本研究的目的在探討組織當中，影響成員創新行為的組織氣候，並根據過去學者和已發展組織創新氣候的測量工具，用以診斷組織對成員創新行為的助長程度。討論 「員工認知創新為工作任務」、「員工獲得創新所需的資源」、「員工認知知識分享」和「員工認知公平正義」四種組織氣候，對創新行為和工作績效的影響。
本研究採問卷調查的方式，共發出320份，回收175份，扣除無效問卷24份，有效問卷共計151份，有效回收率50.3%。統計結果發現: (1) 員工認知創新為工作任務正向影響創新行為。(2) 員工獲得創新所需的資源正向影響創新行為。(3) 員工認知知識分享正向影響創新行為。(4) 員工認知公平正義正向影響創新行為。(5) 創新行為正向影響工作績效。建議想從事創新活動的組織，可以設計適合該企業的組織氣候，以利創新活動的進行。

The present study is to access the degree of organizational climates that may facilitate or inhabit employees’ creativity. This research investigate four types of organizational climates that are “Innovativeness as a Job Requirement”, “Perceived Organization Resource for Innovation”, “Perceived Knowledge Sharing from Co-worker”, and “Fairness Perceptions”, and how these organizational climates influence individual innovative behavior and job performance.
This study adopts questionnaire survey to collect samples. The questionnaires were sent to almost 320 employees and we finally received 175. I deducted 24 invalid questionnaires, it amounts to 151, and the effecting is 50.3%.The empirical results show that: (1) “Innovativeness as a Job Requirement” has a positive influence to Innovative Behavior. (2) “Perceived Organization Resource for Innovation” has a positive influence to Innovative Behavior. (3) “Perceived Knowledge Sharing from Co-worker” has a positive influence to Innovative Behavior. (4) “Fairness Perceptions” has a positive influence to Innovative Behavior. (5) Innovative Behavior has a positive influence to Job Performance. We prop- -ose that manager who wants their employees to do innovative activities, to enhance organizational climates, and it will be helpful for organization to improve employees’ job performance.

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中文文獻
邱皓正. 2000. 組織環境與創意行為-組織創新量表的發展與創新指標的建立.