隨著競爭市場的白熱化與產品生命週期日益縮短的現狀，各公司無不尋求創
新以期成為產品領先者；因此，員工個人是否具備創新行為將成為公司競爭優勢
的重要來源之一。本研究採用問卷抽樣方式，以製造業之銷售、製程與研發等單
位人員為研究對象，以階層迴歸進行研究分析，目的在於探討銷售、製程與研發
等單位人員其知識特徵及自我效能對個人創新行為的影響；另同時探討透過自我
效能的中介效果，知識特徵是否會對其創新行為產生一定程度的影響。此外，銷
售、製程與研發等單位人員對於產業環境不確定因素之預測程度在自我效能與創
新行為關係間是否扮演調節的角色。
經研究結果發現，知識特徵與自我效能分別對個人的創新行為有正向的顯著
影響，但知識特徵對自我效能無顯著影響；此外，自我效能在與產業環境不確定
性因素交互作用之後，對個人創新行為有著顯著的效果。
誠如本研究結果發現，管理者若可提升員工認知自身所具備之知識工作特徵
的重要性，適時地提振員工自信心，及降低外部環境的不確定性，將會對員工之
創新行為產生正向的刺激與激勵作用。

Along with global marketing competition and shortened product life cycle, many
firms attempt to engage in innovative activities in order to create new products for
improving their competitive advantage. Firms’ successful innovative activities are
intimately linked with employees’ innovation capability. Prior studies have showed that
knowledge characteristic and self-efficacy have a great impact on employees’
innovation capability. However, few studies investigate that industrial environmental
uncertainty may moderate the relation between self-efficacy and employees’ innovation
capability in manufacturing industry. Industrial environmental uncertainty is a key
influencing factor in the competitive environment, especially for manufacturing industry.
Therefore, we address the research gap by investigating sales, process, and R&D
employees in manufacturing industry. Furthermore, we regard self-efficacy as mediator
in the relationship between knowledge characteristic and employees’ innovation
capability.
Our results show that knowledge characteristic and self-efficacy has positive effect
on employees’ innovation capability, and industrial environmental uncertainty positively
moderates the relation between self-efficacy and employees’ innovation capability.
Furthermore, knowledge characteristic has not significant impact on self-efficacy.
These finding hold some important practical implications. For example, manager
should pay more attention on employees’ knowledge characteristic, and inspire their
self-confidence. Moreover, manager may reduce the impact of industrial environmental
uncertainty on organization in order to promote employees’ innovation capability.

論文審定書 i
摘 要 ii
Abstract iii
表 次 viii
圖 次 ix
第一章 緒論 1
第一節 研究背景與動機 1
一、 研究背景 1
二、 研究動機 3
第二節 研究目的及研究問題 7
第三節 研究流程 8
第二章 文獻探討 9
第一節 知識特徵 9
一、工作特性 9
二、廣義的工作設計模型 10
三、知識特徵 11
第二節 自我效能 13
一、自我效能的定義 13
二、自我效能的主要訊息來源 14
第三節 創新行為 16
一、創新的定義 16
第四節 產業環境不確定性 18
一、環境的定義 18
三、環境不確定性的定義 19
第三章 研究方法 22
第一節 研究架構與假設 22
第二節 研究方法 23
第三節 研究變項與問卷設計 24
一、研究對象與抽樣 24
二、研究工具 25
第四節、前測分析 34
一、信度分析(reliability analysis) 34
二、效度分析 35
第五節 本章節語 38
第四章 結果分析與討論 39
第一節、敘述性統計 39
第二節 信度分析 42
第三節 相關性分析 43
第四節 因素分析 45
第五節 階層迴歸分析 46
一、「知識工作特徵」對「自我效能」之影響 46
二、「知識工作特徵」對「創新行為」之影響 47
三、「自我效能」與「創新行為」之影響 48
四、「產業環境不確定性」在「自我效能」與「創新行為」關係間之調節效果 49
五、研究模式修正 50
第六節、研究假設檢驗結果綜合分析 53
第七節 銷售、製造及研發單位人員與研究變項關聯性綜合研究結果 分析 54
一、「知識工作特徵」對「自我效能」之影響 54
二、「知識工作特徵」對「創新行為」之影響 55
三、「自我效能」對「創新行為」之影響 55
四、「產業環境不確定性」在「自我效能」與「創新行為」關係間之調節效果 56
五、「產業環境不確定性」在「知識特徵」與「創新行為」關係間之調節效果 57
第五章 結論與建議 60
第一節 研究結論與討論 60
一、「知識工作特徵」對「自我效能」之影響 61
二、「知識工作特徵」對「創新行為」之影響 61
三、「自我效能」與「創新行為」之影響 62
四、「產業環境不確定性」在「自我效能」與「創新行為」關係間之調節效果 63
五、「產業環境不確定性」在「知識工作特徵」與「創新行為」關係間具有調節效果 63
六、銷售、製造及研發單位人員與研究變項關聯性分析結果與討論 64
第二節 管理意涵 67
一、個人層面 67
二、公司層面 69
第三節 研究限制 70
一、研究變數之限制 70
二、研究對象之限制 70
參考文獻 72
一、中文文獻 72
二、英文文獻 74
附表一：中華民國行業標準分類：Ｃ大類「製造業」 79
附錄二：本研究正式問卷 82

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