本研究主要探究專案團隊成員心流經驗、創意自我效能與主動行為之關聯—以C公司為例，並依據不同背景變項分析專案團隊成員在心流經驗、創意自我效能與主動行為之差異情況，以分析的結果來探討專案團隊成員心流經驗、創意自我效能與主動行為間的關係。
本研究使用調查法進行，經由文獻探討發展出「專案團隊成員心流經驗、創意自我效能與主動行為之關聯調查問卷」為研究工具，以Ｃ公司專案團隊成員為研究對象，共回收352份問卷，刪除無效問卷32份，有效問卷合計為320份，有效問卷為90.91%。回收後的問卷使用描述統計、單一樣本t檢定，獨立樣本t檢定、單因子變異數分析、結構方程模式等統計方法進行資料分析。
本研究獲得以下結論：專案團隊成員心流經驗、創意自我效能與主動行為的感知偏向正向；女性專案團隊成員在心流經驗與主動行為間感受有差異；專案團隊成員之心流經驗、創意自我效能與主動行為間有相關；專案團隊成員創意自我效能在心流經驗與主動行為間具有部份中介效果。

The study primarily investigated the correlation among flow experience, creative self-efficacy, and proactive behavior in project team members, using Company C as a case study. It also analyzed the differences in flow experience, creative self-efficacy, and proactive behavior among project team members based on different background variables. The results of the analysis were used to investigate the relationship between flow experience, creative self-efficacy, and proactive behavior in project team members.
The study employed a survey method, after reviewing relevant literature, a questionnaire was developed for surveying on the correlation among flow experience, creative self-efficacy, and proactive behavior in project team members' as the research instrument. The study targeted at project team members of Company C. A total of 352 questionnaires were received, and after excluding 32 invalid questionnaires, 320 valid questionnaires were collected, resulting in an effective response rate of 90.91%. Descriptive statistics, one-sample t-tests, independent sample t-tests, one-way analysis of variance (ANOVA), and structural equation modeling were used for data analysis.
This result of conclusion shows that: project team members perceived a positive inclination towards flow experience, creative self-efficacy, and proactive behavior; female project team members perceived differences in flow experience and proactive behavior; there was a correlation among flow experience, creative self-efficacy, and proactive behavior of project team members; creative self-efficacy of project team members acted as a partial mediator between flow experience and proactive behavior.

一、中文部分
中華專案管理學會（2009）。專案管理Q & A。http://www.npma.org.tw/。
江志卿、邱品瑜、洪偉寧（2011年12月）。專案團隊之知識管理議題與發展趨勢：專案管理主要期刊之十年內容分析。資訊時代與健康生活。第十七屆資訊管理暨實務研討會，嘉南藥理科技大學。
何家薇（2022）。創新專案團隊之創新行為與組織創新氣候對團隊績效之影響（未出版之碩士論文）。私立逢甲大學，臺中市。
余信穎（2023）。專案團隊運作關鍵成功因素之探討（未出版之碩士論文）。私立正修科技大學，高雄市。
吳明隆（2009）。結構方程模式：AMOS的操作與應用。台北市：五南文化。
李宛純（2021）。品牌塑造讓你發掘點子王！ 雇主品牌吸引力、員工忠誠度與員工創造力之關係： 以LMX、創意自我效能為調節變項（未出版之碩士論文）。國立中山大學，高雄市。
李芳婷（2017）。內部行銷、工作敬業心及主動行為之關係研究-以知覺組織支持為調節變項（未出版之碩士論文）。國立中正大學，嘉義縣。
李芳齡（譯）（2019）。專案管理革命（原作者：Nieto-Rodriguez, A.）。臺北市：遠見天下文化出版股份有限公司。
李顏如（2022）。主管與部屬交換關係與組織公平之研究：探討組織政治知覺與主動行為之角色（未出版之碩士論文）。國立臺南大學，臺南市。
汪美香，黃炳憲（2012）。專業技能與創造力的關聯：創意自我效能中介角色。南台學報，37，1-14。
林畇妡（2016）。員工自我效能, 知識分享意願與主動行為之關係研究（未出版之碩士論文）。國立中正大學，嘉義縣。
林姍瑾（2018）。大學生正向特質、正向體驗及創意自我效能關係之研究（未出版之碩士論文）。國立虎尾科技大學，雲林縣。
林亭玗（2016）。行銷人員人格韌性與創新行為之相關研究-以心流經驗為中介變項（未出版之碩士論文）。國立高雄應用科技大學，高雄市。
林碧芳、邱皓政（2008）。創意教學自我效能感量表之編製與相關研究。 教育研究與發展期刊，4（1）， 141-169。
哈佛商業評論編輯部。（2021年12月）。專案經濟來臨! 。哈佛商業評論，184。https://www.hbrtaiwan.com/magazine/HBR184。
洪素蘋、黃宏宇、林珊如（2008）。重要他人回饋影響創意生活經驗：以模式競爭方式檢驗創意自我效能與創意動機的中介效果。教育心理學報，40（2），303-321。
高鳳霞、鄭伯壎（2014）職場工作壓力: 回顧與展望。人力資源管理學報，14（1），77-101。
張雅櫻（2015）。工作壓力對主動行為之影響-以心理樂業為中介變項（未出版之碩士論文）。國立中正大學，嘉義縣。
張瑄云（2022）。親信關係知覺對員工主動行為之研究：心理賦權及工作自主性之中介效果分析（未出版之碩士論文）。國立高雄科技大學，高雄市。
梁晴瀅、林耀南、許雅晴（2021）。恆毅力、自我效能、工作敬業心、心流及個人創新行為關聯性之研究。創造學刊，12（1），56-81。
章勝傑、溫卓謀（2018）。A Study on the Effects of Learning Motivation, Learning Affects, Flowing Experiences on College Students’ Academic Achievement。中正教育研究 ， 17 （2）， 103-138。
許孟祺（2020）。轉換型領導、心理賦能與員工主動行為及工作幸福感之研究（未出版之碩士論文）。國立中央大學，桃園市。
郭逸君（2012）。員工的目標導向、創造性自我效能及創造性績效：組織創新氣候知覺的調節效果（未出版之碩士論文）。國立臺灣大學，臺北市。
郭燿禎（2012）。專案經理與專案團隊。https://mail.knu.edu.tw/yckuo/PM/ch4.pdf。
陳亦青（2018）。以藝術治療取向探討視覺藝術創作者之心流經驗對創意自我效能的影響（未出版之碩士論文）。臺北市立大學，臺北市。
陳冠豪（2023）。教練式領導與資訊專案團隊效能關聯之研究-以某資訊服務公司為例（未出版之碩士論文）。私立龍華科技大學，桃園市。
陳郁叡（2022）。國民小學教師創意自我效能與教師促進學生創意行為關係之研究（未出版之碩士論文）。國立嘉義大學，嘉義市。
陳珮綺（2021）。員工完美主義、心理韌性、心流經驗與工作拖延之研究（未出版之碩士論文）。私立南臺科技大學，臺南市。
黃能堂、曾暄芹（2015）。員工創新行為之研究探討。科技與人力教育季刊，2（2），1-15。
黃靖涵（2023）。傳統市場攤商接班人的接班意願與創意自我效能對創新經營影響之研究（未出版之碩士論文）。國立中興大學，臺中市。
楊立萱（2021）。國小學童創意自我效能與創造力之相關研究—以學習心流經驗及幸福感為中介變項（未出版之碩士論文）。國立臺灣師範大學，臺北市。
楊宜興（2023）。高值化創新、自有品牌與經營績效：臺灣電子產業之實證研究。中山管理評論，21（4），853-880。
楊瑋瑄（2021）。軍人信念、軍隊認同、工作投入對主動行為之影響—以主管部屬關係品質為調節變項（未出版之碩士論文）。私立中國科技大學，臺北市。
廖國鋒、費吳琛、 丁文養（2005）。自我管理團隊目標互賴性，團隊成員互動過程對團隊信任影響之研究。管理與系統，12（2），53-73。
PMI國際專案管理學會（2009）。專案管理知識體指南（4版），臺北：博聖科技文化。
褚麗絹、周正偉、羅顗昇（2009）。團隊成員心流經驗對專案績效影響之研究。行政院國家科學委員會專題研究成果報告（編號：NSC 98-2410-H-343-012-），未出版。
褚麗絹、許淑鴻、莊麗珠（2012）。內外控人格特質、參與動機對義消人員心流經驗與工作滿足影響之研究。經營管理論叢，8（2），63-74。
褚麗絹、何育敏、曾冠豪、 許宏誠（2016）。 工作特性、領導風格及心流經驗對工作績效影響之研究。經營管理論叢，12（1）， 15-27。
褚麗絹、何育敏、徐嘉均、曾冠豪（2017）。以心流經驗為中介變項探討工作特性與組織公平對工作績效之影響。管理科學研究，11（1）， 45-55。
趙信鴻（2022）。主管正向領導對員工主動行為之影響：員工當責及個人與組織契合度中介分析（未出版之碩士論文）。國立高雄科技大學，高雄市。
蔡佳伶（2018）。高科技產業工程師工作特性與內控型人格對工作績效與生涯滿足之影響—以心流為中介變項（未出版之碩士論文）。國立嘉義大學，嘉義縣。
賴志宏（2011年4月18日）。專案的定義。https://www.krispmschool.com/pmsystemmodel/pmdef/11projdef.php。
賴志宏（2015年11月3日）。企業組織中，有哪些主要類型的專案？https://www.krispmschool.com/blog/pm/pm-principle/pj-types/。
賴博楷（2015）。主管心流經驗、完美主義及職涯成功之關係研究 -以壽險業為例（未出版之碩士論文）。國立高雄應用科技大學，高雄市。
賴薏如（2022）。恆毅力、創意自我效能、創意氛圍、心流對學習投入之影響－以大學商管學院學生為例（未出版之碩士論文）。私立輔仁大學，新北市。
二、英文部分
Aubé, C., Rousseau, V., & Brunelle, E. (2018). Flow experience in teams: The role of shared leadership. Journal of occupational health psychology, 23(2), 198-206.
Bakker, A. B. (2005). Flow among music teachers and their students: The crossover of peak experiences. Journal of vocational behavior, 66(1), 26-44.
Bakker, A. B. (2008). The work-related flow inventory: Construction and initial validation of the WOLF. Journal of vocational behavior, 72(3), 400-414.
Bakker, A. B., & Van Woerkom, M. (2017). Flow at work: A self-determination perspective. Occupational Health Science, 1(1-2), 47-65.
Belschak, F. D., & Den Hartog, D. N. (2010). Pro‐self, prosocial, and pro‐organizational foci of proactive behaviour: Differential antecedents and consequences. Journal of occupational and organizational psychology, 83(2), 475-498.
Carmeli, A., & Schaubroeck, J. (2007). The influence of leaders' and other referents' normative expectations on individual involvement in creative work. The Leadership Quarterly, 18(1), 35-48.
Callea, A., Caracuzzo, E., Costanzi, M., & Urbini, F. (2022). Promoting flow at work through proactive personality: A sequential mediation model with evidence from Italian employees. Sustainability, 14(5), 2477.
Cangiano, F., Bindl, U. K., & Parker, S. K. (2016). The hot side of proactivity: Exploring an affect-based perspective on proactivity in organizations. Routledge：Proactivity at Work.
Ceja, L., & Navarro, J. (2012). ‘Suddenly I get into the zone’: Examining discontinuities and nonlinear changes in flow experiences at work. Human relations, 65(9), 1101-1127.
Chen, H. (2006). Flow on the net–detecting Web users’ positive affects and their flow states. Computers in human behavior, 22(2), 221-233.
Chen, G., Gully, S. M., & Eden, D. (2001). Validation of a new general self-efficacy scale. Organizational Research Methods, 4, 62-83.
Chen, Y., & Zhang, L. (2019). Be creative as proactive? The impact of creative self-efficacy on employee creativity: A proactive perspective. Current Psychology, 38, 589-598.
Choi, S. B., Ullah, S. E., & Kang, S. W. (2021). Proactive personality and creative performance: mediating roles of creative self-efficacy and moderated mediation role of psychological safety. Sustainability, 13(22), 12517.
Chu, L. C. (2012). Team members' flow experiences and their influence on project performance. The Journal of Human Resource and Adult Learning, 8(1), 46-55.
Cohen, S. G., & Bailey, D. E. (1997). What makes teams work: Group effectiveness research from the shop floor to the executive suite. Journal of management, 23(3), 239-290.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of management, 26(3), 435-462.
Du, Y., Li, P., & Zhang, L. (2018). Linking job control to employee creativity: The roles of creative self‐efficacy and regulatory focus. Asian Journal of Social Psychology, 21(3), 187-197.
Dai, K., & Wang, Y. (2023). Investigating the interplay of Chinese EFL teachers’ proactive personality, flow, and work engagement. Journal of Multilingual and Multicultural Development, 1-15.
Devotto, R., Freltas, C. P., & Wechsler, S. M. (2020). The role of job crafting on the promotion of flow and wellbeing. RAM. Revista de Administração Mackenzie, 21(1), 1-24.
Veiga, H., Neiva, E., & Bruno-Faria, M. (2020). Proactivity：Influence of conditions for creativity considering and the mediating and the mediating effect of creative of self-efficacy. Brazilian Journal of Management/Revista de Administração da UFSM, 13(3), 602-624.
Fagerlind, A. C., Gustavsson, M., Johansson, G., & Ekberg, K. (2013). Experience of work-related flow: does high decision latitude enhance benefits gained from job resources?. Journal of vocational behavior, 83(2), 161-170.
Feng, X. (2022). How job stress affect flow experience at work: the masking and mediating effect of work-related rumination. Psychological Reports, 0(0), 1-24.
Fu, H., Ye, B. H., & Xu, X. (2020). The cross-level effect of shared leadership on tourism employee proactive behavior and adaptive performance. Sustainability, 12(15), 6173.
Glovis, M. J., Cole, M. L., & Stavros, J. M. (2014). SOAR and motivation as mediators of the relationship between flow and project success. Organization Development Journal, 32(3), 57-73.
Gomezel, A. S., & Aleksić, D. (2020). The relationships between technological turbulence, flow experience, innovation performance and small firm growth. Journal of Business Economics and Management, 21(3), 760-782.
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in organizational behavior, 28, 3-34.
Grant, A. M., & Parker, S. K. (2009). Redesigning work design theories: The rise of relational and proactive perspectives. The Academy of Management Annals, 3(1), 317–375.
Guzzo, R. A., & Shea, G. P. (1992) Group performance and intergroup relations in organizations. Handbook of Industrial and Organizational Psychology, 3, 269-313.
Griffin, M. A., Neal, A., & Parker, S. K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of management journal, 50(2), 327-347.
Hair, J. F., Jr., Black, W. C., Babin, B. J., & Anderson, R. E. (2009). Multivariate data analysis (7th ed.). Upper Saddle River, NJ: Prentice Hall.
Haidar, S. N. S. (2019). Proactivity in the workplace: The role of flow in the relationship between proactivity and subjective well-being (Unpublished doctoral dissertation). Kansas State University.
Jackson, S. A., & Marsh, H. W. (1996). Development and validation of a scale to measure optimal experience: The Flow State Scale. Journal of sport and exercise psychology, 18(1), 17-35.
Ji, H., Zhao, X., & Dang, J. (2023). Relationship between leadership-member exchange (LMX) and flow at work among medical workers during the COVID-19: the mediating role of job crafting. BMC psychology, 11(1), 162-162.
Kafeel, L., Khan, M. M., & Ahmed, S. S. (2024). Authentically flown to innovation: authentically triggered innovative work behavior through flow at work with moderating role of creative self-efficacy. International Journal of Innovation Science, 16(3), 463-481.
Kawasaki, S. (2019). Effects of psychological need satisfaction on proactive work behaviors (Unpublished doctoral dissertation). Minnesota State University, Mankato.
Kaiser, H. F. (1974). An index of factorial simplicity. Psychometrika, 39(1), 31-36.
Li, M., Liu, Y., Liu, L., & Wang, Z. (2017). Proactive personality and innovative work behavior: The mediating effects of affective states and creative self-efficacy in teachers. Current Psychology, 36, 697-706.
Liu, W., Van der Linden, D., & Bakker, A. B.(2022). Strengths use and work-related flow: An experience sampling study on implications for risk taking and attentional behaviors. Journal of Managerial Psychology, 37(1), 47-60.
Liu, W., Zhang, W., van der Linden, D., & Bakker, A. B. (2023). Flow and Flourishing During the Pandemic: The Roles of Strengths Use and Playful Design. Journal of Happiness Studies, 24(7), 2153-2175.
Ma, J. (2022). The Influence of Creative Self-Efficacy on Proactive Behavior of Medical Staffs: The Mediating Role of Person-Job Fit. Social Medicine and Health Management, 3(1), 12-17.
Makhubele, B. W., Peral, S. L., Hoole, C., & Morgan, B. (2023). Job crafting, flow, and job performance: A mediational analysis. SA Journal of Industrial Psychology, 49(1), 1-6.
Michael, L. H., HOU, S. T., & FAN, H. L. (2011). Creative self‐efficacy and innovative behavior in a service setting: Optimism as a moderator. The Journal of Creative Behavior, 45(4), 258-272.
Nethathe, J. M., Van Waveren, C. C., & Chan, K. Y. (2011). Extended critical success factor model for management of multiple projects: An empirical view from Transnet in South Africa. South African Journal of Industrial Engineering, 22(2), 189-203.
Nurjaman, K., Marta, M. S., Eliyana, A., Kurniasari, D., & Kurniasari, D. (2019). Proactive work behavior and innovative work behavior: Moderating effect of job characteristics. Humanities & Social Sciences Reviews, 7(6), 373-379.
Ong, H. C. (2014). Validity and Reliability of the Customer-Oriented Behaviour Scale in the Health Tourism Hospitals in Malaysia. International Journal of Caring Sciences, 7(3).
Parker, S. K., & Collins, C. G. (2010). Taking stock: Integrating and differentiating multiple proactive behaviors. Journal of management, 36(3), 633-662.
PMI. (2008a). A guide to the project management body of knowledge (PMBOK® guide) (4th ed.). Newtown Square, PA: Project Management Institute.
Project Management Institute. (2017). Project management job growth and talent gap—2017–2027. Newton Square: Project Management Institute.
Rogala, A., & Cieslak, R. (2019). Positive emotions at work and job crafting: Results from two prospective studies. Frontiers in Psychology, 10, 2786-2786.
Tierney, P., & Farmer, S. M. (2002). Creative self-efficacy: Its potential antecedents and relationship to creative performance. Academy of Management journal, 45(6), 1137-1148.
Tierney, P., & Farmer, S. M. (2011). Creative self-efficacy development and creative performance over time. Journal of applied psychology, 96(2), 277-293.
Taser, D., Aydin, E., Torgaloz, A. O., & Rofcanin, Y. (2022). An examination of remote e-working and flow experience: The role of technostress and loneliness. Computers in Human Behavior, 127, 107020.
Van den Hout, J. J., & Davis, O. C. (2019). Team flow: The psychology of optimal collaboration. Springer Nature.
Watkins, M. W. (2018). Exploratory factor analysis: A guide to best practice. Journal of Black Psychology, 44(3), 219-246.
Yao, H., Fan, Y., & Duan, S. (2024). The Effect of Mindfulness on the Promotion of Graduate Students’ Scientific Research Creativity: The Chain Mediating Role of Flow Experience and Creative Self-Efficacy. Journal of Intelligence, 12(3), 24.
Yu, T., Zhao, Y., & Zhang, Z. (2023). The direction of work flow matters: influence mechanism of task interdependence on employee proactive work behavior. Frontiers in Psychology, 14, 1176862-1176862.
Zhou, H., & Long, L.-R. (2011). Effects of job insecurity and creative self-efficacy on employees' creativity. Acta Psychologica Sinica, 43(8), 929-940.