儘管許多學者已經提出「創新」是一個過程，並將這樣的過程概念化為「創意產生」與「創意實踐」兩階段，但對於兩者之間的關係仍有很大的研究空間。建構於前人的研究架構之上，本研究主要探討創意產生與創意實踐之間的關係；並進一步探討開放性人格特質、利社會動機與創意同事出現對於員工創意產生的影響；以及探討轉換型領導風格、成長需求強度與個人感知得到好處對於創意產生與創意實踐之間是否具有調節作用。
採用274筆由員工所填答的有效問卷進行相關係數分析與層級迴歸分析。由實證研究結果顯示，「創意產生」確實會受到個人因素(開放性人格特質、利社會動機)與情境因素(創意同事的出現)的影響；並且也證實「創意產生」與「創意實踐」兩者間的關係確實會受到個人因素 (成長需求強度) 與情境因素 (轉換型領導) 調節作用。
本研究之研究貢獻不僅可以嵌補過去相關創新文獻缺口，使得創新領域的研究架構更臻完整，俾利未來創新研究的進展，亦能提供豐富的實務管理意涵，將人格特質、動機與情境因素應用至人力資源管裡之選拔任用、訓練發展與績效管理的制定與改善。

Although many scholars have proposed that innovation is a process which can be conceptualized as two different stages - “ideas generation” and “idea implementation”, the factors that shape the relation between creativity and idea implementation still remain largely unknown. Based on previous research, this study investigate the relationship between idea generation and idea implementation, and to explore openness to experience, prosocial motivation and the presence of creative co-worker are separately positively correlated with idea generation, and to further examines the possibility that the relation between idea generation and idea implementation is regulated by employees’ growth need strength, implementation instrumentality and transformation leadership.
Using data from 274 valid questionnaires with correlation analysis and hierarchical regression analysis, results indicated that " idea generation " will truly affected by individual factors ( openness to experience and prosocial motivation ) and contextual factors (the presence of creative co-worker) ; and also confirmed that the relationship between " idea generation " and " idea implementation "are regulated by individual factors ( growth need strength ) and contextual factors ( transformational leadership ) .
The contributions of this study can not only extend earlier innovation research, make the work of innovation field more integrity which are beneficial to future research but also provide a wealth of practical management implications applying the personality, motivation and context factors to human resource management in establishing and improving the systems of recruitment and selection, training and development and performance appraisal.

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