本研究以社會認同理論為基礎，探討工作士氣是「如何」影響員工工作績效。並且探討創新行為在工作士氣與工作績效的中介歷程，以及正向情感性在工作士氣與創新行為之間所扮演的調節角色。研究者透過問卷調查法，共回收239份有效問卷。研究結果顯示，在控制了員工年齡、工作年資以及與主管共事時間後，工作士氣會透過創新行為，以預測員工工作績效。其次，當員工正向情感性程度越高，工作士氣對創新行為的正向影響會越弱。

This study is based on Social Identity Theory and discusses how employee morale influences job performance. We explore the mediation of innovative behavior between employee morale and job performance, and the moderation effect of positive affectivity on the relationship between employee morale and innovative behavior. We collected a total of 239 valid questionnaires through questionnaire surveys. The results of the study show that employee morale will predict job performance through innovative behavior, controlling for age of employees, seniority and the years of working with supervisors. Second, positive affectivity weakens the effect of employee morale on innovative behaviors.

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