遠距工作可以激發創新？探討遠距工作對員工創新行為的影響：以組織自尊為中介效果及賦權領導為調節效果;Can Remote Work Stimulate Innovation? Exploring the Impact of Remote Work on Employee Innovative Behavior: The Mediating Role of Organization-Based Self-Esteem and the Moderating Role of Empowering Leadership

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题名:	遠距工作可以激發創新？探討遠距工作對員工創新行為的影響：以組織自尊為中介效果及賦權領導為調節效果;Can Remote Work Stimulate Innovation? Exploring the Impact of Remote Work on Employee Innovative Behavior: The Mediating Role of Organization-Based Self-Esteem and the Moderating Role of Empowering Leadership
作者:	葉又瑄;YEH, YU-HSUAN
贡献者:	人力資源管理研究所
关键词:	遠距工作;員工創新行為;組織自尊;賦權領導;remote work;employee innovative behavior;organization-based selfesteem;empowering leadership
日期:	2026-02-11
上传时间:	2026-03-06 18:13:47 (UTC+8)
出版者:	國立中央大學
摘要:	員工的創新行為是企業保持競爭優勢的重要來源，因此企業積極尋求能激發員工創新的管理方式。近年來，遠距工作模式逐漸普及，成為影響組織運作與員工行為的重要因素，然而遠距工作對員工創新行為影響的研究仍不多，尤其是其背後的心理機制與情境條件仍有待深入探討。本研究旨在探討遠距工作對員工創新行為之影響，並以組織自尊為中介變項，探討其心理傳導機制。同時，本研究亦探討賦權領導在遠距工作與組織自尊之間的調節效果。透過本研究，期望能釐清遠距工作對創新行為的影響歷程，並為企業在彈性工作安排與領導風格管理上提供實務建議，以促進員工創新行為之展現。本研究的研究對象為台灣地區的遠距工作者。在剔除無效問卷後，共收回了239 份有效問卷。依據研究結果，可以得出以下結論： 1. 遠距工作與員工創新行為有正向關係。 2. 遠距工作與組織自尊有正向關係。 3. 組織自尊與員工創新行為有正向關係。 4. 組織自尊會中介影響遠距工作與員工創新行為之間的關係。 5. 賦權領導不會正向調節遠距工作與組織自尊之間的關係。;Employee innovative behavior is a critical source of competitive advantage for organizations. As such, companies are actively seeking management approaches that can foster innovation among their workforce. In recent years, remote work has become increasingly prevalent and has significantly influenced organizational operations and employee behavior. However, research on the impact of remote work on employee innovative behavior remains limited, particularly regarding the underlying psychological mechanisms and contextual conditions.This study aims to explore the effect of remote work on employee innovative behavior, with organization-based selfesteem (OBSE) serving as a mediating variable to uncover the psychological transmission process. Additionally, the study investigates whether empowering leadership moderates the relationship between remote work and OBSE. Through this research, we seek to clarify how remote work influences innovation and provide practical insights for organizations in designing flexible work arrangements and leadership practices to promote innovation. This study surveyed remote workers in Taiwan. After excluding invalid responses, a total of 239 valid questionnaires were collected. The results indicate the following: 1. Remote work is positively related to employee innovative behavior. 2. Remote work is positively related to organization-based self-esteem. 3. Organization-based self-esteem is positively related to employee innovative behavior. 4. Organization-based self-esteem mediates the relationship between remote work and employee innovative behavior. 5. Empowering leadership does not positively moderate the relationship between remote work and organization-based self-esteem.
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