「不創新，便落後」是Leonard與Straus兩位學者所提出的觀點。在二十一世紀的今天，創新對企業的生存與發展是相當重要的。而人是企業中最寶貴的資源、以及所有創意的發起者，因此激勵員工的個人創造力轉化為創新行為，一直是學術界與企業界相當重視的課題。國內對工作場所中員工的玩興研究較少，且對於人格特質、個人玩興、組織玩興氣氛與員工創新行為，大多僅著重於個人或總體層次分別來探討，因此，為貼近企業實際情況，本研究擬透過工具-層級線性模型(Hierarchical Linear Model, HLM)來進行分析，期望藉由探討來釐清個體層次自變項(人格特質、個人玩興)、總體層次自變項(組織玩興氣氛)及個體層次依變項(員工創新行為)之間的關係與影響。

本研究採取問卷調查法，並以台灣30個組織之98個部門之員工為研究對象，共計發出1,274份問卷，回收1,227份，回收率達96.31%，剔除無效問卷14份，有效問卷為1,213份，有效問卷回收率為95.21%。調查資料分別使用描述性統計分析、項目分析、信度分析、相關分析、因素分析及層級線性模型等方法。

本研究結果發現：

1．內外控人格特質對員工創新行為具有顯著之影響力
2．A型人格特質對員工創新行為具有顯著之影響力
3．正面情感對員工創新行為具有顯著之影響力
4．負面情感對員工創新行為不具顯著之影響力
5．個人玩興對員工創新行為具有顯著之影響力
6．組織玩興氣氛對員工創新行為具有顯著之影響力
7．組織玩興氣氛對「內外控人格特質與員工創新行為之關係」不具有調節作用
8．組織玩興氣氛對「A型人格特質與員工創新行為之關係」不具有調節作用
9．組織玩興氣氛對「正面情感與員工創新行為之關係」不具有調節作用
10．組織玩興氣氛對「負面情感與員工創新行為之關係」不具有調節作用
11．組織玩興氣氛對「個人玩興與員工創新行為之關係」不具有調節作用

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：

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.

表 目 錄 V
圖目錄 VI
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 人格特質 5
第二節 個人玩興 14
第三節 組織玩興氣氛 19
第四節 員工創新行為 22
第五節 人格特質、個人玩興、組織玩興氣氛與員工創新行為之關聯性 26
第三章 研究方法 31
第一節 研究架構與研究假設 31
第二節 研究對象 33
第三節 資料分析方法 34
第四節 研究變項操作性定義與衡量工具 37
第五節 量表之項目分析 43
第六節 量表之因素及信度分析 55
第七節 樣本特性分析 63
第四章 實證分析 65
第一節 研究變項間之關係 65
第二節 層級線性模型基本特性檢視 67
第三節 人格特質、個人玩興對員工創新行為之影響 68
第四節 組織玩興氣氛對員工創新行為之影響 71
第五節 組織玩興氣氛對「人格特質、個人玩興與員工創新行為關係」之調節作用及綜合整理分析 72
第五章 結論與建議 79
第一節 研究結果 79
第二節 管理實務建議 83
第三節 研究限制與後續研究方向 84
參考文獻 86
附件一 「玩興與創造力相關研究」樣本描述 93
附件二 「玩興與創造力相關研究」調查問卷 107

一、中文部份

伍大佑，2004，團隊品質與團隊玩興對團隊創新之影響，國立中山大學人力資源管理研究所碩士論文。
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余嬪、吳靜吉、林偉文、楊潔欣，2003，「成人玩興量表與組織玩興氣氛量表之發展」，中國測驗學會測驗學刊，50(1)，73-110。
吳思慧，2008，員工的正、負面情感及工作環境的回饋性與責任制對員工的組織政治知覺的影響，國立中山大學人力資源管理研究所碩士論文。
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李岱諭，2008，玩興與創新－個人與組織之跨層級研究，國立高雄應用科技大學商務經營研究所碩士論文。
李麗君，2008，員工的馬基維利人格傾向與工作年資及工作部門的升遷機會與職涯發展規劃對員工的組織政治知覺之影響，國立中山大學人力資源管理研究所碩士論文。
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姚裕錡，2006，人格特質、工作態度與工作績效關聯性之研究─以台中地區文理補習班員工為例，朝陽科技大學工業工程與管理系碩士班。
柯淑蕙，2008，親疏關係下職場幽默風格、組織玩興氣氛知覺與員工創新行為之關係性研究，國立台灣師範大學創造力發展研究所碩士論文。
洪毓孜，2004，個人玩興與團隊玩興氣氛對團隊創造力績效之影響，國立中山大學人力資源管理研究所碩士論文。
徐子超譯，2003，認真玩創新：進入創新與新經濟的美麗新世界，台北：遠流。 Michael, Schrage.，1999，Serious Play: How the World’s Best Companies Simulate to Innovate.
徐成輝，2007，領導型態、吸收能力、心理契約與個人創新行為關係之研究—以高科技產業為例 ，國立中山大學人力資源管理研究所碩士論文。
張永誠，2001，100個領導高手的故事，台北：遠流。
郭誌光，2001，個人創造力、組織創新氣候、及組織創新績效之關係－台北市 廣告公司的實證研究，國立中正大學勞工研究所碩士論文。
陳村河，2001，國營事業民營化留用員工工作壓力之研究—以台肥公司員工為例，國立中山大學人力資源管理研究所碩士論文。
曾琦，2008，領導風格、組織玩興氣氛及組織創新之研究，國立高雄應用科技大學商務經營研究所碩士論文。
曾敬梅，2002，研究生玩興、幽默、創意態度、所知覺系所創造氛圍與創造力之關係，政治大學教育研究所碩士論文。
曾敬梅、吳靜吉，2003，玩興、幽默、創意態度、對研究所創造氛圍知覺與創新行為的關係。政治大學管理學院編，2003 創造力實踐歷程研討會論文集（頁342-358）。台北：政治大學。
詹益統，1996，個人屬性、人格特質與內滋激勵與外附激勵關聯性之研究－ 以交通部數據通訊所員工為例，國立交通大學管理科學研究所碩士論文。
劉秀娟，1995，幼兒玩性與社會性遊戲之研究，文化大學兒童福利學所碩士論文。
潘碧娟，2003，組織政治知覺對工作壓力及工作投入之影響－以人格特質為干擾變數，國立中山大學人力資源管理研究所碩士論文。
蘇平順，2008，組織成員的正、負面情感及組織的正式化、集權化對組織成員的政治知覺之影響，國立中山大學人力資源管理研究所碩士論文。

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