創新是組織成功與存續的關鍵，故一直以來實務界與學術界皆持續地關注與探究創新相關之議題。過去許多不同研究針對創新行為之各層次前置因素進行探討，而本研究認為組織創新之基礎源自於員工個人行為，故欲聚焦於個體層次之前置因素，欲驗證心理賦權、內在動機與創新行為之間的關係，並延伸探討員工體驗之調節效果。換言之，組織及管理者是否能透過提高心理賦權、內在動機與員工體驗驅動員工展現創新行為是本研究欲探討之問題。
本研究主要研究對象以企業在職員工為主，以便利抽樣方式發放問卷予不同產業別、職位與教育程度等之填答者，最終回收共計376份問卷，研究結果發現：
一、 內在動機與創新行為呈正向關係。
二、 心理賦權與內在動機呈正向關係。
三、 內在動機中介心理賦權與創新行為的關係。
四、 員工體驗對於心理賦權與內在動機間之正向關係具部分調節效果。
五、 員工體驗對於內在動機與創新行為間之正向關係具部分調節效果。
最後，據本研究結果提出實務管理意涵及未來研究建議。

Innovation is the key to the success and survival of an organization. Both academic and practice fields have been exploring and paying close attention to innovation-related issues. Many different studies have discussed the pre-factors of innovation behavior at various levels, but this study believes that the basis of organizational innovation originates from the individual behavior of employees. Therefore, this study would focus on the pre-factors at the individual level, verify the relationships among psychological empowerment, intrinsic motivation and innovation behavior, and discuss the moderating effect of employee experience. In other words, this study intends to explore whether organizations and managers can drive employees’ innovation behaviors by improving psychological empowerment, intrinsic motivation, and employee experience.
The data were mainly collected from employees of enterprises. The questionnaires were distributed to respondents of different industries, job positions, and education levels by means of convenience sampling. A total of 376 questionnaires were collected. Results of this study revealed that: (1) intrinsic motivation had a significant positive correlation with innovation behavior; (2) psychological empowerment had a significant positive correlation with intrinsic motivation; (3) intrinsic motivation played a mediating role on the relationship between psychological empowerment and innovation behavior; (4) employee experience had a certain degree of moderating effect on the relationship between psychological empowerment and intrinsic motivation; and (5) employee experience had a certain degree moderating effect on the relationship between intrinsic motivation and innovation behavior.
According to the results, this study provided practical management implications and future research suggestions.

論文審定書 i
中文摘要 ii
英文摘要 iii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第二章 文獻探討 6
第一節 創新行為 6
一、定義 6
第二節 內在動機 7
一、定義 7
二、內在動機與創新行為之關係 8
第三節 心理賦權 9
一、定義 9
二、心理賦權與內在動機之關係 11
三、心理賦權、內在動機與創新行為之關係 12
第四節 員工體驗 12
一、定義 12
二、心理賦權、內在動機、創新行為與員工體驗之關係 14
第三章 研究方法 17
第一節 研究架構與假設 17
第二節 研究樣本 18
第三節 研究工具 19
第四節 共同方法變異之檢驗與事前預防 24
第五節 控制變項 27
第六節 資料處理與分析 28
第四章 研究結果 30
第一節 各變項之現況分析 30
第二節 人口資料對於各變項之差異分析 31
第三節 各變項之相關分析 33
第四節 中介模型：心理賦權、內在動機與創新行為之結構方程模式 35
第五節 調節效果：心理賦權、內在動機、創新行為與員工體驗之結構方程模式 38
第六節 員工體驗強弱分配之結構方程模式 40
第五章 結論與建議 44
第一節 結論與討論 44
第二節 管理意涵 46
第三節 研究限制與未來研究建議 48
參考文獻 50
一、中文部分 50
二、英文部分 51
附錄 59

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