在全球快速變動的環境下，企業想要永續經營必須具備一流的核心能力。過去研究證實，管理者可藉由賦能來提升員工工作動機以達成組織任務，進而提升組織效能。因此，如何透過員工賦能，強化員工的工作態度，提升組織績效，已成為企業維持競爭力的主要議題之一。 有鑑於此，本研究以213位高科技產業之行政人員為研究對象，探討員工投入對於其心理賦能的影響，以及心理賦能對於工作滿意度、組織認同與心理退卻行為之作用，並進一步以跨層次的理論架構，分析組織層次的文化因素對於個體層次的心理氣候知覺影響。此外，本研究並分析心理氣候對於員工投入程度與心理賦能兩者間關係之干擾影響。研究結果顯示員工投入對心理賦能有正相關；心理賦能對於工作滿意度及組織認同呈現正相關，而對心理退卻行為則有負相關。然而，員工的心理賦能對於員工投入與工作滿意度、組織認同及心理退卻行為間之關係則無顯著之中介效果。在跨層次分析方面，支持型組織文化對於員工個體之心理氣候則呈現正相關，且員工心理氣候對於員工投入與心理賦能間之關係具有正向之干擾效果。This study investigates the effects and underlying process of psychological empowerment, supportive organizational culture, and psychological climate on the relationships between employee involvement and work attitudes. It is found that employee involvement positively relates to psychological empowerment. Psychological empowerment positively relates to employees’ job satisfaction as well as organizational identification, and negatively relates to withdrawal behavior. As to the mediation, psychological empowerment does not mediate the relationships between employee involvement and outcome variables such as job satisfaction, organizational identification, and psychological withdrawal behavior. In addition, organizational-level supportive organizational culture positively affects individuals-level psychological climate, which positively moderates the relationship between employee involvement and psychological empowerment. Implications of these findings and suggestions for future research are thus discussed.
