摘 要
過去研究指出，員工的正、負向心情皆是影響員工創造力的重要因素。然而，既有研究較少在每日的層次探討員工每日心情對創造力表現的影響，且員工所處的工作環境究竟對心情-創造力的關係扮演何種角色，亦不明確。為針對前述問題加以深究，本研究探討員工每日經歷到的高活化正、負向心情是否能提升其創造力，並同時探討實體工作環境（空間佈置、公共空間、互動支援）對高活化正、負向心情與創造力之間的干擾效果。
本研究以70位一般企業組織中，需使用創造力工作者為研究樣本，並以經驗抽樣法進行連續 10 個工作天之問卷調查，共獲得700筆樣本。經階層線性模式分析結果發現：(1) 員工每日高活化正向心情與創造力呈正相關；(2) 當組織提供好的公共空間設置時，可增強員工每日高活化正向心情與創造力的正向關係；(3)組織提供較高程度的辦公空間佈置及公共空間設置時，可使員工每日高活化負向心情與創造力的關係轉為正向；(4)組織提供良好互動支援空間反而會減弱每日高活化負向心情與創造力的正向關係。根據本研究結果，提出管理意涵如下：組織應運用各項機制來維持並提升員工的高活化正向心情，同時塑造優質的公共空間及提供空間佈置環境，以提升員工的創造力。此外，處於高活化負向心情的員工，組織應妥善管理良好的互動支援空間，以期將負向心情轉化為創造力的提升。

Abstract
Mood states do affect creativity at work while employees experience positive and negative mood alternately during working hours. This study examines how affect relates to creativity at work by exploring the relations between high activation positive/negative moods of employees and creativity, as well as moderating effects of the physical working environments (i.e., spatial arrangement, public space, interactive support). Data was collected from 70 employees across 10 ten consecutive working days, resulting in 700 valid daily surveys. -The results of hierarchical linear modeling show that while working in good physical environments and experiencing high activation positive mood, employees’ creativity performance is enhanced. When higher quality setting of office space and public space is provided, the creativity of employee even with high activation negative mood is also enhanced. Nevertheless, the relativity between high activation negative mood and creativity is weakening even good support interactive space is provided. Finally, theoretical and practical implications of our findings are also discussed.

目 錄

論文審定書………………………………………………………………………ⅰ
誌謝………………………………………………………………………………ⅱ
中文摘要…………………………………………………………………………ⅲ
Abstract …………………………………………………………………………ⅳ
目錄………………………………………………………………………………ⅴ
圖次………………………………………………………………………………ⅶ
表次………………………………………………………………………………ⅷ
第一章 緒論…………………………………………………………………… 01
第二章 文獻探討……………………………………………………………… 04
第一節 每日高活化正、負向工作心情的內涵…………………………… 04
第二節 員工每日心情與每日創造力的關係……………………………… 04
第三節 實體工作環境對員工每日心情與每日創造力關係的干擾效果…05
第三章 研究方法………………………………………………………………09
第一節 研究架構圖……………………………………………………………09
第二節 研究對象與資料收集方式……………………………………………10
第三節 研究工具………………………………………………………………11
第四節 驗證性因素分析………………………………………………………14
第五節 資料分析………………………………………………………………17
第四章 研究結果與討論………………………………………………………18
第一節 樣本描述………………………………………………………………18
第二節 主要變數敘述統計……………………………………………………20
第三節 員工每日高度活化心情與每日創造力的影響：實體工作環境的干擾效果…………………………………………………………………………………21
第五章 結論與建議……………………………………………………………27
第一節 研究主要發現與理論意涵……………………………………………27
第二節 管理意涵………………………………………………………………29
第三節 研究設制………………………………………………………………31
第四節 未來研究建議…………………………………………………………32
參考文獻…………………………………………………………………………34
附錄：研究問卷…………………………………………………………………40

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