現今快速發展與高度競爭的社會經濟環境下，公司或組織無不致力於挖掘並極大化其員工的創意，以期許達到更多的創新，才能有持續發展的潛能以取得更佳的獲利表現。過往的研究指出，人格特質是影響創意的重要因素，而本研究著重於兩種人格特質：「個人架構需求」與「個人無效恐懼」對於創意的影響。尚未有研究探討「個人架構需求與創意」以及「個人無效恐懼與創意」中可能的調節變數，包括領導風格或其他的人格特質，故本研究以「轉換型領導」及「經驗開放性」做為調節變數，深入探討其變數間的關聯性。
本研究以台灣各產業為研究對象，總計發放600份問卷，回收有效樣本為554份，有效樣本回收率為92.33%。經由實證分析後，本研究針對個人架構需求、個人無效恐懼、轉換型領導、經驗開放性與創意等五個變數之分析結果如下：
(1) 個人架構需求對創意產生負面的影響
(2) 個人無效恐懼對創意產生負面的影響
(3) 轉換型領導對「個人架構需求與創意」有調節效果
(4) 轉換型領導對「個人無效恐懼與創意」有調節效果

In fast-growing and highly competitive economic environment, companies and organizations have dedicated to exploring the creativity of employees. Higher creativity may lead to higher innovation which may contribute to the possibility of organizational development and continuous economic. Through the past researches, personality has played an important variable on creativity. In this research, we emphasized on the effects of two main personalities, personal need for structure (PNS) and personal fear of invalidity (PFI) on creativity. Otherwise, we further examined the effects of two moderators, transformational leadership and openness to experience on “personal need for structure and creativity” and “personal fear of invalidity and creativity”.
We sent 600 questionnaires to various industries in Taiwan which a total of 554 were valid, and the final response rate was 92.33%. The results indicated that both personal need for structure and personal fear of invalidity were negatively related to creativity. And transformational leadership moderated the relation between both “personal need for structure and creativity” and “personal fear of invalidity and creativity”.

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