本研究希望利用階層線性模式（HLM, Hierarchical linear modeling），針對高科技產業的企業及員工進行實證，以探討員工個人特性，也就是人格特質和認知型態與個人創新績效的關係、人力資源管理活動與個人創新績效的關係、人力資源管理活動對個人特性與個人創新績效關係的調節效果，以及個人創新績效與組織創新績效的關係。

　　我們是以中華民國證卷交易所公開上市櫃的716家電子類股公司及其員工為研究對象。問卷區分為主管及員工兩部份，總計發出600套紙本問卷，成套有效問卷為102份，回收率為17%。另外在電子問卷方面，成套有效問卷為58份，合計從23家公司回收160份有效問卷。
　　
　　經由實證分析可得到以下研究結果：一、員工的創造性人格特質、開放性人格特質以及預應人格特質，與個人創新績效有顯著的正向關係。二、人力資源管理活動中的團隊工作設計、甄選與訓練以及績效導向薪酬，與個人創新績效有顯著的正向關係。三、員工的個人創新績效與組織創新績效具有顯著的正向關係。

　　在這個研究當中，除了同時驗證個人特性和人力資源管理活動對員工個人創新的影響，也是在相關領域當中，極少數率先使用階層線性模式做為實證分析的工具，最後並證實了個人創新和組織創新的正向關係。簡言之，本研究對創新績效的形成進行了完整且全面的多層級探討。另外，我們分別從公司員工、主管以及財務報表來取得樣本資訊，如此一來更能夠公正、客觀地呈現的研究成果，多管道的資料蒐集方式亦是本研究的努力和重要貢獻。

　Previous work on innovation performance has paid emphasis on either individual level or organizational level analysis. In this multilevel study, we develop a set of hypotheses concerning relationships among personal traits, human resource management practices, and both individual and organizational innovation performances. After collecting data from 23 high-tech companies and 160 dyad data, we use hierarchical linear modeling (HLM) to investigate research hypotheses. It demonstrated that both individual and organizational level factors were significantly associated with employee innovation performance. Specifically speaking, employees’ creative personality, openness to experience, and proactive personality explained within-organization variance of innovation performance. On the other hand, human resource management practices, in terms of group job design, performance-orientation pay, and selection and training explained between-organization variance of innovation performance. Finally, we conclude with a brief discussion of the interpretation and implications of the HLM results in the context of multilevel modeling.

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