The purpose of this study was to verify the relationship between the positive psychological capital of hotel cooks on the team organization exchange relationship (LMX-TMX) and innovative behavior, and the mediating effect of the team organization exchange relationship (LMX-TMX). The data collected with 308 samples were subjected to frequency analysis with SPSS 21.0 Version, and confirmatory factor analysis, correlation analysis, and structural equation modeling with AMOS 21.0. As a result of hypothesis testing, self-efficacy has a positive (+) effect on the leader-team member exchange relationship (LMX), hope has a significant positive (+) effect on the team-team member exchange relationship (TMX), and self-efficacy has a significant positive (+) effect on the team-team member exchange relationship. A positive (+) effect on (TMX) and hope did not appear to have an effect on the team-team member exchange relationship (TMX). The team-team member exchange relationship (TMX) has a positive (+) effect on innovation behavior, and the team-team member exchange relationship (TMX) has a positive (+) effect on innovation behavior. The team organization exchange relationship (LMX-TMX) can be said to have positive behavior as an important variable for hotel chefs, and it can be said to have an important influence on strengthening employees' innovation capabilities.