銀行面?內外部環境?斷挑戰、變遷與壓?，組織經營也被要求要創新，而行員也要具備創新能力，才能將創新經營轉化為企業進步發展之動能。本研究認為要如何激發員工最大潛能，並使其發揮最大的創新工作行為，以提昇工作績效，銀行業員工如何提升創新工作行為，增加銀行競爭力已成為重要課題。
本研究主要為瞭解台北地方某銀行行員其組織鑲嵌、單位主管領導風格、組織承諾與個人創新行為的現況及影響情形。採用問卷調查法，有效樣本為310份，研究結論如下：
一、組織鑲嵌、單位主管領導風格、組織承諾與個人創新行為的現況，以創新行為的平均分數為最高，其次為組織鑲嵌，最低者為交易型領導。
二、行政人員之組織鑲嵌對其組織承諾具顯著正向影響。
三、領導風格之轉換型領導、領導風格之交易型領導均未能顯著預測組織承諾構面。
四、行政人員之組織承諾對創新行為具顯著正向影響，且組織承諾構面對於組織鑲嵌及創新行為間存在中介效果。
The external environment within the bank faces continuous challenges, changes and stress, organizational management are also required to be innovative, and the line staff must have the ability to innovate, to be converted into kinetic energy developing innovative business enterprise and progress. This study considers how to motivate employees to their full potential, and so as to maximize the innovative work behavior, to improve job performance, how to conduct banking staff to enhance innovation and increase the competitiveness of banks has become an important issue.
This research is to understand the One Taipei Bank Clerks its organizational mosaic, unit leadership style, organizational commitment and the status of individual innovation behavior and influence the situation. Using questionnaires, with 310 valid samples .The conclusions are as follows:
1. The current status of organization embeddednes, leadership style, organizational commitment and individual innovation behavior, with an average score of innovative behavior is the highest, followed by the organization embeddednes, the lowest is transactional leadership.
2. The organizational embeddednes with significant positive impact on its organizational commitment.
3. The leadership styles of transformational leadership, transactional leadership style of leadership have no significantly predict organizational commitments.
4. The organizational commitment with significant positive impact on its innovation behavior, and organizational commitment with mediating effect between organizational embeddednes and innovation behavior.
