當前國際趨勢不穩且鑒於市場持續動盪等因素，許多企業為了保持市場競爭力，會開始由內部著手推動組織創新氣候，因為這能激勵員工提出新想法，加速產品開發，以應對市場快速變化，並確保企業保持競爭優勢。本研究係以T公司支領月薪制之全時員工作為研究對象，並排除外包、派遣員工、部分工時、日薪制以及時薪制員工。研究以組織創新氣候作為前置變項，以員工創新行為作為中介變項，並以工作績效作為結果變項，來進行相關研究，其中工作績效分為任務績效及脈絡績效兩個子構面。
研究結果顯示：(1)組織創新氣候與員工創新行為具有正向影響；(2)員工創新行為對工作績效具有正向影響；(3)組織創新氣候對工作績效具有正向影響；(4)員工創新行為在組織創新氣候與工作績效間具完全中介效果。因此，本研究以T公司作為組織創新氣候典範案例，提供將要或正在推動組織創新氣候之企業提出相關實務建議，及有效提升員工工作績效方法。

The current situation is unstable, in light of continued market turbulence. In order to stay competitive in the market, many companies will start to promote an organizational innovative climate from within. This is because it can motivate employees to come up with new ideas and accelerate product development to respond to market changes to ensure that the company still maintains its competitive advantages. The study takes T Company’s full-time workers who are paid on a monthly basis as the research subject to uses organizational innovative climate as the antecedent variable, employees innovative behavior as the intervening variable, and job performance as the outcome variable, which is divided into two constructs: task performance and contextual performance.
The research results show that: (1) Organizational innovative climate has a positive influence on employees innovative behavior; (2) Employees innovative behavior has a positive influence on job performance; (3) Organizational innovative climate has a positive influence on job performance; (4) Employees innovative behavior plays a full mediating role between organizational innovative climate and job performance. Therefore, this study uses Company T as a model case for organizational innovative climate, providing relevant practical suggestions to companies that are planning or promoting an organizational innovation climate righ now within their organizations to effectively improve employee's work performance.

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