在創新議題研究大都以單一層次(個人層次或組織層次)分析，本研究以跨層次觀點，檢驗個人層次與團隊層次對創新行為的聯合效果與交互效果。本研究提出一個跨層次模型，在個人層次方面，檢驗平衡型心理契約實踐對創新行為的影響；同時在團隊層次方面，以資源基礎理論觀點探討知識導向人力資源管理系統(KHRM)與創新氣候對創新行為的影響。其次，本研究試圖檢驗個人創新行為，當加總為團隊層次，團隊層次創新行為對團隊創新績效影響；在團隊層次方面，檢驗KHRM系統對知識創造與智慧資本在KHRM系統與知識創造之中介作用影響；另外檢驗創新氣候對知識創造的影響效果。最終，檢驗KHRM系統與創新氣候是否會對團隊層次創新績效有直接影響效果。
經蒐集100個團隊資料(包含38家 R&D公司，100位主管，512位 R&D團隊員工)，研究結果發現個人層次平衡型心理契約實踐、團隊層次創新氣候對創新行為有顯著正向影響。同時本研究也發現將個人創新行為提升至團隊層次時，會顯著正向影響團隊創新績效。在團隊層次方面，KHRM系統均顯著對智慧資本、知識創造與創新績效產生正向影響。研究結果也顯示，智慧資本在KHRM系統與創新績效中扮演中介角色。因此，支持KHRM為發展智慧資本並軀動知識創造與創新績效之重要因素。本研究結果可提供資源基礎理論與跨層次理論在創新議題之相關知識。

Previous work on innovation performance has focused on either organization or individual-level analysis. The current study is the first that we are aware of in which multilevel theory and method were applied to innovation behavior and innovation performance. This multilevel study of 100 managers, 512 R&D teams of employees from 38 R&D companies demonstrated that both individual-and team-level factors were significantly associated with innovation behavior: Balanced psychological contract fulfillment explained within-team variance, and innovation climate explained between-team variance. Further, employee innovation behavior aggregated to the team level explained between-team variance in innovation performance.
This paper also explores the impact of the RBV on the theoretical and empirical development of SHRM and innovation climate. This study is to introduce Intellectual capital as a mediating construct between knowledge human resource management (KHRM) systems and knowledge create. This study provides consistent support for the notion that KHRM systems are fundamental in the development of intellectual capital. This study also found intellectual capital to be associated with increased knowledge creation and innovation performance. With regard to intellectual capital’s mediating role in the HR-performance linkage, this study provides both managers and academics with a more fine-grained analysis of how to target HR investments that build intellectual capital, which, in turn, drive team innovation performance. The results contribute to knowledge on the resource-based view of the firm and the importance of multilevel theory.

謝　誌 I
中文摘要 II
ABSTRACT III
圖 目 錄 VI
表 目 錄 VII
第一章 緒論 1
第一節 研究動機與背景 1
第二節 研究目的 4
第二章 文獻探討與假設發展 6
第一節 個人創新行為與團隊創新績效 6
第二節 跨層次分析理論基礎 8
第三節 資源基礎理論與KHRM系統 11
第四節 影響創新行為前因與後果變項：跨層次觀點 23
第五節 KHRM系統、智慧資本與知識創造－團隊層次觀點 30
第六節 創新氣候與知識創造、創新績效－團隊層次觀點 36
第七節 KHRM系統與創新績效－團隊層次觀點 38
第八節 知識創造與創新績效－團隊層次觀點 39
第三章 研究方法 40
第一節 研究架構 40
第二節 研究假設 40
第三節 研究對象與程序 42
第四節 研究變項與衡量 44
第五節 資料分析方法 55
第四章 研究結果 62
第一節 效度衡量分析 62
第二節 創新行為跨層次模式及假設驗證 64
第三節 創新績效－團隊層次分析 69
第五章 結論與討論 75
第一節 研究結果討論 75
第二節 研究意函 77
第三節 研究限制與後續研究建議 81
參考文獻 84
附錄一：問卷 110

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