台灣隨著社會型態的改變，在產業結構上也起了變化，從早期的農業化時代轉變成工業科技時代，而在勞動人口的分佈也從46%變成58.7%，而產業型態也從技術型態轉變偏重服務產業。在服務業的型態以百貨公司的勞動人口密集度最大，百貨產業在台灣的平均產值約為2600億元。以北部地區為例，在2008年百貨公司共有14家，在2011年更發展到25家，台灣百貨商場林立，競爭也更為激烈，在如此劇烈的環境變動下，除了商品本身的競爭價值，競爭力的展現就是投入百貨業工作的勞動者了。適度的人員流動可以幫助企業組織新陳代謝，避免組織老化，但是在世代環境的影響下，投入這個市場的勞動者與組織環境的互動行為，常為研究關注的焦點。不同世代的員工對於組織文化對角色拓展自我效能與主動行為也會產生不同的結果。本研究從世代差異的觀點，探討組織文化對角色拓展自我效能和主動行為關係的調節作用，研究結果發現如下:一、角色拓展自我效能對員工主動行為有正向影響。二、角色拓展自我效能與員工主動行為之關係受組織文化之調節影響。三、在年輕世代部份「支持型組織文化」在對「角色拓展自我效能」與「主動行 為」有負向調節影響；在資深世代部份「創新型組織文化」在對「角色拓展自我效能」與「主動行為」有正向調節影響。 Taiwan has changed the industrial structure from the early agricultural-oriented to the industrial technological based. The distribution of the wrokforce changed from 46% to 58.7% during the changing period as well. Therefore, the industrial pattern shifted from technology-oriented toward service. The labor intensity of department stores is the largest among the service sector and its average output values about 260 billion dollars per year. For example, in the area of northearn Taiwan, the number of department stores increased from 14 of 2008 to 25 of 2011. Due to the intensive business, all of department stores are facing increasing competition. In order to survive in this competitive environment, customer service is much more important to creat the influence of customer relationship. No doubt, a high qulity of employees is the key factor of competing with others. To ensure skillful manpower, a reasonable labour turnover is able to rejuvenate the working force with youth labour and to prevent aging issue for the organizations. Because the obvious impact of the new generations, employers and employees relationship has become an interesting topic for researches.The porpuse of this study was to investigate the moderating effect on the relationship between role breadth self-efficacy and proactive behavior, particularly the different moderation among generations. The results of the empirical study were as follows:1.Role breadth self - efficacy positively effects on employee 's proactive behavior.2.Organizational culture moderates the relationship between role breadth self - efficacy and employee 's proactive behavior.3.In the younger generation, the supporting organizational culture negatively moderates the relationship between role breadth self - efficacy and proactive behavior. Differently, innovative organizational culture positively modeartes the relatioship between role breadth self - efficacy and proactive behavior in the senior generation.