今日組織所面臨的成長環境充滿了不確定和高度變動性，過去的經營方式已不能
保證為企業帶來競爭優勢，企業為了維持生存不斷在產品與服務上推陳出新。然而，
創新並不僅指新設備或新技術的導入，主要還是在於組織整體是否具備了創新的觀
念，當前企業最大的課題之一，便是能在一個瞬息萬變的經營環境中，建立一個具有
調適力和變革力的「持續創新」系統，而這其中包括員工和組織二個關鍵層次：在個
人層次上，要使創新成為每一個員工的工作；在組織層次上也要使組織本身擁有隨機
應變、持續革新的能力。
本研究透過複迴歸分析與層級線性模式（Hierarchical linear model, HLM），探討分
屬於個體層次的人格特質與組織層次的組織創新氣候對員工創新行為之影響，試圖為
企業發掘具高創造性人格特質的員工。經實證分析後，本研究結果如下：
1. 研究結果顯示「嚴謹性」、「外向性」、「開放性」人格對「創新行為」具顯著
的正向影響；而「親和性」與「神經質」人格對個人創新行為則無顯著影響。
2. 組織創新氣候對個人創新行為有顯著正向影響之假設，並未獲得支持。
3. 本研究採斜率預測模式檢驗組織層級變數之調節效果後發現，五大人格特質
中，組織創新氣候僅對「嚴謹性」人格特質與個人創新行為之關係上，具有
調節效果，表示在高度組織創新氣候下，嚴謹性人格特質的員工能有較高之
創新行為。

Nowadays, organizations face the environment with highly change and uncertainty;
therefore, organizations with traditional operating ways are not sufficiently equipped with
competitive advantage. To survive, they keep changing in product and service. However,
innovation does not merely mean new facilities and technologies; innovation mainly depends
on whether the organization as a whole has innovative ideas. One of the most essential issues
to organizations is to establish a continuous innovation system with adaptability and
innovativeness, and it consists of two key levels: employee and organization. In individual
level of, innovation will be a job for every employee; it will also be necessary for the
organization itself to have the abilities of continuous innovation and to adjust to change at
any time.
The multiple regression analysis and hierarchical linear model (HLM) were used to
analyze the relationships among employees’ personality, organizational innovative climate,
and employees’ innovative behaviors to attempted to discover highly innovative employees in
organizations. The results are presented as follows.
1. There was significantly positive influence of the personality of “conscientiousness”,
“extraversion”, “openness to experience” on “individual innovative behavior”
respectively ; but there is no significant influence of the personality of
“agreeableness”, “neuroticism” on individual innovative behavior respectively.
2. There was no significant influence of organizational innovative climate on individual
innovative behavior.
3. The study examined the moderating effect of organizational level variable by
slopes-as-outcomes mode. The result showed that organizational innovative climate
had the moderating effect on conscientiousness and individual innovative behavior.
The result indicated that the stronger extent of organizational innovative climate, the
more employee with the personality of “conscientiousness” tends to have more
individual innovative behaviors.

目 錄........................................................................................................................................i
表目錄.......................................................................................................................................ii
圖目錄..................................................................................................................................... iii
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
第二節 文獻探討....................................................................................................................5
第一節 人格特質............................................................................................................5
第二節 創新..................................................................................................................15
第三節 組織創新氣候..................................................................................................20
第四節 個人創新行為..................................................................................................28
第三章 研究方法..................................................................................................................31
第一節 研究架構..........................................................................................................31
第二節 研究假設..........................................................................................................32
第三節 研究變項之操作性定義及衡量工具..............................................................33
第四節 研究對象與程序..............................................................................................43
第五節 資料分析方法..................................................................................................47
第五節 資料分析方法..................................................................................................47
第四章 實證分析結果與假設驗證......................................................................................50
第一節 個人屬性在各研究變項上之差異性..............................................................50
第二節 個人屬性在各研究變項之變異數分析..........................................................52
第三節 研究變項之相關分析......................................................................................60
第四節 層級線性分析驗證假設..................................................................................61
第五章 結論與建議..............................................................................................................67
第一節 研究結果..........................................................................................................67
第二節 研究建議..........................................................................................................69
第三節 研究限制及未來研究建議..............................................................................70
參考文獻.................................................................................................................................72
附錄一 訪談問卷..................................................................................................................81

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