本研究有三個主要目的，分別為在主管支持對情感性認定、工具性認定及員工的人特質(宜人性格、嚴謹性格)和員工跨部門主動建言行為之間是否有調節作用。本研究採問卷調查法，以台灣企業員工為研究對象，總共回收216份問卷，有效問卷數達95.83%。研究結果顯示：
1. 主管支持對情感性認定與員工跨部門主動建言行為間具有調節作用。
2. 主管支持在工具性認定與員工跨部門主動建言行為間不具調節作用。
3. 主管支持在宜人性格與員工跨部門主動建言行為間具有部分調節作用。
4. 主管支持在嚴謹性格與員工跨部門主動建言行為間具有調節作用。

This study focus on three purposes: respectively in charge of the case is instrumental identity, expressive identity, personality traits (conscientiousness personality and agreeableness personality) and employee’s across department of suggestions behavior of the supervisor support as moderators. The research is performed through the questionnaires survey to employees of companies in Taiwan. There are total 216 questionnaires collected from employees. Effective sample collection is 95.83%. Our findings are summarized as follows:
1. The supervisor support has moderating effect of instrumental identity and across department of suggestions behavior.
2. The supervisor support has no moderating influence on expressive identity and across department of suggestions behavior.
3. The supervisor support has partially moderating agreeableness personality and across department of suggestions behavior.
4. The supervisor support has moderating effect of conscientiousness personality and across department of suggestions behavior.

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