創新是多變與競爭激烈環境中生存的關鍵，團隊創新源自於成員的創新行為。今日的職場要激發部屬創新行為，同理心領導非常重要。本研究探討主管同理心對部屬心理安全與創新行為之中介歷程。此外，進一步探討部屬所從事的任務相依性程度在主管同理心與部屬創新行為關係的調節影響。本研究以臺灣非主管職之全職工作者為研究對象，搭配其直屬主管，採用問卷調查法進行調查，共回收180份有效問卷。研究結果顯示，主管同理心與部屬心理安全具有顯著的正相關；部屬心理安全中介於主管同理心與部屬創新行為關係；任務相依性會顯著負向調節心理安全感之中介效果，亦即，任務相依性會削弱主管同理心透過心理安全影響創新行為的正向中介效果。

Innovation is the key to survival in a dynamic and competitive environment, and team innovation stems from members' innovative behaviors. Workplaces nowadays need to foster innovative behavior among employees, and empathetic leadership is crucial in this regard. This study thus explores the mediating process of supervisor empathy on employees’ innovative behavior, through the establishment of psychological safety among employees. Additionally, this study further investigates the applicable situations of leader empathy, using task interdependence in employees’ tasks as a moderating variable in the mediation process of leader empathy to employees’ innovative behavior. This research targets full-time employees in non-managerial positions in Taiwan, along with their immediate supervisors, using a questionnaire survey method, with a total of 180 valid responses collected. The results show that supervisor empathy is significantly positively correlated with employees’ psychological safety. Employees’ psychological safety mediates the relationship between leader empathy and employees’ innovative behavior. Task interdependence significantly negatively moderates the mediating effect of psychological safety, indicating that task interdependence weakens the positive mediating effect of supervisor empathy on innovative behavior through psychological safety.

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