本研究目的為，以跨層次觀點來探討玩興、工作投入及組織玩興氣氛與員工創新行為的關係。本研究以問卷調查方式進行，正式問卷以30個組織為研究對象，共計發放1,274份問卷，回收1,227份，回收率達96.31%，剔除無效問卷14份，有效問卷為1,213份，有效問卷回收率95.21%。調查資料彙整後，分別使用描述性統計分析、信度分析、因素分析、相關分析、層級線性模型分析等方法，最後歸納出下述結論。
研究分析結果：
1.玩興對員工創新行為具顯著之正向影響力。
2.工作投入對員工創新行為具顯著之正向影響力。
3.組織玩興氣氛對員工創新行為具顯著之正向影響力。
4.組織玩興氣氛對「玩興與員工創新行為的影響力」不具顯著干擾效果。
5.組織玩興氣氛對「工作投入與員工創新行為的影響力」不具顯著干擾效果。

How to encourage employees to produce the innovative behavior in the business organization in this century are very important. This study hopes to discuss the relationship among the personal playfulness, Job involvenment, organization playfulness climate and employee's innovative behavior. It's taken 30 organizations and the effective volume was 1,213, the returns-ratio reached 95.21%. We will use HLM (hierarchical linear model) to analyze the data instead of the regression analysis in tradition.

The major result of this study are as following:

1.Personal playfulness has positive effects on employee's innovative behavior.
2.Job involvenment has positive effects on employee's innovative behavior.
3.Organization playfulness climate has positive effects on employee's innovative behavior.
4.Organization playfulness climate has no moderate effect on the relationship between personal playfulness and employee's innovative behavior.
5.Organization playfulness climate has no moderate effect on the relationship between job involvenment and employee's innovative behavior.

第一章緒論1
第一節研究動機1
第二節研究目的2
第三節研究流程3
第二章文獻探討4
第一節玩興4
第二節工作投入7
第三節組織玩興氣氛12
第四節員工創新行為14
第五節玩興、組織玩興氣氛與員工創新行為之關係17
第三章研究方法20
第一節研究架構與研究假設20
第二節研究變項操作性定義與衡量工具21
第三節資料蒐集方法與樣本特性分析24
第四節量表信度分析33
第五節資料分析方法41
第四章實證分析結果46
第一節研究變項間之關係46
第二節階層線性模型基本特性檢視47
第三節玩興、工作投入對員工創新行為的影響48
第四節組織玩興氣氛對員工創新行為的影響50
第五節組織玩興氣氛對「玩興、工作投入與員工創 新行為關係」的干擾效果51
第五章結論與建議52
第一節研究結果52
第二節管理實務建議 55
第三節研究限制57
參考文獻58
附錄一「玩興與創造力相關研究」調查問卷樣本描述64
附錄二「玩興與創造力相關研究」調查問卷81

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