在全球化的浪潮下，由於產業環境的改變及資訊科技的進步，核心生產要素已由土地及自然資源移轉為腦力及人力資本，同時，顧客對於新產品、新服務有了更高的要求，這些壓力使得企業不斷追求創新以改善產品或製程，以因應市場變化，維持競爭優勢。
創新的重要性是無庸置疑的，而創造力乃是創新的知識基礎，企業中創新表現乃是源自於員工的創造力。在企業中，影響員工創造力的因素也被廣泛地討論及研究，在眾多因素裡，領導者的支持行為被普遍視為是相當重要的一項，然而，何種行為會使員工感受到領導者的支持，是較少被討論的，也是本研究目的之一。
領導者在疾呼創新的重要性時，若員工不信任領導者對創新的承諾，擔心因創新失敗而產生負面的後果，領導者的支持將會失去作用，因此，信任在創造力發揮的環境中，扮演著相當重要的角色。
本研究抽樣320名非例行性工作性質的一般企業員工進行研究，發現領導者支持行為可概分為五構面，在迴歸分析後，發現對員工創造力之發揮有正向的影響。本研究以情感性信任及認知性信任進行干擾效果的探討，發現信任創造力的發揮中具有部分的干擾效果，顯示若無足夠信任，領導者的支持行為對員工創造力之發揮將無法達到最好之效果。

In today’s globalized economic environment, new production information and rapid technology change, has made the human capital become the main product factor instead of natural resources. Meanwhile, customer’s increased access to information has empowered them to demand better quality and services. These changes have put huge pressures on real business world; companies try all the ways to improve the quality of the products and offering better services in order to create or maintain the competitive advantages. This change has placed a premium on innovation and creativity and makes it a hot topic and agenda.

Creativity is the foundation of innovation, among the variables that influence creativity on subordinates in organizational settings, leader support behavior has been examined by many researchers as being one of the most important； however, most of the researchers only focus on the concept of “support” but not specific leader “behavior”. One of the aims of the present study is to find out how perceptions of leader support arise.

The significance of trust in organizations has been examined by many researchers. With trustworthy supervisors, subordinates can feel free to try something new and do not need to be afraid of the negative outcomes. The second aim of this study is to investigate the moderating effect of trust on subordinates’ creativity under the leader support behavior. 320 samples are collected.

Based on the findings of the present study, we argue that leadership of creative subordinates required leader support behavior and trust in management, thus, the creativity in organizations could be enhanced.

第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 5
第二章 文獻探討 6
第一節 創造力 6
第二節 領導與創造力 16
第三節 信任 25
第三章 研究方法 32
第一節 研究架構及研究假設 32
第二節 問卷設計及前測執行 35
第三節 研究對象及抽樣方法 44
第四章 資料分析與結果 47
第一節 描述性統計 47
第二節 相關性分析 54
第三節 影響性分析 56
第四節 檢定結果 61
第五章 討論與建議 62
第一節 討論 62
第二節 建議 65
第三節 研究限制及後續研究建議 68

參考文獻 69
附錄 研究問卷 79

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