共融組織氛圍、組織自尊、創新行為與組織公民行為之關係—以經驗開放性作為調節變項

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題名:	共融組織氛圍、組織自尊、創新行為與組織公民行為之關係—以經驗開放性作為調節變項
作者:	楊子謙;Yang, Tzu-Chien
貢獻者:	人力資源管理研究所
關鍵詞:	共融組織氛圍;組織自尊;創新行為;組織公民行為;經驗開放性;Inclusive Climate;Organizational-Based Self-Esteem (OBSE);Innovative Behavior;Organizational Citizenship Behavior (OCB);Openness to Experience
日期:	2025-06-20
上傳時間:	2025-10-17 09:28:06 (UTC+8)
出版者:	國立中央大學
摘要:	隨著企業對於多元、公平與共融（Diversity, Equity and Inclusion, DEI）意識的提升，DEI 在過去十年間日益受到重視，並逐漸成為全球企業推動永續發展與提升競爭力的重要趨勢。在全球化與職場多元性日益增長的背景下，新世代勞動力，特別是Z世代，除了重視工作的意義與個人價值實現，也更加關注企業是否重視與實踐DEI價值。企業若能積極推動DEI，不僅能對社會產生深遠的正向影響，更能營造一個更多元、公平和共融的工作環境與組織氛圍，進而激發員工潛力，因此如何營造多元共融的組織氛圍成為企業的重要課題。本研究聚焦於共融組織氛圍對組織自尊、創新行為與組織公民行為的影響，並引入組織自尊作為中介變項，以及經驗開放性作為調節變項，試圖探討共融組織氛圍對組織自尊和員工行為的作用機制。本研究採用問卷調查法，針對現任於公司服務滿六個月以上之工作者進行資料蒐集，最終共收回476份有效問卷。研究結果發現：（1）共融組織氛圍對於組織自尊具有正向關係。（2）組織自尊中介共融組織氛圍與創新行為。（3）組織自尊中介共融組織氛圍與組織公民行為。（4）經驗開放性人格特質調節共融組織氛圍與組織自尊的關係，當員工的經驗開放性人格特質越明顯，會強化共融組織氛圍對於組織自尊的正向關係；且會強化共融組織氛圍藉由組織自尊對創新行為的間接效果。（5）經驗開放性人格特質調節共融組織氛圍與組織自尊的關係，當員工的經驗開放性人格特質越明顯，會強化共融組織氛圍對於組織自尊的正向關係；且會強化共融組織氛圍藉由組織自尊對組織公民行為的間接效果。;As awareness of Diversity, Equity, and Inclusion (DEI) continues to grow, DEI has gained increasing importance over the past decade, becoming a key global trend for companies aiming to achieve sustainable development and enhance their competitiveness. In the context of globalization and an increasingly diverse workforce, the new generation of workers—especially Generation Z—not only values meaningful work and personal fulfillment but also pays close attention to whether companies uphold and implement DEI values. When organizations actively promote DEI, they not only contribute positively to society but also foster a more diverse, equitable, and inclusive work environment, which in turn helps unlock employees’ potential. As such, creating an inclusive climate has become a critical challenge for today’s businesses. This study examines the impact of an inclusive climate on organizational-based self-esteem (OBSE), innovative behavior, and organizational citizenship behavior (OCB). It introduces OBSE as a mediating variable and openness to experience (a Big Five personality trait) as a moderating variable, aiming to explore the underlying mechanisms through which an inclusive climate influences employees′ self-perception and behaviors. A quantitative survey method was used to collect data from employees who had been working at their current company for more than six months. A total of 476 valid responses were collected. The results of this study found that: (1) An inclusive climate is positively related to OBSE. (2) OBSE mediates the relationship between an inclusive climate and innovative behavior. (3) OBSE mediates the relationship between an inclusive climate and OCB. (4) Openness to experience moderates the relationship between an inclusive climate and OBSE—employees with higher openness levels experience a stronger positive link between an inclusive climate and OBSE. Moreover, this trait enhances the indirect effect of an inclusive climate on innovative behavior via OBSE. (5) Openness to experience moderates the relationship between an inclusive climate and OBSE—employees with higher openness levels experience a stronger positive link between an inclusive climate and OBSE. Moreover, this trait enhances the indirect effect of an inclusive climate on OCB via OBSE.
顯示於類別:	[人力資源管理研究所] 博碩士論文

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