This study hopes to discuss the relationship among the sense of humor, organization playfulness climate and job¡¦s satisfaction. It¡¦s taken 30 organizations in Taiwan and the effective volume was 1,213, the returns-ratio reached 95.21%. We will use HLM (hierarchical linear model) to analyze the data instead of the regression analysis in tradition. The major result of this study are as following¡G 1. Sense of humor has a significant effect on job¡¦s satisfaction. 2. Organization playfulness climate a significant effect on job¡¦s satisfaction. 3. Organization playfulness climate has no moderate effect on sense of humor and job¡¦s satisfaction.

Creativity and innovation are different. How to encourage employees to produce the innovative behavior in the business organization in this century are very important and urgent. This study hopes to discuss the relationship among the personality traits, personal playfulness, organization playfulness climate and employee¡¦s innovative behavior. It¡¦s taken 30 organizations in Taiwan and the effective volume was 1,213, the returns-ratio reached 95.21%. We will use HLM (hierarchical linear model) to analyze the data instead of the regression analysis in tradition. The major result of this study are as following¡G 1.Locus of control has a significant effect on employee¡¦s innovative behavior. 2.A-type character has a significant effect on employee¡¦s innovative behavior. 3.Positive affectivity has a significant effect on employee¡¦s innovative behavior. 4.Negative affectivity has no significant effect on employee¡¦s innovative behavior. 5.Personal playfulness has a significant effect on employee¡¦s innovative behavior. 6.Organization playfulness climate has a significant effect on employee¡¦s innovative behavior. 7.Organization playfulness climate has no moderate effect on the relationship between locus of control and employee¡¦s innovative behavior. 8.Organization playfulness climate has no moderate effect on the relationship between A-type character and employee¡¦s innovative behavior. 9.Organization playfulness climate has no moderate effect on the relationship between positive affectivity and employee¡¦s innovative behavior. 10.Organization playfulness climate has no moderate effect on the relationship between negative affectivity and employee¡¦s innovative behavior. 11.Organization playfulness climate has no moderate effect on the relationship between personal playfulness and employee¡¦s innovative behavior.

How to encourage employees to produce the innovative behavior in the business organization in this century are very important. This study hopes to discuss the relationship among the personal playfulness, Job involvenment, organization playfulness climate and employee's innovative behavior. It's taken 30 organizations and the effective volume was 1,213, the returns-ratio reached 95.21%. We will use HLM (hierarchical linear model) to analyze the data instead of the regression analysis in tradition. The major result of this study are as following: 1.Personal playfulness has positive effects on employee's innovative behavior. 2.Job involvenment has positive effects on employee's innovative behavior. 3.Organization playfulness climate has positive effects on employee's innovative behavior. 4.Organization playfulness climate has no moderate effect on the relationship between personal playfulness and employee's innovative behavior. 5.Organization playfulness climate has no moderate effect on the relationship between job involvenment and employee's innovative behavior.