校本位創新經營之研究。國立臺灣師範大學教育學系碩士論文。
10.陳玉樹、胡夢鯨（民97），任務動機與組織創新氣候對成人教師創意教學表現之影響：階層線性模式分析。教育心理學報，40(2)，179-198。
11.彭台光、高月慈、林鉦棽（民95），管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23(1)，77-98。
12.楊蓉昌（民78），企業組織與管理，台北：五南。
13.潘文章（民85），企業管理，台北：三民。
14.蔡啟通（民86），組織因素、組織成員整體創造性與組織創新之關係。台灣大學商學研究所博士論文。
15.蔡啟通、高泉豐（民93），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(5)，571-592。
16.蔡啟通（民97），內在動機與員工創新行為之關係：Amabile三元交互效果及Shin中介效果之驗證。管理學報，25(5)，549-575。
17.劉曉雯（民87），創造力工作環境特質對組織創新行為影響關係之研究—兼論內外在動機與資訊科技基磐特徵之作用。國立中央大學企業管理研究所碩士論文。
18.賴姿蓉（民87），組織創新對人力資源管理角色影響之研究。國立政治大學公共行政研究所碩士論文。
19.賴彥如（民101），員工內在動機與工作滿意度、工作績效之研究－以組織認同為中介變數。國立中正大學企業管理研究所碩士論文。
20.簡文娟（民88），組織創新氣候評鑑量表之建立—以高科技產業為實證研究對象。國立中央大學企業管理研究所碩士論文。
二、英文部份
1. Amabile, T.M. (1983). The Social Psychology of Creativity. NY: Springer-Verlag
2. Amabile, T.M. (1988). A Model of Creativity and Innovation in Organizations. Research in Organizational Behavior, 10, 123-167.
3. Amabile, T.M. (1993). Motivational Synergy: Toward New Conceptualizations of Intrinsic and Extrinsic Motivation in Workplace. Human Resource Management Review. 3, 185-201.
4. Amabile, T.M. (1995). KEYS: Assessing the Climate for Creativity. Instrument Published by the Center for Creative Leadership, Greensboro NC.
5. Amabile, T.M. (1996). Creativity in Context: Update to the Social Psychology of Creativity. Oxford: Westview Press.
6. Amabile, T.M. (1997). Motivating Creativity in Organizations: On Doing What You Love and Loving What You Do. California Management Review, 40(1), 39-58.
7. Amabile T.M., & Gryskiewicz N. (1989). The Creative Environment Scales: The
Work Environment Inventory. Creativity Research Journal, 2, 231-254.
8. Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the Work Environment for Creativity. Academy of Management Journal, 39, 1154-1184.
9. Amabile, T.M., Hill K.G., Hennessey B.A., & Tighe E.M. (1994). The Work Preference Inventory: Assessing Intrinsic and Extrinsic Motivational Orientations. Journal of Personality and Social Psychology, 66, 950-967.
10. Amabile, T. M., DeJong, W., & Lepper, M.(1976). Effects of Externally Imposed Deadlines on Subsequent Intrinsic Motivation. Journal of Personality and Social Psychology, 34, 92-98.
11. Bandura, A. (1986). Social Foundations of Thought and Action. Englewood Cliffs, NJ: Prentice Hall.
12. Baron, R. M., & Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
13. Bharadwaj, S., & Menon, A. (2000). Making Innovation Happen in Organizations: Individual 
Creativity Mechanisms, Organization Creativity Mechanisms or Both. Journal of 
Production Innovation Management, 17, 424-434.
14. Brief, A. P., & Aldag, R. J. (1997). The Intrinsic Extrinsic Dichotomy: Toward Conceptual Clarity. Academy of Management Review, 2(3), 496-500.
15. Campbell, J. P., & Pritchard, R. D. (1976). Motivation Theory in Industrial and Organizational Psychology. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology. , 63-130, Chicago: Rand McNally College Publishing.
16. Chiu, C., & Yang, C. F. (1987). Chinese Subjects’ Dilemmas: Humility and Cognitive Laziness as Problems in Using Rating Scales. Bulletin of the Hong Kong Psychological Society, 18, 39-50.
17. Collins, M. A., & Amabile, T. M. (1999). Motivation and Creativity. In R. J.
Sternberg (Ed.), Handbook of creativity, 297-312. Cambridge, UK: Cambridge
University Press.
18. Csikszentmihalyi, Mihaly (1990). Flow: The Psychology of Optimal Experience.
New York: Harper and Row.
19. Deci, E. L. (1971). The Effect of Externally Mediated Rewards on Intrinsic
Motivation. Journal of Personality and Social Psychology, 18, 105-115.
20. Deci, E. L., & Ryan, R. M. (1985). Intrinsic Motivation and Self-Determination
in Human Behavior. New York: Plenum Press.
21. Drazin, R., Glynn, M. A., & Kazanjian, R. K. (1999). Multilevel Theorizing
About Creativity in Organizations: A Sensemaking Perspective. The Academy of
Management Review, 24(2), 286-307.
22. Joyce, W. F., & Slocum Jr., J. W. (1984). Collective Climate: Agreement as a
Basis or Defining Aggregate Alimates in Organizations. Academy of
Management Journal, 27(4), 721-742.
23. Hackman, J. R., & Oldham, G. R. (1975). Development of the Job Diagnostic
Survey. Journal of Applied Psychology, 60, 159-170.
24. Hackman, J.R., and Oldham, G.R. (1976). Motivation through the Design of
Work. Organizational Behavior and Human Performance, 16: 250-279.
25. Harlow, H. F., Harlow, M. K., & Meyer, D. R. (1950). Learning Motivated by a
Manipulation Drive. Journal of Experimental Psychology, 40(2), 228-234.
26. Herzberg, F. (1966). Work and the Nature of Man. Cleveland: World Press.
27. Hunt, J. M. (1965). Intrinsic Motivation and Its Role in Psychological
Development. Nebraska Symposium on Motivation, 13, 189–282.
28. James, L., James, L. & Ashe, D. (1990). The Meaning of Organizations: The
Role of 
Cognition and Values. In B. Schneider (Ed.), Organizational climate and
culture, 
San Francisco: Jossey-Bass, 40-84.
29. Janssen, O., & Yperen, N.W.V., (2004). Employees’ Goal Orientations, the
Quality of Leader-Member Exchange, and the Outcomes of Job Performance
and Job Satisfaction. Academy of Management Journal, 47, 368-384.
30. Kanter, R. M. (1984). Innovation: Our Only Hope for Times Ahead ? Sloan
Management Review, 25(summer), 51-55.
31. Kanter, R. M. (1988). When a Thousand Flowers Bloom: Structural, Collective,
and Social Conditions for Innovation in Organization. In B. M. Staw & L. L.
Cummings (Eds.), Research in Organizational Behavior 10, 169-211. Grenwich,
CT: JAI.
31. Katzell, R. A., & Thompson, D. E. (1990). Work Motivation: Theory and
Practice. American Psychologist, 45(2), 144-153.
32. King, N., & Anderson, N. (1995). Innovation and Change in Organizations.
London & New York.
33. Kleysen, Robert, F., & Street, Christopher, T. ( 2001). Toward a
Multi-Dimensional Measure of Individual Innovative Behavior. Journal of
Intellectual Capital, 2(3), 284-296
34. Lepper, M. R., Greene, D., & Nisbett, R. E. (1973). Undermining Children’s
Intrinsic Interest with Extrinsic Reward: A Test of the Overjustification
Hypothesis. Journal of Personality and Social Psychology, 28, 129-137.
35. Montgomery, K. (1954). The Role of Exploratory Drive in Learning. Journal of
Comparative and Physiological Psychology, 47, 60–64.
36. Nunnally, J.C., (1978). Psychometric Theory, New York: McGraw-Hill.
37. Oldham, G. R., & Cummings, A. (1996). Employee Creativity: Personal and
Contextual Factors at Work. Academy of Management Journal, 39(3), 607-634.
38. Payne, R., & Pugh, D.S. (1976). Organizational Structure and Climate. In M.D.
Dunnette (ed.), Handbook of Industrial Psychology. Chicago: Rand McNally,
1125-73.
39. Piccolo, R.F., & Colquitt, J. A. (2006). Transformational Leadership and Job
Behaviors: The Mediating Role of Core Job Characteristics. Academy of
Management Journal, 49, 327-40.
40. Porter, L.W. E.E. Lawler III (1968). Managerial Attitudes and Performance.
Homewood, Illinois: Richard D. Irwin, Inc.
41. Scott, S. G., & Bruce, R. A., (1994). Determinants of Innovative Behavior: A
Path Model of Individual Innovation in the Workplace. Academy of
Management Journal, Jun, 37(3) , 580-607.
42. Shalley, C. E. (1991). Effects of Productivity Goals, Creativity Goals, and
Personal Discretion on Individual Creativity. Journal of Applied Psychology,
76, 179–185.
43. Shalley, C. E., Gilson, L. L., & Blum, T. C. (2000). Matching Creativity
Requirement and the Work Environment: Effects on Satisfaction and Intentions
to Leave. Academy of Management Journal, 43, 215-223.
44. Tagiuri, R., & Litwin, G.H. (1968). Organizational Climate: Explorations of a
Concept. Boston, MA: Harvard University.
45. Taggar, S. (2002). Individual Creativity and Group Ability to Utilize Individual
Creative Resources: A Multilevel Model. Academy of Management Journal,
45(2), 315–330.
46. Teo, T.S.H., Lim, V.K.G & Lai, R.Y.C (1999). Intrinsic and Extrinsic
Motivation in Internet Usage. Omega, 27(1), 25-37.
47. Tierney, P., Farmer, S. M., & Graen, G. B. (1999). An Examination of
Leadership and Employee Creativity: The Relevance of Traits and Relationships.
Personnel Psychology, 52, 591–620.
48. Torrance, E. P. (1983). The Importance of Falling in Love with “Something.”
Creative Child and Adult Quarterly, 8, 72-78.
49. Tsai, C. T., Kao, C. F., Ting, S. S., & Huang, K. L. (2002). The Relationship
among Cognitive Factors, Work Environment, Innovative Behavior, and
Employee Effectiveness. Paper presented at the 41st Annual
Convention of the Chinese Psychological Association, National Cheng Kuan
University, Tainan. (in Chinese)
50. Tushman, N.L., & Nadler, D.A. (1986). Organizing for Innovation. California
Management Review, 28, 74-92.
51. Van de Ven, A. (1986). Central Problem in the Management of Innovation.
Management Science, 32, 590-607.
52. Vroom, V. H. (1964). Work and Motivation. New York: Wiley.
53. West M., & Farr J. (1989). Innovation at Work: Psychological Perspectives.
Social Behavior , 4, 15-30
54. White, R. (1959). Motivation Reconsidered: The Concept of Competence.
Psychological review, 66, 297–333.
55. Wolfe, R. A. (1994). Organizational Innovation: Review, Critique and
Suggested Research Directions. Journal of Management Studies, 31(3), 83-96.
56. Woodman R., Sawyer J. & Griffin R. (1993). Toward A Theory of
Organizational Creativity. Academy of Management Review, 18 , 293-321
57. Zhou, J., & George, J. M. (2001). When Openness to Experience and
Conscientiousness are Related to Creative Behavior: An Interactional Approach.
Journal of Applied Psychology, 86(3), 513-524.