在競爭的市場環境中，創意的市場思維與策略，是電信產業之企業組織必須具備之特質。本研究嘗試討論，組織團隊中，員工屬於開放型，在轉換型領導者之帶領下，其是否容易具有創意之產生？
為了回答上述問題，本研究對於創意產生設計之傳導效果有兩個部分，分別為主效果部分與調節效果部分。在主效果的部分，是探討員工個人所具備的開放性人格特質，對於創意的產生有著正面的影響。另一方面，在調節效果的部分，轉換型領導是否會增強員工之創意產生之程度。
分析結果發現，電信產業從業人員具有開放性之人格特質，則有助於其工作上之創意產生。而在轉換型領導作為調節變數，結果發現，工作團隊之管理者屬於轉換型領導風格，則不影響個人創意產生之程度，也就是說，當員工是開放性人格特質，主管是否為轉換型領導，對於員工的創意產生不存在差異性。

In the competitive business environment, innovative business thinking and strategies are the core characteristics that must be possessed by the enterprise organizations in the telecommunication industry. This study attempts to discuss whether the employees in the organization team are export-oriented. Under the leadership of conversion leaders, is it easy to have creative ideas?
In order to answer these questions, there are two parts of the study's conduction of creative design. They are the main effect part and the adjustment effect part. In the main effect part, it is to explore the extrovert personality traits that employees have, which have a positive impact on the creation of ideas. On the other hand, in the part of adjusting the effect, conversion leaders will increase the degree of creativity of employees.
The analysis found that the practitioners' telecom industry extroverted personality traits contribute to the creativity of their work. In conversion-type leadership as a regulatory variable, it turns out that the managers of the work team are transitional leadership styles that do not affect the degree of personal creativity. That is, when the employee is an openness to experience personality trait, the supervisor is a transitional leader. There is no difference in the creativity of employees.

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