創新求變是企業永續經營的不二法門，而如何讓企業能不斷創新求變，從人力資源的角度而言，即是在招募人才上儘量招攬一些具創造性人格傾向的人，為團隊運作上營造創新的契機。因此本研究目的是：一、探討組織成員創造性工作傾向對知識分享中的創意表現之影響；二、探討團隊創新氣氛對知識分享中的創意表現之影響。本研究以獲得創新研究獎之中小企業為對象，以問卷調查方式收集資料，並依據創造性工作傾向、團隊創新氣氛與知識分享中的創意表現為觀點，進行統計分析，以了解組織創新的相關特質。研究結果顯示：
一、基本變項之「科系別」在創造性工作傾向上有顯著有差異。
二、基本變項之「學歷別」在團隊創新氣氛方面有差異。
三、基本變項之「年齡別」、「工作資歷」別在知識分享中的創意表現 有差異。
四、高/低創造性工作傾向在知識分享中的創意表現方面有顯著不同。
五、高/低團隊創新氣氛在知識分享中的創意表現方面有顯著不同。
六、創造性工作傾向與知識分享中的創意表現方面有相關
七、團隊創新氣氛與知識分享中的創意表現方面有相關
八、創造性工作傾向之「樂觀性」與團隊創新氣氛之「創新的文化面」可以解釋並預測知識分享中的創意表現。
最後，本研究根據研究之結論，提出建議，期盼能提供企業在招募具有創造性工作傾向之員工及如何營造團隊創新氣氛上有所幫助。
關鍵字：組織創新 創造性人格特質 團隊氣氛 知識分享

一、中文部分
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