員工創造力是組織創新及永續發展的關鍵，然而員工在日常工作中難以避免的負面事件對創造力存在潛在影響。本研究根據負面相關的重要工作事件（如：上級不當督導、組織內部衝突及工作不安全感等）與員工創造力相關之文獻，結合非單一概念之工作壓力——挑戰型/阻礙型壓力框架，藉以探討負面工作事件透過不同類別之工作壓力對員工創造力之影響。此外，本研究以認知改變作為調節變項，以了解工作壓力與認知改變之交互作用與員工創造力的關係，亦進一步地探究不同程度的認知改變對前述中介機制的調節效果。
本研究採不同時間點（連續兩個工作天，共兩階段）的問卷調查方式，蒐集234份臺灣全職工作者的樣本。分析結果顯示挑戰型壓力會中介負面工作事件與員工創造力之間的關係。此外，認知改變與挑戰型/阻礙型壓力的交互作用，對員工創造力具有影響，且在高度使用認知改變的情境下，負面工作事件透過挑戰型壓力對員工創造力的正向間接效果較強；然而，高度使用認知改變時會削弱負面工作事件透過阻礙型壓力對員工創造力的負向間接效果。本研究有助於拓展工作中面臨的各式負面情境對創新行為的影響之相關理論及實務意涵。

Employee creativity is crucial for organizational innovation and sustainable development. However, negative events that employees encounter in their daily work can potentially impact creativity. Based on the literature linking negative work events(i.e., abusive supervision, conflicts, and job insecurity) and creativity, this study investigates how the relationships between negative work events and employee creativity are mediated by perceived work stress of employees (i.e., challenge and hindrance stressors). In addition, this study also explored the moderating role of cognitive change on the indirect effect of negative work events on employee creativity via challenge/hindrance stressors.
This study used a survey method at different time points to collect a sample of 234 full-time employees in Taiwan. The results show that challenge stressors mediate the relationship between negative work events and employee creativity. Moreover, the interaction between cognitive change and challenge/hindrance stressors influences employee creativity, and under highly-used cognitive change conditions, the positive indirect effect of negative work events on employee creativity through challenge stressors is stronger. However, highly-used cognitive change weakens the negative indirect effect of negative work events on employee creativity through hindrance stressors. These findings contribute to negative work events, work stress, cognitive change and employee creativity, and theoretical and practical implications are also discussed.

論文審定書 i
中文摘要 ii
Abstract iii
目錄 iv
圖次 v
表次 v
第壹章 緒論 1
第貳章 文獻探討與假設發展 4
第一節 員工創造力 4
第二節 挑戰型/阻礙型壓力 4
第三節 認知改變 6
第四節 研究假設發展 6
第參章 研究方法 10
第一節 研究架構 10
第二節 研究樣本與施測程序 10
第三節 研究工具 11
第四節 資料分析方法 12
第肆章 研究結果 13
第一節 描述性統計與相關性 13
第二節 驗證性因素分析結果 13
第三節 假設檢定 14
第伍章 討論 18
第一節 理論意涵 18
第二節 實務意涵 20
第三節 研究限制與未來研究建議 21
參考文獻 23
附錄 30

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