全球社經環境發展隨著資訊網路發展越來越快速，高科技公司為了維持競爭優勢，強調以創新為企業目標，不斷推陳創新的幕後大功臣就是公司的人力資本，因此公司須透過人力資源策略來增強公司內部重要的核心資源，也就是員工需要有充分的專業知識及無限的創新能力，提升公司源源不絕的創新能量，故本研究以Blau(1964)所提出的社會交換理論(Social Exchange Theory)，以組織認同為中介效果，探討高績效人力資源實務與員工協助方案，對員工創新行為影響之歷程。
本研究採取紙本問卷發放，抽樣選取科學園區之高科技公司員工為問卷發放對象，選取抽樣公司產業類別包含半導體業、光電及光學、電腦及消費性電子製造業、電信及通訊、軟體及網路、化學材料、生醫等高科技產業公司，篩選具有體制且員工人數達一百人以上的公司，最後獲得總數約30家的企業進行問卷發放，於民國104年3月29日起開始發放問卷，總計發放數為550份，回收數量：530份(回收率達96.36%)，扣掉25份明顯無效問卷，實有505份有效問卷，有效問卷回收率為95%。本研究採取因素分析法將高績效人力資源、員工協助方案滿意度、組織認同及創新行為問卷萃取出適當的因素，再以迴歸分析統計方式進一步探討，研究結果發現：
(1)高績效人力資源實務對員工組織認同有顯著正向影響；
(2)高績效人力資源實務對員工創新行為具有顯著正向影響；
(3)高績效人力資源實務對員工協助方案具有顯著正向影響；
(4)員工協助方案對組織認同部分具有顯著正向影響；
(5)組織認同對員工的創新行為具有顯著正向影響；
(6)組織認同對高績效人力資源實務及員工創新行為間之關係具部分中介效果。
(7)組織認同對員工協助方案及員工創新行為間之關係不具中介效果。

In a global social economic environment, enterprise development progresses more rapidly in order for businesses to maintain competitive advantage. Depending on the business goals related to innovation, the constant introduction of new ideas becomes the company's human capital. Many companies use enhanced human resource policies as important core resources, namely, giving staff member unlimited ability to innovate, in order to enhance the company's endless supply of creative energy.
Therefore, the purpose of this study is to explore high performance human resource practices and employee assistance programs. In order to determine whether intermediary organizational identification effects have a significant impact on the innovative behavior of employees.
The purpose of the research is to explore the correlation of human resource practices and employee assistance programs with employees’ organizational identification and innovative behavior. Employees of the Science Park in Taiwan are taken as the objects of the research. The research methods include convenience sampling with a paper questionnaire.
At the conclusion of this analysis, it was determined that when company supervisors tend to implement human resource practices and employee assistance programs, this will cause employees to experience organizational identification and will benefit the company as a result of spontaneous innovative behavior. Most of all, it was determined that the main factor helping companies maintain competitive advantage is human resources development.

英文部分
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網路部分
新竹科學工業園區(2015)。從業員工數統計2015年04月。2015年5月9日發行，取自https://ap0512.most.gov.tw/WAS2/sciencepark/AsScienceParkReport.aspx?quyid=tqemployees01
南部科學工業園區(2015)。從業員工統計2015年04月。2015年5月20日發行，取自 http://www.stsp.gov.tw/web/WEB/Jsp/Page/cindex.jsp?frontTarget=DEFAULT&thisRootID=49