網路霸凌於企業組織中儼然已常態性的發生，為了瞭解個人性格及組織因素對網路霸凌之影響，本研究是以探討正面思考、工作價值觀、組織創新氣候及職場網路霸凌覺知之關係，研究調查對象以臺灣北部地區高科技製造業員工為主，回收有效問卷為396份，利用驗證性因素分析、相關係數，以及結構方程模式，瞭解各構面因素間之影響及相關程度，研究結果顯示：
一、正面思考與工作價值觀具有顯著正相關。
二、正面思考與組織創新氣候具有顯著正相關。
三、工作價值觀與組織創新氣候具有顯著正相關。
四、組織創新氣候與受霸凌後心理反應具有顯著正相關。
五、職場網路霸凌內容與受霸凌後心理反應具有顯著正相關。
六、組織創新氣候完全中介工作價值觀對受霸凌後心理反應的影響。
正面思考是影響網路霸凌覺知為關鍵因素，因此，建議企業應提供更多的在職訓練，以提升員工個人之正面思考，且工作投入價值觀應適度地調整減少，若遭受到網路霸凌則可降低受霸凌後心理反應。

Online cyber bullying has become frequently occurrences in organizations. To realize the individual dispositions and organizational factors affect on online cyber bullying, the present study was to investigate the relationship among positive thinking, work immersive values, perceived organization innovation climate, and cyber bullying. The research samples are the staff of the northern part of Taiwan’s high-tech manufacturing industries. A total of 396 responses were validated for the confirmatory factor analyses, correlation coefficient, and structural equation modeling (SEM).
This research results were summarized as follows: 1. The positive thinking has a significantly positive influence on work immersive values; 2. The positive thinking has a positive influence on perceived organization innovation climate; 3. The work immersive values have a positive influence on perceived organization innovation climate; 4. The perceived organization innovation climate has a positive influence on response of suffering cyber bullying; 5. In general, the contents of cyber bullying have a positive influence on response of suffering cyber bullying. 6. In addition, work immersive values negatively affect the feeling of cyber bullying mediated by perceived organizational innovation climate.
The results implied that positive thinking was the key factor affecting ones’ perception in online cyber bullying; therefore, organizations could provide more training to enhance the employees’ positive thinking. The work immersive values should be moderately decreased to have less suffered feeling of being cyber bullied.

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