過去研究雖然發現個人與脈絡因素能有效預測創造力，但在概念上或是理論上仍有許多未釐清之處。因此，本研究擬針對觀光餐旅產業員工為研究對象進行以下探討：(1) 探討影響創造力形成的前因變數，釐清有哪些變數會直接或間接影響創造力的形成；(2) 探討不同脈絡因素的干擾效果，瞭解有哪些變數會影響創意自我效能的形成；(3) 探討不同個人與脈絡因素間的中介與干擾混和效果，並探討其對創造力形成的影響。本研究以國際觀光旅館的957位員工做為樣本 (219個團隊)，進行多階段、多來源的跨層次分析。階層線性模型分析的結果發現，團隊成員的內在動機、領導部屬交換關係與團隊成員交換關係均會正向影響創造力，並且會透過創意自我效能的中介角色，進而強化創造力。此外，內在動機與領導部屬交換關係以及內在動機與團隊成員交換關係的跨層次交互作用皆會強化創意自我效能。最後，領導部屬交換關係以及團隊成員交換關係對內在動機的跨層次干擾效果會透過創意自我效能的中介角色，進而對創造力有顯著正向影響。本研究之假設大多符合理論預期，而研究結果對觀光餐旅研究的理論意涵與實務貢獻，亦在文中一併加以討論。

Extending previous research on creativity, this study was conducted to investigate the effects personal and contextual characteristics on creativity in tourism and hospitality organizations. Multiphase, multisource, and multilevel data from 957 employees (219 teams) in international tourist hotels were chosen as the sample. The results of Hierarchical Linear Modeling (HLM) analyses revealed that intrinsic motivation, leader-member exchange (LMX), and team-member exchange (TMX) are positively related to employee creativity. The results also showed that creative self-efficacy mediates the effects of intrinsic motivation, LMX, and TMX on employee creativity. In addition, both LMX and TMX moderate the positive relationship between intrinsic motivation and creative self-efficacy. Specifically, creative self-efficacy was found to mediate the multilevel interactive effects of intrinsic motivation and LMX, and of intrinsic motivation and TMX on employee creativity. We discuss the theoretical and practical implications of these findings in the context of tourism and hospitality.

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