本研究旨在探討上班族的應得權益感、創新行為與轉換型領導之間的關係。應得權益感若與創新行為之間有所關聯，則轉換型領導是否會改變應得權益感和創新行為之間的關係?企業針對應得權益感的員工應如何管理，才能使其產生更高的創新行為表現，以及主管轉換型領導會如何影響兩者間之關係，是本研究欲探討的主要問題。
本研究以在職場工作的上班族作為主要研究對象，採用問卷調查方式來蒐集資料，總共收回有效問卷數291份，使用應得權益感量表、創新行為量表和轉換型領導量表作為研究工具。調查所得到的資料透過統計軟體 SPSS 22 和 Mplus 6 來進行分析，利用因素分析、信度分析、描述性統計分析、獨立樣本t檢定、單因子變異數分析(ANOVA)、相關分析和迴歸分析等方式來分析資料。

研究結果發現：
一、應得權益感與創新行為呈現正向關係。
二、轉換型領導與創新行為呈現正向關係。
三、轉換型領導對於應得權益感於創新行為的關係具有調節效果。
當轉換型領導程度高，會弱化應得權益感和創新行為之間的正向關係。

本研究最後根據上述研究結果，提出結論及相關建議，提供未來的研究者作為後續研究之參考。

The purpose of this study was to investigate the relationship between psychological entitlement and innovation behavior. Moreover, we investigated whether the relation between psychological entitlement and innovation behavior was moderated by transformational leadership in order to verify the different effects in various conditions.

The data were collected from 291 employees. The measures included Psychological Entitlement Scale (PES), Innovative Behavior Scale and Multifactor Leadership Questionnaire (MLQ 5X). Data analysis were factor analysis, reliability analysis, descriptive statistic analysis, independent-sample t test, analysis of variance (ANOVA), Pearson correlation and regression analysis, using SPSS 22 and Mplus 6. The results of hierarchical regression revealed:
1. Psychological entitlement was positively related to innovation behavior.
2. Transformational leadership was positively related to innovation behavior.
3. A high level of transformational leadership would weaken the positive relationship between psychological entitlement and innovation behavior.

論文審定書 i
誌謝 ii
中文摘要 iii
英文摘要 iv
目錄 v
圖次 vii
表次 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 主要名詞解釋 5
第二章 文獻探討 7
第一節 應得權益感 7
第二節 轉換型領導 9
第三節 創新行為 11
第四節 應得權益感、轉換型領導與創新行為之關係 13
第三章 研究方法 18
第一節 研究架構 18
第二節 研究假設 19
第三節 研究樣本 19
第四節 研究工具 24
第五節 研究工具摘要整理 26
第六節 共同方法變異之檢測與說明 27
第七節 控制變項 28
第八節 研究程序 29
第九節 資料處理分析 29
第四章 研究結果 31
第一節 應得權益感、創新行為及轉換型領導之現況 31
第二節 人口變項在應得權益感、創新行為及轉換型領導上的差異情形 33
第三節 應得權益感、創新行為及轉換型領導等三個變項與年齡、現職年資的相關
分析 38
第四節 應得權益感、創新行為及轉換型領導之迴歸分析 39
第五章 討論與建議 43
第一節 研究發現與討論 43
第二節 管理實務意涵 46
第三節 研究限制與未來研究建議 47
參考文獻 49
附錄(問卷) 57

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