研究以領導替代理論作為基礎，探討威權領導、心理賦權、正向情感與創新行為之關聯性，以及心理賦權與正向情感對創新行為之調節效果。本研究採問卷調查法，以在職員工及其直屬主管作為研究對象，共回收304組有效配對問卷。研究結果顯示：(1)威權領導與員工創新行為有顯著的負向關係。(2)心理賦權與創新行為有顯著的正向關係。(3)正向情感與創新行為有顯著的正向關係。(4)心理賦權對威權領導與創新行為之關係不具有調節效果。(5)正向情感對威權領導與創新行為之關係有調節效果，但與研究假設方向不符。

Based on Substitutes for Leadership Theory, this study explored the relationship between authoritarian leadership, psychological empowerment, positive affectivity and employee innovative behavior as well as the moderation effects of psychological empowerment, positive affectivity on the above relationship. In this study, we used survey technique as our method and the participants are the employees and their immediate supervisors. Totally, we obtained 304 valid matched questionnaires. Research results showed that (1) authoritarian leadership was not negatively related to employee innovative behavior. (2) psychological empowerment was positively related to employee innovative behavior. (3) positive affectivity was positively related to employee innovative behavior. (4) psychological empowerment did not moderate the relationship between authoritarian leadership and employee innovative behavior. (5) positive affectivity moderated the relationship between authoritarian leadership and employee innovative behavior in a different direction predicted in our hypothesis.

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