本研究之重點，主要在於探討主管家庭支持、職家衝突、工作投入與員工創新行為的關聯性，並參考學者Hammer,Kossek,Yragui,Bodner & Hanson(2009)之研究，將研究變項之主管家庭支持行為分成下列四維度：主管情感性支持、主管工具性支持、角色塑造行為及創造性職家平衡管理，並進行後續之研究。本研究主要探討主管家庭支持行為之四個維度，對於員工創新行為是否會產生直接的影響，並接著探討工作投入及職家衝突在主管家庭支持及員工創新行為中是否扮演中介效果的腳色。
本次研究以個案企業-科技業之工程師做為調查對象，並回收203份之有效樣本，研究結果發現:(1)主管家庭支持的四個維度(主管情感性支持、主管工具性支持、角色塑造行為及創造性職家平衡)，皆會對員工的創新行為有直接且顯著的正面影響。(2)主管家庭支持的四個維度(主管情感性支持、主管工具性支持、角色塑造行為和創造性職家平衡)，皆會透過員工的工作投入程度，對於員工的創新行為產生直接顯著之正面影響，而工作投入的中介效果是顯著的。(3)主管家庭支持的四個維度中，僅有主管的情感性支持、主管工具性支持、角色塑造行為等三個維度，會透過職家衝突對員工的創新行為產生直接顯著的負面影響，而職家衝突的中介效果是顯著的。

The purpose of this study is to investigate the relationship among supervisor family support, work-family conflict, work engagement, and innovative behavior of employees. Following the study by Hammer, Kossek, Yragui, Bodner, and Hanson (2009), supervisor family support behavior is divided into four dimensions: emotional support, instrumental support, role modeling behavior, and creative work-family balance management. The study examines the direct impact of the four dimensions of supervisor family support behavior on innovative behavior of employees and investigates the mediating roles of work engagement and work-family conflict in this relationship.
This study collected 203 valid samples from engineers in a technology company as the research subjects. The results show that: (1) the four dimensions of supervisor family support behavior have a direct and significant positive impact on employees' innovative behavior; (2) the four dimensions of supervisor family support behavior have a direct and significant positive impact on employees' innovative behavior through work engagement, and the mediating effect of work engagement is significant; (3) among the four dimensions of supervisor family support behavior, only emotional support, instrumental support, and role modeling behavior have a direct and significant negative impact on employees' innovative behavior through work-family conflict, and the mediating effect of work-family conflict is significant.

中文文獻
李宜靚(2018)，「員工工作投入、工作塑造與工作不安全感之相關研究」，國立彰化師範大學教育研究所碩士論文。
吳姵儒(2018)，「工程師人格特質對工作敬業之研究-以組織變革態度為中介變項」，國立臺灣師範大學科技應用與人力資源發展學系研究所碩士論文。
杜佩蘭、張肇松、黃英忠(2009)，「Kanungo工作投入量表的重建與測量－以護理人員為樣本」，中華心理衛生學刊，22(2)，139-159。
林耀南,羅婕容,詹家祥(2017)，「魅力領導、心理資本、職家衝突、職場幸福感與創新行為之關聯性研究」，創造學刊，8(2)，32–51。
徐敏馨(2018)，「年齡包容型人力資源管理措施、家庭支持型主管行為、 情感性承諾與工作投入之研究」，國立中央大學人力資源管理研究所在職專班碩士論文。
陸洛、黃茂丁、高旭繁(2005)，「從高科技公司員工角度探討人力資源管理措施對組織承諾、工作滿意度及離職傾向之影響」，人力資源管理學報，5(2)，1-27。

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