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.
