隨著經濟迅速的發展，公司的數量越來越多導致公司之間的競爭越來越激烈。員工的性格被視為重要的因素，可以對創意的產生和執行有著巨大的影響。這份研究提出了主動性、外向性與創意產生具有正面關係。除此之外，創意產生與創意執行也具有正面關係。另外，這份研究認為創意產生中介了主動性、外向性與創意執行之間的關係。由于創意產生被認為是企業的核心競爭力，讓企業可以超越競爭對手，這份研究調查了其他因素是否能提高員工之性格和創意產生之間的关系。結果證明高績效工作系統是主動性與創意產生之間關係的調解變數。這份研究使用來自不同行業和企業的243份越南受訪者之樣本，這份研究對這個研究領域有所貢獻，並且提供建議給未來的研究。

Along with the speedy growth of global economy, the number of companies all around the world is getting higher which leads to the fiercer competition between them. The personalities of employees are seen as important factors that have huge influences to the generation and implementation new ideas process of the organizations. I propose that proactive personality and extraversion have positive relationships with idea generation. Besides that, idea generation has a strong relationship with idea implementation. Moreover, it is believed that idea generation mediates the relationship between both proactive personality and extraversion with idea implementation. Since idea generation is considered as a core competence for organizations to outperform their competitors, I investigate whether other factors can enhance the relationship between personalities of employees and idea generation. Because transformational leaders are creative and they can change the surrounding environment thus, it is expected that transformational leadership can create more opportunities for proactive and extrovert employees to generate more new and useful ideas. However, transformational leadership does not significantly moderate the correlation between proactive personality and extraversion with idea generation. Furthermore, I also figured out that high performance work system can leverage the talent of employees which cause better performances of both employees and organizations. I propose that high performance work system can provoke proactive and extrovert employees to produce more ideas. In other words, high performance work system plays a moderating role in the relationship between proactive personality and extraversion with idea generation. Nevertheless, the result shows that high performance work system only facilitates the idea generation of proactive employees, not the idea generation of extrovert employees. Using the sample of 243 Vietnamese respondents from various industries and companies, my research contributes to this research field and also brings out some suggestions for future researches.

Amabile, T. (1996). Creativity in context: Istview press.
Amabile, T. M. (1988). A model of creativity and innovation in organizations. Research in organizational behavior, 10(1), 123-167.
Anderson, N., Potočnik, K., & Zhou, J. (2014). Innovation and creativity in organizations a state-of-the-science review, prospective commentary, and guiding framework. Journal of management, 40(5), 1297-1333.
Arefin, M. S., Raquib, M., & Arif, I. (2015). The relationship between High-Performance Work System and Proactive behaviors: The mediating role of perceived organizational support. European Scientific Journal, 11(2).
Avolio, B. J., Waldman, D. A., & Einstein, W. O. (1988). Transformational leadership in a management game simulation impacting the bottom line. Group & Organization Management, 13(1), 59-80.
Axtell, C. M., Holman, D. J., Unsworth, K. L., Wall, T. D., Waterson, P. E., & Harrington, E. (2000). Shopfloor innovation: Facilitating the suggestion and implementation of ideas. Journal of occupational and organizational psychology, 73(3), 265-285.
Bae, J., Chen, S.-j., David Wan, T. W., Lawler, J. J., & Walumbwa, F. O. (2003). Human resource strategy and firm performance in Pacific Rim countries. The International Journal of Human Resource Management, 14(8), 1308-1332.
Baer, M. (2012). Putting creativity to work: The implementation of creative ideas in organizations. Academy of Management Journal, 55(5), 1102-1119.
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta‐analysis. Personnel psychology, 44(1), 1-26.
Bass, B. M. (1985). Leadership and performance beyond expectations: Free Press; Collier Macmillan.
Bass, B. M. (1986). Leadership: Good, better, best. Organizational dynamics, 13(3), 26-40.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14(2), 103-118.
Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39(4), 779-801.
BoIn, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages: The role of the “strength” of the HRM system. Academy of management review, 29(2), 203-221.
Boxall, P., & Macky, K. (2009). Research and theory on high‐performance work systems: progressing the high‐involvement stream. Human Resource Management Journal, 19(1), 3-23.
Brazeal, D. V., & Herbert, T. T. (1999). The genesis of entrepreneurship. Entrepreneurship: Theory and Practice, 23(3), 29-29.
Carrier, C., Cossette, P., & Verstraete, T. (2000). Experimental Implementation of a new creative Method to support Futurology by Small Businesses in a Strategic Management Perspective. Journal of Enterprising Culture, 8(02), 121-140.
Chiang, Y.-H., Hsu, C.-C., & Shih, H.-A. (2015). Experienced high performance work system, extroversion personality, and creativity performance. Asia Pacific Journal of Management, 32(2), 531-549.
Chiang, Y., & Hsu, C. (2012). Perceived high performance work system and individual creativity performance in work teams. Paper presented at the Management of Innovation and Technology (ICMIT), 2012 IEEE International Conference on.
Collins, C. J., & Clark, K. D. (2003). Strategic human resource practices, top management team social networks, and firm performance: The role of human resource practices in creating organizational competitive advantage. Academy of Management Journal, 46(6), 740-751.
Crant, J. M. (1996). The proactive personality scale as a predictor of entrepreneurial intentions. Journal of small business management, 34(3), 42.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of management, 26(3), 435-462.
Crant, J. M., & Bateman, T. S. (2000). Charismatic leadership vieId from above: The impact of proactive personality. Journal of Organizational Behavior, 21(1), 63-75.
Dennis, A. R., & Valacich, J. S. (1993). Computer brainstorms: More heads are better than one. Journal of applied psychology, 78(4), 531.
Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual review of psychology, 41(1), 417-440.
Dugosh, K. L., Paulus, P. B., Roland, E. J., & Yang, H.-C. (2000). Cognitive stimulation in brainstorming. Journal of personality and social psychology, 79(5), 722.
Farmer, S. M., Tierney, P., & Kung-Mcintyre, K. (2003). Employee creativity in Taiwan: An application of role identity theory. Academy of Management Journal, 46(5), 618-630.
Gittell, J. H., Seidner, R., & Wimbush, J. (2010). A relational model of how high-performance work systems work. Organization science, 21(2), 490-506.
Goldberg, L. R. (1990). An alternative" description of personality": the big-five factor structure. Journal of personality and social psychology, 59(6), 1216.
Goldberg, L. R. (1992). The development of markers for the Big-Five factor structure. Psychological assessment, 4(1), 26.
Gong, Y., Huang, J.-C., & Farh, J.-L. (2009). Employee learning orientation, transformational leadership, and employee creativity: The mediating role of employee creative self-efficacy. Academy of Management Journal, 52(4), 765-778.
Guimaraes, T., & Langley, K. (1994). Developing innovation benchmarks: an empirical study. Benchmarking for quality management & technology, 1(3), 3-20.
Hair, J. F. (2010). Multivariate data analysis.
Henry, J. (2001). Creative management: Sage.
House, R. J., & HoIll, J. M. (1992). Personality and charismatic leadership. The Leadership Quarterly, 3(2), 81-108.
Hülsheger, U. R., Anderson, N., & Salgado, J. F. (2009). Team-level predictors of innovation at work: a comprehensive meta-analysis spanning three decades of research. Journal of applied psychology, 94(5), 1128.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672.
Janssen, O. (2001). Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction. Academy of Management Journal, 44(5), 1039-1050.
Jaussi, K. S., & Dionne, S. D. (2003). Leading for creativity: The role of unconventional leader behavior. The Leadership Quarterly, 14(4), 475-498.
Jiang, Y., & Chen, C. C. (2016). Integrating Knowledge Activities for Team Innovation: Effects of Transformational leadership.
Judge, T. A., Bono, J. E., Ilies, R., & Gerhardt, M. W. (2002). Personality and leadership: a qualitative and quantitative review. Journal of applied psychology, 87(4), 765.
Jung, J., Lee, Y., & Karsten, R. (2011). The moderating effect of extraversion–introversion differences on group idea generation performance. Small Group Research, 1046496411422130.
Kim, T.-Y., Hon, A. H., & Crant, J. M. (2009). Proactive personality, employee creativity, and newcomer outcomes: A longitudinal study. Journal of Business and Psychology, 24(1), 93-103.
Kim, T.-Y., Hon, A. H., & Lee, D.-R. (2010). Proactive personality and employee creativity: The effects of job creativity requirement and supervisor support for creativity. Creativity Research Journal, 22(1), 37-45.
King, N., & Anderson, N. (1995). Innovation and change in organizations: Routledge.
Kintana, M. L., Alonso, A. U., & Olaverri, C. G. (2006). High-performance work systems and firms' operational performance: the moderating role of technology. The International Journal of Human Resource Management, 17(1), 70-85.
Kirkman, B. L., Chen, G., Farh, J.-L., Chen, Z. X., & Lowe, K. B. (2009). Individual poIr distance orientation and folloIr reactions to transformational leaders: A cross-level, cross-cultural examination. Academy of Management Journal, 52(4), 744-764.
Langer, E. (1983). The psychology of control.
Lawler, E. E., Mohrman, S., & Ledford, G. 1995. Creating high performance organization: Practices and results of employee involvement and TQM in Fortune 1000 companies. San Francisco: Jossey-Bass.
Major, D. A., Turner, J. E., & Fletcher, T. D. (2006). Linking proactive personality and the Big Five to motivation to learn and development activity. Journal of applied psychology, 91(4), 927.
Malhotra, N. K., Kim, S. S., & Patil, A. (2006). Common method variance in IS research: A comparison of alternative approaches and a reanalysis of past research. Management Science, 52(12), 1865-1883.
McAdam, R., & McClelland, J. (2002). Individual and team-based idea generation within innovation management: organisational and research agendas. European Journal of Innovation Management, 5(2), 86-97.
Miron-Spektor, E., Erez, M., & Naveh, E. (2011). The effect of conformist and attentive-to-detail members on team innovation: Reconciling the innovation paradox. Academy of Management Journal, 54(4), 740-760.
Moss Kanter, R. (1983). The change masters. New York [etc.]: Simon & Schuster Moss.
Ng, T. W., & Feldman, D. C. (2013). Age and innovation‐related behavior: The joint moderating effects of supervisor undermining and proactive personality. Journal of Organizational Behavior, 34(5), 583-606.
Osborn, A. F. (1953). Applied imagination.
Pauhus, P. B., Dzindolet, M. T., Poletes, G., & Camacho, L. M. (1993). Perception of performance in group brainstorming: The illusion of group productivity. Personality and Social Psychology Bulletin, 19(1), 78-89.
Paulus, P. B., & Yang, H.-C. (2000). Idea generation in groups: A basis for creativity in organizations. Organizational behavior and human decision processes, 82(1), 76-87.
Pieterse, A. N., Van Knippenberg, D., Schippers, M., & Stam, D. (2010). Transformational and transactional leadership and innovative behavior: The moderating role of psychological empoIrment. Journal of Organizational Behavior, 31(4), 609-623.
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of applied psychology, 88(5), 879.
Pretorius, M., Millard, S. M., & Kruger, M. E. (2005). Creativity, innovation and implementation: Management experience, venture size, life cycle stage, race and gender as moderators. S. Afr. J. Bus. Management, 36(4).
Raja, U., Johns, G., & Ntalianis, F. (2004). The impact of personality on psychological contracts. Academy of Management Journal, 47(3), 350-367.
Rank, J., Pace, V. L., & Frese, M. (2004). Three avenues for future research on creativity, innovation, and initiative. Applied psychology, 53(4), 518-528.
Rickards, T. (1999). Creativity and the Management of Change: Wiley-Blackwell.
Rochford, L. (1991). Generating and screening new products ideas. Industrial Marketing Management, 20(4), 287-296.
Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607.
Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. Journal of applied psychology, 84(3), 416.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel psychology, 54(4), 845-874.
Seltzer, J., & Bass, B. M. (1990). Transformational leadership: Beyond initiation and consideration. Journal of management, 16(4), 693-703.
Shamir, B. (1991). The charismatic relationship: Alternative explanations and predictions. The Leadership Quarterly, 2(2), 81-104.
Shin, S. J., & Zhou, J. (2003). Transformational leadership, conservation, and creativity: Evidence from Korea. Academy of Management Journal, 46(6), 703-714.
Smith, G. R., Herbein, W. C., & Morris, R. C. (1999). Front-end innovation at AlliedSignal and Alcoa. Research Technology Management, 42(6), 15.
Sosik, J. J., Kahai, S. S., & Avolio, B. J. (1998). Transformational leadership and dimensions of creativity: Motivating idea generation in computer-mediated groups. Creativity Research Journal, 11(2), 111-121.
Sowrey, T. (1987). The generation of ideas for new products: Kogan Page.
Sowrey, T. (1990). Idea generation: identifying the most useful techniques. European Journal of Marketing, 24(5), 20-29.
Stevens, J. P. (2012). Applied multivariate statistics for the social sciences: Routledge.
Stroebe, W., & Diehl, M. (1994). Why groups are less effective than their members: on productivity losses in idea-generating groups. European review of social psychology, 5(1), 271-303.
Stroebe, W., Diehl, M., & Abakoumkin, G. (1992). The illusion of group effectivity. Personality and Social Psychology Bulletin, 18(5), 643-650.
Sung, S. Y., & Choi, J. N. (2009). Do big five personality factors affect individual creativity? The moderating role of extrinsic motivation. Social Behavior and Personality: an international journal, 37(7), 941-956.
Takeuchi, R., Lepak, D. P., Wang, H., & Takeuchi, K. (2007). An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations. Journal of applied psychology, 92(4), 1069.
Tichy, N. M., & Devanna, M. A. (1986). The transformational leader: JSTOR.
Titus, P. A. (2000). Marketing and the creative problem-solving process. Journal of Marketing Education, 22(3), 225-235.
Unsworth, K. L., Brown, H., & McGuwere, L. (2000). Employee innovation: The roles of idea generation and idea implementation.
Waldman, D. A., Bass, B. M., & Einstein, W. O. (1987). Leadership and outcomes of performance appraisal processes. Journal of occupational psychology, 60(3), 177-186.
West, M. A. (2002). Ideas are ten a penny: It’s team implementation not idea generation that counts. Applied psychology, 51(3), 411-424.
Wood, S., & de Menezes, L. M. (2011). High involvement management, high-performance work systems and Ill-being. The International Journal of Human Resource Management, 22(07), 1586-1610.
Worthington, R. L., & Whittaker, T. A. (2006). Scale development research a content analysis and recommendations for best practices. The Counseling Psychologist, 34(6), 806-838.
Zhang, Z., Wang, M., & Shi, J. (2012). Leader-follower congruence in proactive personality and work outcomes: The mediating role of leader-member exchange. Academy of Management Journal, 55(1), 111-130.
Zhao, H., & Seibert, S. E. (2006). The big five personality dimensions and entrepreneurial status: a meta-analytical review. Journal of applied psychology, 91(2), 259.