現在的市場環境變化快速，許多企業莫不追求創新的策略以提升組織的競爭 力，以獲得更高的市占率。組織若欲提升其創新能力，組織內員工個人創造力的 提升會是一個優先要務，因為個人的創造力會是組織創新能力的必要條件之一。 在過去研究創造力的研究中， 創意支持是被認為可以提升創造力的，而其機制可 能是透過內在動機，故本研究欲檢驗此一機制。同時，本研究也欲同時探討核心 工作面向與創意支持對創造力的關聯，因為在不同的工作下，其性質的不同可能 會影響創意支持與創造力的關聯，故本研究檢驗了創意支持、 核心工作面向及內 在動機，對創造力的影響。 本研究針對保險業務以及直銷人員發放，有效樣本為 300 份。結果顯示(1.) 創意支持與核心工作面向分別都與創造力有正向且顯著的關聯， (2.)而內在動機 則是與創造力之間有最強烈的相關性， (3.)內在動機會部分中介創意支持與創造 力的關聯， 以及核心工作面向與創造力的關聯，最後， (4.)核心工作面向與創意 支持的交互作用項，與創造力之間並無顯著的關聯。;The industrial environment changes fast nowadays. In order to win the market share, many organizations now execute innovation strategy to improve their own competence. Improving employees’ individual creativity is a priority if companies want to enhance the innovation abilities, because it is a necessary condition to build organizational innovation. Prior research found that support for creativity could enhance creativity, and the mechanism is built on intrinsic motivation, so this paper tries to examine the cognitive process. Meanwhile, different jobs characteristics might influence the effect between support for creativity and creativity, so I explore if there is an effect from the interaction of core job dimensions and support for creativity as well. In all, I test the effect to creativity from support for creativity, core job dimensions, and intrinsic motivation. I target the insurance sales and direct sales to send the surveys, and receive 300 questionnaires in total. The results show (1.) support for creativity and core job dimensions both have significant positive relations with creativity, (2.) intrinsic motivation is the most related variable with creativity, (3.) intrinsic motivation would mediate the relationships between support for creativity and creativity as well as core job dimensions and creativity, (4.) there is no significant relationship between creativity and the interaction of core job dimension and support for creativity.
