隨著時代的轉變，企業營運方向、組織甚至員工的工作模式皆需要調整。改變只透過以往的專業知識行事，接收新事物成為現今工作所需的模式。本研究探討在不同組織中，帶給員工的文化及工作知識的養成，員工選擇與自己理念相符的企業，認同公司的文化、產品及經營理念，進而改善工作模式、開發創新，並讓員工在職涯的過程中感到成就、有被他人認可的感受，為公司帶來更大的經濟效益。
本研究以多種產業公司的從業人員為研究對象。問卷區分兩階段進行調查，有效問卷來共計308份。以描述性統計、信度分析、驗證性分析、相關分析及迴歸進行分析，探討「個人與組織適配」對「組織認同」的影響與「組織認同」對「個人與組織適配」與「員工創新行為」之中介效果，以及分析「職涯資本」對「組織認同」與「員工創新行為」之調節效果。研究結果如下：
一、「個人與組織適配」對「組織認同」具顯著正向影響性。
二、「個人與組織適配」對「員工創新行為」具顯著正向影響性。
三、「組織認同」對「員工創新行為」具顯著正向影響性。
四、「職涯資本」對「員工創新行為」具顯著正向影響性。
五、「組織認同」對「個人與組織適配」與「員工創新行為」具完全中介效果。
六、「職涯資本」對「組織認同」與「員工創新行為」不具有調節效果。
依據研究結果，提出具體研究結論與建議供實務界與後續研究之參考。

With the change of the era, the adjust requirement of business direction, organization culture, and the employee’s way of working are increasing with the times. Today’s way of working is to accept the new idea and process the task not to rely on the out-of-date professional knowledge. This study is in different business organizations, the enterprise culture can influent the employee, and build the working knowledge to the employee. The employee will choice the enterprise which has the same idea with himself or herself. Furthermore, to identify himself or herself with culture, product, and idea of this company. And it can improve the working mode, the innovation of development, and it can let the employee have achievement during the working, and accepted by other colleagues so that it can bring the huge economic benefit to the company.
The subjects of the study are the employees who belong to multiple industries. There is a two-stage questionnaire survey, and the number of valid questionnaires is 308. The statistical analyses of descriptive statistics, reliability analysis, confirmatory factor analysis, Pearson correlation analysis, and multiple regression analysis are used in the study. The results of the study areas below.
i. Person-organization fit (P-O Fit)” has a significantly positive impact to organizational identification.
ii. Person-organization fit (P-O Fit)”has a significantly positive impact on employees' innovative behavior.
iii. Organizational identification has a significantly positive impact on employees' innovative behavior.
iv. Career capital has a significantly positive impact on employees' innovative behavior.
v. Organizational identification has full mediation effect between person-organization fit and employees' innovative behavior.
vi. Career capital does not have a moderation effect between organizational identification and employees' innovative behavior.
According to the research results, there are some concrete conclusions and suggestions provided for practice and future study as references.

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
第二章 文獻探討 ......................................................................................... 5
第一節 個人與組織適配 .......................................................................... 5
第二節 組織認同 ...................................................................................... 8
第三節 員工創新行為 ............................................................................ 12
第四節 職涯資本 .................................................................................... 16
第五節 各研究變項間之關係 ................................................................ 20
第六節 研究架構 .................................................................................... 24
第三章 研究方法 ....................................................................................... 25
第一節 研究對象、資料蒐集與樣本特性............................................ 25
第二節 研究變項操作性定義及衡量工具............................................ 29
第三節 測量模式 .................................................................................... 36
第四節 資料分析方法 ............................................................................ 38
第四章 實證分析結果 ............................................................................... 39
第一節 各研究變項間之相關分析 ........................................................ 39
第二節 直接與間接效果之迴歸分析 .................................................... 41
第五章 結論與建議 ................................................................................... 47
第一節 研究結論 .................................................................................... 47
第二節 管理實務意涵 ............................................................................ 51
第三節 研究限制與未來研究建議 ........................................................ 54
參考文獻 ..................................................................................................... 57
一、 中文部分 ......................................................................................... 57
二、 英文部分 ......................................................................................... 58
三、 網站資料 ......................................................................................... 58
附錄一 ....................................................................................................... 65
附錄二 ....................................................................................................... 69

一、 中文部分
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唐永泰（2008）。轉換型領導、交易型領導與員工創新行為之關係。創新與管理，5(2)，49-77。
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莊璦嘉、蘇弘文（2005）。主觀適配的特質環境前因與工作態度後果之探討。人力資源管理學報，5，1-27。
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陸洛、謝碧霞、潘君鳳（2009）。職場性別公平現況與性別公平知覺對工作態度 之影響－台灣全國樣本之分析，管理實務與理論研究，3(3)，78-102。
黃能堂、曾暄芹（2015）。員工創新行為之研究探討。科技與人力教育季刊，2(2)，1-15。
溫金豐（2005）。新進專業人員的組織社會化戰術與組織認同之關係：工作經驗與成長需求強度的干擾效應。台大管理論叢，2(15)，143-164。
溫金豐、林裘緒、錢書華（2011）。轉換型領導與組織認同：領導者組織典範性知覺的調節效果。臺大管理論叢，21(2)，265-286。
蔡啟通（2006）。領導者部屬交換與員工創新行為：組織正義之中介效果及組織特性之干擾效果。管理學報，23(2)，171-193。
賴明政（2005）。流通連鎖產業之企業倫理價值、組織承諾與成員─組織適配
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。
魏鸞瑩（2012）。以職涯資本觀點探討人力發展新趨勢，T&D飛訊，145，1-20。
關係之研究。行銷評論，2(1)，107-128。
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三、 網站資料
行政院主計處（ 行政院主計處（ 2017）。 人力運用調查統計結果行政院主處全球資訊網）。 人力運用調查統計結果行政院主處全球資訊網）。 人力運用調查統計結果行政院主處全球資訊網）。 人力運用調查統計結果行政院主處全球資訊網）。 人力運用調查統計結果行政院主處全球資訊網）。 人力運用調查統計結果行政院主處全球資訊網）。 人力運用調查統計結果行政院主處全球資訊網）。 人力運用調查統計結果行政院主處全球資訊網擷取 日期：， https://www.dgbas.gov.tw/public/Attachment/71220161626PNHRNIPU.pdf。
資誠聯合會計師事務所（ 2017）。 2017資誠臺灣企業領袖調查報告。聯合會 計師事務 PwC Taiwan。擷取日期：， https://www.pwc.tw/zh/ceo-survey/2017/assets/2017-pwctw-ceo-survey.pdf。