本研究以在金融業工作滿一年以上之員工為研究樣本，旨在探討支持型組織氣候是否能正向影響雇主品牌，並且進一步檢驗心理安全感與變革型領導之調節效果。
本研究採問卷調查方式蒐集資料，共回收121份有效問卷。研究方法採階層迴歸分析，並以是否為管理職作為控制變數，以檢驗各研究假設。
研究結果顯示，知覺支持型組織氣候對雇主品牌具有顯著正向影響，顯示當員工感受到組織提供支持與關懷時，將更容易形成對組織正向的雇主品牌評價。其次，心理安全感在支持型組織氣候與雇主品牌知覺之間的調節效果未達顯著水準。然而，在管理職樣本中，心理安全感的交互作用呈現負向效果，顯示在管理職族群中，心理安全感可能削弱支持型組織氣候對雇主品牌的影響。
此外，研究結果亦發現，變革型領導對支持型組織氣候與雇主品牌之間的關係具有正向調節效果，表示在高變革型領導情境下，支持型組織氣候對雇主品牌的影響將更加顯著。整體而言，支持型組織氣候是影響雇主品牌的重要因素，而心理安全感與變革型領導可能在不同情境下影響組織氣候的作用效果。
本研究結果可提供企業在人力資源管理與組織管理實務上的參考，協助企業透過營造支持型工作環境與發展適當領導行為，以提升雇主品牌形象並強化人才吸引力。

This study examines the impact of supportive organizational climate on employer brand perception, with psychological safety and transformational leadership as moderating factors. Findings show that employees’ perceptions of a supportive work environment positively influence how they view their organization as an employer. Additionally, transformational leadership and psychological safety can influence this effect, highlighting the importance of leadership behaviors and individual psychological states in shaping employee attitudes.
The research contributes to the literature by integrating organizational climate, leadership, and psychological factors in understanding employer brand perception. Practically, the results suggest that organizations can enhance their employer branding strategies by fostering supportive climates, promoting psychological safety, and encouraging transformational leadership. Such efforts can improve employee evaluations of the organization, supporting recruitment, retention, and overall performance.

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