知識經濟時代的興起，宣告「知識」已凌駕資本、自然能源，成為企業最重要的經濟資源。在競爭激烈的今天，如何促進知識並做好知識管理，進而使組織提高創造力與績效，已成為企業的重要課題。本研究旨在研究知識促進因素、知識移轉策略、組織創造力及組織績效之間的關係。
透過文獻回顧，確認研究變數與研究架構，並分析相關變數間的關係提出研究假設，本研究母體係針對資訊王證券資訊整合資料庫，所提供的上市、上櫃與興櫃公司資訊作為樣本，以問卷調查方式共發出問卷660份，回收有效問卷95 份，回收率14.4%，以此樣本進行統計分析。
對於理論架構與假設之驗證，本研究利用迴歸來驗證知識促進因素、知識轉策略、組織創造力與組織績效之因果關係，另利用線性結構方程式來檢視架構之適配度，再者，利用差異性分析來看不同產業類別在不同構面間之表現是否有顯著差異。
經實證研究後，本研究證實了彼此間的關係。本研究結論顯示，企業必須重視知識促進因素及知識移轉策略，使組織創造力及組織績效提升，進而達到企業目標。本研究得到的結果如下：
1. 企業可以建立一個信任及學習的文化與環境，來促成知識移轉策略與提升組織創造力。例如可讓組織成員共享或傳承的信念、價值、基本假定透過對話、文件或網路上呈現出來，並可建立獎賞知識的創意制度，並提供或鼓勵組織成員參加多樣化的課程或進修。
2. 對於成功推動知識移轉策略及提升組織創造力，資訊科技的支援扮演著相當關鍵的角色。建議企業可以多利用網路、資料庫系統等方式，來幫助企業促成知識移轉策略及提升組織創造力。
3. 分享的知識移轉策略可以提高組織創造力，且組織創造力與組織績效有正向關係的因果影響。因此，透過組織成員間的知識分享，來提升組織創造力及組織績效，創造企業的競爭優勢是必要且可行的。

With the emerging Knowledge-based Economy, knowledge is the most important resource for corporate comparing with capital and natural resources. Today, the most important issue is how to improve and manage knowledge well in order to increase organizational creativity and performance. The purpose of this research is to investigate the relationship among knowledge enablers, knowledge transfer strategy, organizational creativity, and organizational performance.
In building up the research framework, variables are to be obtained and hypotheses are to be proposed. The research samples come from 660 listed companies, which are provided by Securities and Futures Institute through internet. There are 95 samples collected with a rate of response of 14.4%, and are statistically analyzed.
To testify the framework and the hypotheses, regression analysis is employed to elucidate the relationships among knowledge enablers, knowledge transfer strategy, organizational creativity and organizational performance. LISREL is also used to check the fitness of the framework. In addition, ANOVA is employed to test the differences between the variables and various types of the industries.
After the empirical examination, this study proved the existence of the interrelationship among the variables in the framework. The conclusions presented are that corporate should pay attention on knowledge enablers and knowledge transfer strategy in order to increase organizational creativity and performance. The results are listed below:
1. The corporate can establish a trusting and learning culture, and an environment to improve the knowledge transfer strategy to increase the organizational creativity. For instance, the organizations can deliver the shared beliefs, values, and basic assumptions through a conversation, a document or through intranet. Organizations also can establish a feedback system to provide rewards to knowledge creativities, and to encourage organizational members to attend diversified classes or further education.
2. Information technology plays a key role in driving the knowledge transfer strategy and organizational creativity. This study suggests that the organizations utilize internet and database system to reach the goal of knowledge improving.
3. One type of knowledge transfer strategy will increase the organizational creativity. There is a positive relationship between organizational creativity and performance. Therefore, the knowledge-sharing activity existing among the members, which leads to the competitive advantage, is necessary and feasible, by improving the performance and creativity.

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