近年來，由於資訊科技的進步與產品生命週期的縮短等影響，創新行為成為國內外日趨重要的研究議題，企業必須透過創新才能在國際間與產業間保有競爭力。然而在台灣整體生活水平上升之際，企業除了以優渥的薪酬與獎金鼓勵創新之外，員工幸福感的經營更是組織投資員工創新行為的長遠之計。此外，因組織文化的差異在員工創新的過程中會帶來不同的結果，而台灣企業大多又以官僚文化為主，本研究決定進一步檢視幸福感、官僚文化與創新行為之間的關係。

本研究之主要目的是在探討幸福感對員工創新行為的影響，並找出情緒幸福感、心理幸福感、社會幸福感，三種層次的幸福感，何者對員工創新行為有較強的影響力。另外，官僚文化對創新行為的影響力，及官僚文化分別對三種幸福感與創新行為的調節效果也是本研究的目的之一。

研究結果顯示，情緒幸福感、心理幸福感與社會幸福感，都會正向影響員工創新行為的表現，尤其心理幸福感與創新行為的正向顯著關係最為強烈。而官僚文化與創新行為沒有直接關係，但在調節效果方面，官僚文化對情緒幸福感與創新行為有正向調節作用，對心理幸福感、社會幸福感與創新行為則沒有顯著調節效果。最後本研究將依據結果，提出理論貢獻與管理意涵。

In recent years, due to the advances in information technology and the shortening of product life cycles, innovative behavior has become an important research topic worldwide. In order to be competitive in global and their professional fields, enterprises must be able to innovate. Besides, as the rises of living level in Taiwan, in addition to using incentives and bonuses to encourage innovation, the management of employee well-being is a long-term plan for the organization to invest in employee innovation. In addition, due to differences in organizational culture might bring different results to employee innovation, and Taiwanese companies mostly rely on bureaucratic culture, this study decided to further examine the relationship between well-being, bureaucratic culture and innovative behavior.

The main purpose of this study is to explore the relation between well-being and employee innovative behavior, and to find among emotional well-being, psychological well-being and social well-being, which has the strongest influence on employee innovative behavior. Moreover, the relation between bureaucratic culture and innovative behavior, as well as the moderating effect of bureaucratic culture is also important in this study.

The results show that emotional well-being(EWB), psychological well-being(PWB) and social well-being(SWB) have positive effects on innovative behaviors. In particular, SWB has the strongest effect. Furthermore, bureaucratic culture has no direct relation with innovative behavior. However, it has a positive moderating effect on EWB and innovative behavior, and there is no significant moderating effect on PWB, SWB and innovative behavior. Finally, this study will provide theoretical contributions and management implications based on the results.

論文審定書............................................................................................i
致謝......................................................................................................ii
摘要.....................................................................................................iii
Abstract...............................................................................................iv
目錄......................................................................................................v
圖目錄..................................................................................................vi
表目錄..................................................................................................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
第二章 文獻探討...................................................................................4
第一節 幸福感.......................................................................................4
第二節 創新行為..................................................................................10
第三節 官僚文化..................................................................................12
第四節 變項之間的關係.......................................................................14
第三章 研究方法..................................................................................17
第一節 研究架構與假設.......................................................................17
第二節 研究流程..................................................................................18
第三節 研究對象與施測程序................................................................19
第四節 研究工具..................................................................................21
第四章 研究結果..................................................................................29
第一節 敘述性統計與相關分析.............................................................29
第二節 迴歸分析..................................................................................31
第五章 結論與建議...............................................................................38
第一節 研究結論..................................................................................38
第二節 管理意涵與建議.......................................................................41
第三節 研究限制與未來研究建議.........................................................42
參考文獻..............................................................................................44
附錄：研究問卷...................................................................................51

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