企業所面臨的競爭環境愈來愈錯綜複雜，科技成長帶動世界變化快速，尤以科技產業而言，若能不斷創造出一個前所未有的新想法或新技術，將帶動技術及產業進步，將成為企業成長的契機，也在市場上立下不敗的競爭力，因此員工績效便是企業創造利潤的重要支柱，研發人員的創造力績效對於科技產業的競爭力有很大的助益，然後，在精益求益的過程中，工作壓力也越來越高，無論是專案時間的緊迫性或客戶要求等，其壓力與日遽增，管理者提倡正向的心理資本並給予適當的知覺主管支持，將有助於提升員工的敬業貢獻程度，增加員工的創造力績效，企業則可因而擁有更卓越的經營表現。
本研究旨在探討心理資本、知覺主管支持、敬業貢獻及創造力績效之間的關聯性，並以工作壓力做為調節變項，分析員工在其敬業貢獻與創造力績效之間是否具有調節效果。而本研究之對象為Q電腦股份有限公司之研發人員，以委託人力發送問卷並採用便利抽樣方式取得實證資料，總共回收了291個有效樣本。
研究結果發現：(1)心理資本對創造力績效有正向影響，(2)知覺主管支持對創造力績效有正向影響，(3)心理資本對敬業貢獻有正向影響，(4)知覺主管支持對敬業貢獻有正向影響，(5)敬業貢獻對創造力績效有正向影響，(6)敬業貢獻在心理資本影響創造力績效的過程中，具有中介效果，(7)敬業貢獻在知覺主管支持影響創造力績效的過程中，具有中介效果，(8)工作壓力對敬業貢獻影響創造力績效具有調節效果。本研究結果，希望能提供科技公司及其他產業之管理經理人、人力資源人員對於員工心理資本的重視、提升員工知覺主管支持的感受，進而影響員工之敬業貢獻程度，及創造力績效等有利於企業進步之正向助益，並能給予適當的工作壓力，方為策略經營之有效管理，以達到企業成長、強化競爭力及永續經營。

Enterprises are facing increasingly complex competitive environment, technology driven world is changing fast growing, especially in the technology industry is concerned, if we continue to create an unprecedented new ideas or new technologies that will drive the technological and industrial progress, will become business growth opportunity, but also set an unbeaten competitiveness on the market, and therefore is an important pillar of enterprises to create profits employee performance, creativity, research and development personnel for the performance of competitive technology industry has a lot of useful, then, in seeking Lean process benefits, the working pressure is increasing, whether the project time urgency or customer requirements, the pressure is ever increasing, managers promote positive psychological capital and appropriate perceived supervisor support, there will be help to enhance the contribution and dedication of employees, increase employee creativity performance, companies may therefore have superior operating performance.
This study aimed to investigate the association between psychological capital, perceived supervisor support, dedication and creativity of performance between contributions and to adjust the working pressure as variables to analyze whether the moderating effect of employees between its engagement and creativity performance. The object of this study is to research and development staff of Q Computer Inc., sent a questionnaire to entrust manpower and using convenience sampling method to obtain empirical data, collected a total of 291 valid samples.
The results showed that: (1) Positive psychological effect on the creative capital performance. (2)Perceived supervisor support has a positive effect on creativity, performance. (3)Positive psychological effect on the dedication of capital contribution. (4)Perception supervisor support has a positive influence on the engagement. (5)Positive impact on the engagement of creative performance. (6)The impact of capital engagement to the psychological process of creative performance, a mediator. (7)Engagement perceived supervisor support on the performance of the process of creativity, a mediator. (8)Job stress on creativity, performance and engagement to regulate the effect. The results of this study, the company hopes to provide technology and management executives in other industries, the human resources staff to pay attention to employee psychological capital, enhance employee feelings perceived supervisor support, thereby affecting the level of contributions and dedicated employees, and is conducive to creativity, performance, etc. positive vote of enterprise and progress, and to give proper operating pressure side to the effective operation of management strategies to achieve business growth, strengthen competitiveness and sustainable development.

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