2021年主計總處科技部統計指出，2019年全國研發人力共34.2萬人，較2009年約增8.7萬人，十年來研發人力逐年成長。隨著科技應用的普及化，高科技產業受到社會環境快速變遷的影響，為在產業競爭環境中提升企業在全球立足的關鍵地位，企業唯有不斷朝永續經營的目標前進。在知識技術集中的高科技產業中研發單位作為公司高創造力的員工，知識管理、科技創新與工作特性等因素為值得重視的課題。
本研究主要探討台灣高科技IC設計產業研發單位員工工作特性、組織創新氣候、個人創造力及知識隱藏四個變項之間的關係。預試過程針對某IC設計產業公司研發單位員工為研究對象，有效問卷共回收104份，經因素分析、信度分析及項目分析後刪除題項形成正式問卷；正式問卷採便利抽樣法，以台灣地區IC設計產業研發單位員工為研究對象，有效問卷共回收394份。PROCESS分析驗證顯示：一、工作特性對個人創造力的正向影響顯著；經逐步迴歸分析得到自主性、工作多樣性與工作重要性對個人創造力具較佳的預測力；二、組織創新氣候對工作特性及個人創造力具部分中介效果；三、知識隱藏對工作特性及個人創造力不具有調節效果；四、知識隱藏對工作特性、組織創新氣候及個人創造力不具有調節式中介效果。本研究獲致結果，提出實務建議供組織參考，希望協助企業組織了解員工創造力行為的相關影響因素。

According to statistics from the Ministry of Science and Technology's General Accounting Office in 2021, national R&D manpower totaled 342,000 in 2019, an increase of about 87,000 from 2009. Over the last ten years, the R&D workforce has grown year by year. The high-tech industry is being influenced by rapid changes in the social environment as technology applications become more popular. Enterprises can only continue to strive for sustainable operation in order to strengthen their key position in the global industrial competition environment. R&D units are highly creative employees of the company in the high-tech industry, where knowledge and technology are concentrated, and factors such as knowledge management, technological innovation, and job characteristics are issues worthy of attention.
The goal of this study is to investigate the relationships between the four variables of employee job characteristics, organizational innovative climate, creativity, and knowledge hiding in Taiwan's high-tech IC design industry. The research objects in the pre-test process were employees of an IC design industry company's research and development unit. A total of 104 valid questionnaires were collected. Following factor analysis, reliability analysis, and item analysis, the items were deleted to form a formal questionnaire. The research subjects were employees of regional IC design industry R&D units, and 394 valid questionnaires were collected. The PROCESS analysis and verification discovered that 1.Job characteristics have a significant effect on personal creativity; after stepwise regression analysis, it is discovered that Autonomy, Skill Variety, and Task Significance have a better predictive power on personal creativity. 2.The climate of organizational innovation has a partial mediating effect on job characteristics and creativity. 3.Knowledge concealment has no effect on job characteristics or creativity. 4.There is no moderating or mediating effect of knowledge hiding on job characteristics, organizational innovation climate, or creativity. The study's findings are presented, along with practical suggestions for enterprise use, in the hope of assisting enterprises in understanding the relevant influencing factors of employees' creative behavior.

王連杰（2007）。組織創新氣候、知識分享動機與企業經營績效之研究以桃園地區工商企業為例。萬能商學學報，12，243-256。https://doi.org/10.29678/VCJ.200707.0018
王瑞旭、趙軼（2011）。工作自主性、技能多樣性與員工創造力：基於個性特徵的調節效應模型。商業經濟與管理，10，43-50。
王麗薇（2013）。醫療機構組織創新氣候、護理人員創造力認知與工作績效之相關性探討（未出版之碩士論文）。長榮大學，臺南市。
向煒（2016）。廣東省外資企業領導風格、組織文化與員工創造力之關係研究（未出版之碩士論文）。國立高雄師範大學，高雄市。
李政昌（2007）。組織創新氣候與員工在職進修動機對工作滿意度之研究（未出版之碩士論文）。逢甲大學，臺中市。
何麗香（2007）。工作特性、個人屬性與個人創造力之影響－以內外在動機為中介效果之驗證（未出版之碩士論文）。國立成功大學，臺南市。
何昆展（2008）。企業員工人格特質、工作態度、逆境商數及其創造力關聯模式之研究－以台灣高科技產業為例（未出版之碩士論文）。長榮大學，臺南市。
宋一曉、潮州濤（2015）。員工組織關係視角下知識領地行為研究。科技進步與對策，32（3），140-144。http://dx.doi.org/10.6049/kjjbydc.2014070360
吳俊彥（2007）。人格特質、知識分享、組織創新氣候與企業技術創造力之研究（未出版之博士論文）。國立彰化師範大學，彰化市。
吳明隆（2008）。SPSS操作與應用-問卷統計分析實務（初版二刷）。五南。
吳明隆、涂金堂（2012）。SPSS與統計應用分析（二版）。五南。
李仲珣（2011）。領導風格與工作特性對於組織承諾的影響－以線上遊戲G公司為例（未出版之碩士論文）。國立臺灣大學，臺北市。
邱皓政（2000）。組織環境與創意行為－組織創新量表的發展與創新指標的建立（從科技產業到政府機構）。科會專案研究計劃成果報告。臺北：世新大學社會心理學系。
邱皓政（2005）。創造力的測量與共識衡鑑。教育資料集刊，30，267-298。
周庭佑（2019）。知識心理所有權對科技創新行為的影響:自我價值感與知識隱藏的雙中介效果（未出版之碩士論文）。國立臺灣師範大學，臺北市。
洪淨怡（2015）。工作特性對組織承諾之影響：以工作滿足為中介變項（未出版之碩士論文）。國立臺灣師範大學，臺北市。
姜定宇、林佳樺（2019）。領導效能的隱形阻礙：員工沉默與知識隱藏。T&D 飛訊，261，1-23。https://doi.org/10.3966/199687602018081102003
施一珍（2013）。金控員工之工作價值觀、工作特性與工作滿足、組織承諾之關聯研究（未出版之碩士論文）。國立臺灣師範大學，臺北市。
徐鴻瑞（2010）。智慧資本與服務創新行為：組織創新氣候之中介效果（未出版之碩士論文）。明志科技大學，臺北市。
郭誌光（2002）。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（未出版之碩士論文）。國立中正大學，嘉義縣。
梁進龍（2005）。職場友誼與員工創造力關之研究（未出版之碩士論文）。中國文化大學，臺北市。
湯文鈞（2010）。主管表達生氣對員工績效影響之探討（未出版之碩士論文）。國立臺北科技大學，臺北市。
婁銘峰（2005）。個人創造力、組織環境及設計績效間之相關性研究（未出版之碩士論文）。國立交通大學，臺北市。
陳雪芳（2010）。影響員工創造力因素之研究一以社會網路為中介數。商略學報，2（4），249-268。
陳淑雯、張婉菁（2013）。知識分享對個人創造力與工作績效的影響。科技整合管理研討會，16，2-3。https://doi.org/10.6626/MR.2013.13(2).04
教育部（2003）。創造力教育白皮書。臺北：教育部。
曹霞，瞿皎姣（2014）。資源保存理論溯源、主要内容探析及啟示。中國人力資源開發，32（15），75-80。
黄秀霜（1987）。教育行政人員成就勤機、工作特性與組織承諾之相關研究（未出版之碩士論文）。國立政治大學，臺北市。
張簡有正（2014）。組織創新氣候、社會資本與知識分享對組織績效之影響－以組織創新能力為中介變數（未出版之碩士論文）。國立高雄應用科技大學，高雄市。
楊坤原（2001）。創造力的意義及其影響因素簡介。科學教育月刊，239，3-12。https://doi.org/10.6216/SEM.200105_(239).0002
楊敏里、鐘志明、張簡有正（2014）。組織創新氣候、知識分享對組織績效之影響-以組織創新能力為中介變數。管理創新與行銷專案研討會，3，30-46。
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），16-17。https://doi.org/10.6872/OMR.201612_12(1).0002
彭瑞振（2017）。真誠領導、團隊敬業貢獻、正向心理資本與員工創造力：一個跨層次的研究。人力資源管理學報，17（4），42-43。https://doi.org/10.6147/JHRM.201712_17(4).0002
葉玉珠、吳靜吉（2002）。創意發展組織因素量表之編制－以科技產業為例。應用心理研究，15，225-247。
劉富綺（2015）。影響研發人員知識隱藏及成沉默的因素（未出版之碩士論文）。國立交通大學，臺北市。
蔡啟通、高泉豐（2004）。動機取向、組織創新氣候與員工創新行為之關係:Amabile動機綜效模型之驗證。管理學報，21（5），571-592。https://doi.org/10.6504/JOM.2004.21.05.02
蔣景清（2002）。組織氣候、組織承諾與組織公民行為關係之研究-以C工廠為例（未出版之碩士論文）。國立中山大學，高雄市。
簡容眉（2016）。組織信任、知識分享、吸收能力與工作績效之關聯性研究（未出版之碩士論文）。國立臺灣科技大學，臺北市。
Amabile, T. M. (1983). The social psychology of creativity: A componential conceptualization. Journal of Personality and Social Psychology, 45(2), 357-376. https://psycnet.apa.org/doi/10.1037/0022-3514.45.2.357
Amabile, T. M. (1988). A model of creativity and innovation in organizations. In B. M. Staw & L. L.Cummings (Eds.), Research in Organizational Behavior, 10, 123-167.
Amabile, T. M. & Gryskiewicz, N. D. (1989). The Creative Environment Scales: Work Environment Inventory. Creativity Research Journal,2(4), 231-252.
Amabile, T.M. (1995). KEYS: Assessing the Climate for Creativity. Instrument Published by the Center for Creative Leadership, Greensboro NC: Center for Creative Leadership.
Amabile, T. M.(1996). Creativity in Context.Boulder, Co : Westview Press.
Amabile, T. M. (1997). Motivating creativity in organizations: On doing what you love and loving what you do. California Management Review, 40(1), 39-58. https://doi.org/10.2307%2F41165921
Arain, G.A., Bhatti, Z. A., Ashraf, N., & Fang, Y. H.(2020). Top-down knowledge hiding in organizations: an empirical study of the consequences of supervisor knowledge hiding among local and foreign workers in the Middle East. Journal of Business Ethics, 164(3), 611-625. https://doi.org/10.1007/s10551-018-4056-2
Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, 15, 801-823. https://doi.org/10.1016/j.leaqua.2004.09.003
Bharadwaj, A. S. (2000). A resource-based perspective on information technology capability and firm performance: An empirical investigation. MIS Quarterly, 24(1), 169-196. https://doi.org/10.2307/3250983
Brown, G., Lawrence, T. B., & Robinson, S. L. (2005). Territoriality in Organizations. The Academy of Management Review, 30(3), 577–594. https://doi.org/10.5465/amr.2005.17293710
Busse, T.V., & Mansfield, R. S. (1980). Theories of the creative Process: A review and perspective. The Journal of Creative Behavior,14(2), 191-193.
Cerne, M., Nerstad, C. G. L., Dysvik, A., & Skerlavaj, M. (2014). What goesaround comes around: knowledge hiding, perceived motivational climate,and creativity. Academy of Management Journal, 57(1), 172-192. https://doi.org/10.5465/amj.2012.0122
Cerne, M., Hernaus, T., Dysvik, A., & Skerlavaj, M. (2017). The role of multilevel synergistic interplay among team mastery climate, knowledge hiding, and job characteristics in stimulating innovative work behavior. Human Resource Management Journal, 27(2), 281-299. https://doi.org/10.1111/1748-8583.12132
Chamorro-Premuzic, T. (2006). Creativity versus conscientiousness: which is a better predictor of student performance? Applied Cognitive Psychology, 20(4), 521-531. https://doi.org/10.1002/acp.1196
Chen, T. Y. (2009). A multiple-layer knowledge management system framework considering user knowledge privileges. International Journal of SoftwareEngineering and Knowledge Engineering, 19(3),361-387. https://doi.org/10.1142/S0218194009004192
Chiu, C., & Yang, C. F. (1987). Chinese Subjects' Dilemmas: Humility and Cognitive Laziness as Problems in Using Rating Scales. Bulletin of the Hong Kong Psychological Society, 18, 39-50.
Connelly, C. E., & Kelloway, E. K. (2003). Predictors of employees' perceptions of knowledge sharing cultures. Leadership & Organization Development Journal, 24(5), 294-301.
http://dx.doi.org/10.1108/01437730310485815
Connelly, C. E., Zweig, D., Webster, J., & Trougakos, J. P. (2012). Knowledge hiding in organizations. Journal of Organizational Behavior, 33(1), 64-88. https://doi.org/10.1002/job.737
Cummings, A., & Oldham, G. R. (1997). Enhancing creativity: Managing work contexts for the high potential employee. California Management Review, 40(1), 22-38. https://doi.org/10.2307%2F41165920
Davenport, T. H., & Prusak, L.(1998). Working knowledge: How Organization Manage What They Know. Harvard Business School. http://dx.doi.org/10.1145/348772.348775
Forehand, G. A., & Gilmer, B. V. H.(1964). Environmental variation in studies of organizational behavior. Psycho- logical Bulletin, 62, 228-240. https://doi.org/10.1037/h0045960
Ford B, Kleiner B H(1987). Managing Engineer Effectively. Business, 37(1) :49-52.
Farmer S M, Tiereny P, & Kung-Mclntyre, K.(2003). Employce Creativity in Taiwan: An Application of Role ldentity Theory. Academy of Management Journal,46(5):618-630.
https://psycnet.apa.org/doi/10.2307/30040653
Glick, W. H. (1985). Conceptualizing, measuring organizational and psychological climate:Pitfalls in multilevel research. Academy of Management Review, 10, 601-616.
https://psycnet.apa.org/doi/10.2307/258140
Gilbert & M. Cordey-hayes.(1996). Understanding the process of knowledge transfer to achieve successful technological innovation. Technovation, 16(4),301-302. https://doi.org/10.1016/0166-4972%2896%2900012-0
Glisson, C. & James, L. R. (2002). The cross level effects of culture and climate in human service teams. Journal of Organizational Behavior, 23(6). 767-794. https://doi.org/10.1002/job.162
Hackman, J. R. & Lawler, E. E. (1971). Employee reactions to job characteristics. Journal of Applied Psychology, 55(3), 259-286. https://psycnet.apa.org/doi/10.1037/h0031152
Hackman, J. R., & Oldham, G. R. (1975). Development of the Job Diagnostic Survey. Journal of Applied Psychology, 60(2), 159-170.
https://psycnet.apa.org/doi/10.1037/h0076546
Hackman, J. R., & Oldham, G. R. (1980). Work Redesign.Reading:Addison MA, Addison-Wesley, 17-34.
Hatcher, L, Ross, T. L, & Collins, D.(1989). Prosocial Behavior, Job Complexity , and Suggestion Contribution under Gain Sharing Plans. Journal of Applied Behavioral Science,25(3), 231-248.
https://psycnet.apa.org/doi/10.1177/0021886389253002
Hayes, A. F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach.New York, NY: Guilford Press, 51(3), 335-337. https://doi.org/10.1111/jedm.12050
James, K., Clark, K., & Cropanzano, R. (1999). Positive and negative creativity in groups, institutions, and organizations: A model and theoretical extension. Creativity Research Journal, 12(3), 211-226. https://doi.org/10.1207/s15326934crj1203_6
James. L. R.. Choi, C. C., Ko, C. H. E., McNeil. P. K., Minton, M. K., Wright, M. A.,& Kim, K. I. (2008). Organizational and psychological climate:
A review of theory and research. European Journal of Work and Organizational Psychology, 17(1), 5-32.
https://doi.org/10.1080/13594320701662550
Joyce, W.F. and Slocum, J.W.(1984). Collective climate : Agreement as a basis for defining aggregate climates in organizations , Academy of Management Journal , 27(4) ,721-742. https://doi.org/10.2307/255875
Kelly, S. W., Longfellow, T., & Malehorn, J. (1996). Organizational determinants of service employees' exercise of routine,creative, and deviant discretion. Journal of Retailing, 72(2), 135-157.
Kelloway, E. K., & Barling, J. (2000). Knowledge work as organizational behavior. International Journal of Management Reviews, 2(3), 287-304. https://doi.org/10.1111/1468-2370.00042
Lewin, K. (1936). Principle of topological psychology. New York: Mcgraw- Hill.
Litwin, G.H & Stringer, R.A. (1968). Motivation and Organizational Climate. Boston Harvard University, 28-82.
Long, D. (2000). Diagnosing cultural barriers to knowledge management. The Academy of Management Executive,14(4), 113-128.
https://doi.org/10.5465/ame.2000.3979820
Mumford, M. & Gustafson, S. (1988). Creativity syndrome: Integration, application, and innovation. Psychology Bulletin, 103(1), 27-43. https://doi.org/10.1037/0033-2909.103.1.27
Noefer K,Stegmaier R, Molter B,et al (2009). A Great Many Things to Do and not a Minute to Spare : Can Feedback fromSupervisors Moderate the Relationship between Skill Variety , Time Pressure, and Employees' Innovative Behavior?.Creativity Research Journal ,21(4), 384-393. https://doi.org/10.1080/10400410903297964
Oldham, G. R., & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of Management Journal, 39(3), 607-634. https://doi.org/10.2307/256657
Rhodes, M. (1961). An analysis of creativity. In S. G. Isaksen (Ed.), Frontiers of Creativity Research. NY: Bearly Limited, 216-222.
Radaelli, G., Lettieri, E., Mura, M. and Spiller, N. (2014). Knowledge sharing and innovative workbehaviour in healthcare: a micro-level investigation of direct and indirect effects. Creativity and Innovation Management, 23(4), 400–414. https://doi.org/10.1111/caim.12084
Robbins, S.P. (1983). Organizational Behavior. Englewood Cliffs, New Jersey:Prentice-Hall, Inc. https://doi.org/10.1177/019263657005434716
Steers, R.M. (1977). Antecedents and Outcomes of Organizational Commitment. Administrative Science Quarterly, 22, 46-56.
http://dx.doi.org/10.2307/2391745
Seashore, S. E. & Taber, T. D. (1975). Job satisfaction indicators and their correlates. American Behavioral Scientist, 18(3), 333-368.
http://dx.doi.org/10.1177/000276427501800303
Shalley, C. E., Gilson, L. L., & Blum, T. C. (2000). Matching creativity requirements and the work environment: Effects on satisfaction and intentions to leave. Academy of Management Journal, 43(2): 215-223. https://doi.org/10.2307/1556378
Sullivan, P. (2000). Value-driven intellectual capital: How to convert intangible corporate assets into market value. New York: John Wiley & Sons.
Tagiuri, R., & Litwin, G.H. (1968). Organizational Climate: Explorations of a Concept. Boston, MA: Harvard University.
Tapscott, D. (1996). The digital economy. New York: Mc Graw-Hill.
Taggar, S. (2002). Individual creativity and group ability to utilize individual creative resources: a multilevel model. Academy of Management Journal, 45(2), 315-330. https://doi.org/10.2307/3069349
Tesluk, P. E., Farr, J.L., & Klein, S. R. (1997). Influences of organizational culture and climate on individual creativity. Journal of Creative Behavior, 31(1), 27-41. https://doi.org/10.1002/j.2162-6057.1997.tb00779.x
The Globe and Mail. (2006). The weekly web poll. The Globe and Mail. Retrieved from https://goo.gl/3Eot 13
Tierney, P., Farmer, S. M., & Graen, G. B. (1999). An examination of leadership and employee creativity: The relevance of traits and relationships. Personnel Psychology, 52(3), 591-620.
https://doi.org/10.1111/j.1744-6570.1999.tb00173.x
Turner, A. N. (1965). Industrial jobs and the worker: An investigation of response to task attributes. Boston : Harvard Univ., Div. of Research, Graduate School of Business Administration.
Tushman, M. & Nadler, D. (1986). Organizing for Innovation. California Management Review, 28(3), 74-92. https://doi.org/10.2307/41165203
Payne, R., & Pugh, D.S. (1976). Organizational Structure and Climate. In M.D. Dunnette (ed.), Handbook of Industrial Psychology. Chicago: Rand McNally, 1125-73.
Paiva, I. S., & Lourenco, I. C. (2015). R&D Activities in Family Firms. In L.C. Carvalho (Eds.), Handbook of research on internationalization of entrepreneurial innovation in the global economy, 330-351. Hershey, PA: IGI Global.
Peng, H. (2013). Why and when do people hide knowledge. Journal of Knowledge Management, 17(3), 398-415. https://doi.org/10.1108/JKM-12-2012-0380
Webster, J., Brown, G., Zweig, D., Connelly, C. E., Brodt, S., & Sitkin, S.(2008). Beyond knowledge sharing: Withholding knowledge at work. Research in Personnel and Human Resources Management, 27, 1-37.
Yeh, Q. J. (1996). Relating management practices to job characteristics of R&D: The case of Taiwan. Asia Pacific Journal of Management, 13(1), 1-18. https://doi.org/10.1007/BF01739679
Zhou, J. (1998). Feedback Valence, Feedback Style, Task Autonomy, and Achievement Orientation: Interactive Effects of Creative Performance. Journal of Applied Psychology,83(2),261-276.
http://dx.doi.org/10.1037/0021-9010.83.2.261
Zhou, J. & George, J.M. (2001). When job dissatisfaction leads to creativity: encouraging the expression of voice. Academy of Management Journal, 44(4), 682-696. https://doi.org/10.2307/3069410