目的：本研究旨在探討個人、組織與環境變項是否會影響組織創新氣氛，以及探討組織中護理人員創新行為的影響因子。方法：本研究為橫斷性研究設計，針對南部某區域教學醫院護理部所屬之護理人員收案。使用組織創新氣氛及創新行為量表為評估工具。收案期間為2018年3月27日至2018年4月13日，共取得有效問卷261份並以描述性統計及推論性統計進行分析。結果：研究發現組織創新氣氛與創新行為量表總分呈正相關（r= .383**, p< .01）。組織創新氣氛、固定班別者、職稱為組長層級以上及護理師，為護理人員創新行為表現之重要預測因子。結論：護理人員組織創新氣氛程度愈高、固定班別者、職稱為組長層級以上及護理師者，均有較佳的創新行為表現，若能積極營造組織創新氣氛，與支持員工創新表現，將有助於醫院經營與護理人員創新能力的實踐。

Purpose: This study aims to explore whether individuals, organizations and environmental variables will affect the innovation climate of organization and identify the influence factors on the innovative behavior of nursing personnel. Methods: This study is based on cross-sectional study design by using the organizational innovation climate and innovation behavior scale as the assessment analysis tools. The survey was conducted by nursing staff at a teaching hospital in southern Taiwan. The period of acceptance is from March 27, 2018 to April 13, 2018. The valid data is 261 sets. The valid questionnaire is analyzed by descriptive statistics and inferential statistics. Results: The study found the organizational innovation climate was significantly positive correlated with the total score of the employee's innovation behavior scale (r= .383**, p< .01). The organizational innovation climate, fixed-scheduled staff, and those whose job titles are at or above the level of team leader and nurse are important predictors of innovative behavior of nursing staff. Conclusions: High organizational innovation climate, fixed-scheduled staff, and those whose job titles are at or above the level of team leader and nurse have better performance in innovative behavior. If we can actively create organizational innovation climate and support employee innovation behavior, it will be helpful for hospital management and the practice of nursing staff's innovative ability.