在當前變化迅速、競爭激烈且注重創新的社會環境中，企業的成功很大程度上依賴於員工的表現和創新能力。在此環境下，隨著勞動法規的完善和社會價值觀的提升，員工逐漸期望獲得公平的薪資、合理的工時安排和職業發展機會，並重視自身權益與待遇。員工對於權益的要求也引起了學者的廣泛關注。過去學者多探究應得權益感所造成的不利觀點，而近年來開始有學者提出，員工若具備應得權益感這一特質，可以為企業產生有利的結果，並探討應得權益感之前因。
因此，為探究心理賦權、員工應得權益感及創新行為間之關聯性，並且檢視創意自我效能對此段關係的調節影響，本研究的研究對象以在職人員為主，採兩階段問卷進行發放，最後有效問卷共回收243份。研究結果顯示：心理賦權和創新行為間具正向的關聯性、心理賦權和員工應得權益感間具正向的關聯性，而員工應得權益感與創新行為具正向的關聯性，此外，員工應得權益感在心理賦權和創新行為間的正向關聯性中，具有中介效果，最後，創意自我效能在員工應得權益感和創新行為的正向關聯性中，具調節效果。依據研究結果提出實際運用與建議，以及研究限制，供企業界與學術界參考。

In today's rapidly evolving and competitive environment, the success of enterprises hinges on employee performance and innovation. As labor regulations improve and social values shift, employees increasingly expect fair compensation, reasonable hours, and career development, emphasizing their rights. Employee entitlement demands have garnered scholarly interest, with recent studies suggesting that a sense of entitlement may positively contribute to organizational success. This research explores the relationships between psychological empowerment, employee entitlement, and innovation behavior, with creative self-efficacy as a moderating factor. Using a two-stage survey, 243 valid responses were analyzed via IBM SPSS 24 and Mplus 6. The findings reveal that: Psychological empowerment is positively related to Innovation Behavior; Psychological empowerment is positively related to employee entitlement; Employee entitlement is positively related to innovation behavior; Employee entitlement mediates the positive relationship between psychological empowerment and innovation behavior; Creative self-efficacy moderates the positive association between employee entitlement and innovative behavior. Based on the findings, this study offers practical and management-related suggestions for businesses and directions for future research.

論文審定書 ........................................................................................... i
摘要 ...................................................................................................... ii
Abstract ............................................................................................... iii
目錄 ..................................................................................................... iv
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 心理賦權 ................................................................................. 4
第二節 創新行為 ................................................................................. 6
第三節 員工應得權益感 ..................................................................... 8
第四節 創意自我效能 ........................................................................ 11
第三章 研究方法 ................................................................................ 13
第一節 研究架構 ................................................................................ 13
第二節 研究各假設 ............................................................................ 14
第三節 研究樣本 ................................................................................ 15
第四節 研究工具 ................................................................................ 17
第五節 研究控制變項 ........................................................................ 21
第六節 資料分析 ................................................................................ 23
第七節 共同方法變異檢測 ................................................................ 25
第四章 討論結果 ................................................................................ 27
第一節 各變項之現況分析 ................................................................ 27
第二節 人口變項與主要變項之差異檢定 ........................................ 29
第三節 相關係數分析 ........................................................................ 35
第四節 中介模型..................................................................................37
第五節 調節模型..................................................................................39
第六節 調節模型：強弱分配............................................................. 41
第五章 討論與建議 ............................................................................ 43
第一節 研究發現與討論 .................................................................... 43
第二節 實務管理意涵 ........................................................................ 45
第三節 研究限制與未來建議 ............................................................ 47
參考文獻 ............................................................................................. 49
附錄：問卷 ......................................................................................... 60

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