本研究除探討組織氣候、自我效能及員工創造力之間的關係，更進一步驗證自我 效能對於組織氣候與員工創造力之關係的中介角色。本研究以保險業正職人員為研 究對象，透過立意抽樣蒐集資料，共發出問卷490份，收回有效問卷376份，有效問 卷回收率為76.7%。在控制個人特質之下顯示：組織氣候與員工創造力關係不顯著， 但是加入中介變數-自我效能後，直接效果負向顯著，間接效果正向顯著，自我效 能具有中介效果，但是直接效果與間接效果之正負符號不同，因此屬於競爭中介關 係，顯示尚有其他被忽略之中介變數存在之可能性，並提出管理實務及建議。

Besides investigating the relationship among organizational climate, self-efficacy and employee creativity, this study further validates the mediating role of self-efficacy on the relationship between organizational climate and employee creativity. This study takes the insurance industry as the research object, by collecting information through purposive sampling. Total 490 questionnaires are issued and 376 valid questionnaires are kept, the valid questionnaires recovery rate of 76.7%. By controlling the personal characteristics, the relationship between organizational climate and employee creativity is not significant, but added mediation variable - self-efficacy, the direct effect is negatively significant and indirect effect is positively significant. Therefore, self-efficacy has a mediating effect, but due to the contrast symbols between direct effect and indirect effect reveals that it is a competitive mediation, and there could be some omitted mediators ignored. This study also offers management practices and recommendations.