員工創造力是組織創新發展的重要材料與來源，並可提升組織對機會、適應、成長與競爭的回應。員工經常與顧客接觸，對技術、問題或機會的領悟可提出新奇又有用的產品、服務、構想或程序，而員工從事工作的特性、員工本身的屬性及員工所處群體的屬性，卻是文獻中較少探討之課題。本研究以此為研究動機，試圖由過去學者所提出的研究整理出影響個人創造力之組織內部因素，配合實證的方式來驗證這些假設。主要研究目的是探討工作特性、個人屬性及群體屬性對個人創造力之影響；探討知識管理、知識屬性對工作特性、個人屬性及群體屬性與個人創造力的關係之調和影響。
　　本研究的母體是以中央健康保險局南區分局為母體，針對全部員工作為研究對象，採取全體普查，共計發放322份問卷，回收問卷243份，無效問卷8份、有效問卷235份，整體的有效回卷率為73%。
　　研究結果發現工作特性、個人屬性及群體屬性的確會對個人創造力產生影響；上述三項因素與知識管理的調和作用結果會產生較佳之個人創造力；群體屬性與知識屬性的調和作用結果會產生較佳之個人創造力。鑑於此結果，本研究建議企業在發掘員工創造力上可從工作特性、個人屬性及群體屬性上著手；實施知識管理對個人創造力有強化作用；而公司發展特定的知識類型有助於員工試驗新構想，對個人創造力也有增強效果。

　The creativity of employees is the important raw material and source for organization’s innovation and development. Plus, it is capable of enhancing the responses organizations make to opportunity, adaptation, growth, and competition. As frequently contacting with customers, employees are able to propose novel and useful products, service, ideas, or procedures through their comprehension and perception over techniques, problems, and opportunity. In the literature, however, little has been done to address the issues about job characteristics, personal attribute, and group attribute of employees. Therefore, this study attempts to fill the gap in the literature by reviewing the previous studies to identify internal factors inside the organization that affect personal creativity and by examining proposed hypotheses through an empirical study. The main purpose of this study are to explore the effects of job characteristics, personal attribute, and group attribute on personal creativity; and to investigate the interaction effect of knowledge management and knowledge attribute on the relationships between each of the above three factors and personal creativity.

　The study population included all employees in the Bureau of National Health Insurance Southern Region Branch. A total of 322 questionnaires were hand delivered and 243 of them were returned. Of the returned questionnaires, 8 were incomplete and the remaining 235, valid and complete, were used for quantitative analysis. The useable response rate was 73%.

　The major findings of this study include: First, the results of the regression analyses show support for the direct effects of job characteristics, personal attribute, and group attribute on the personal creativity. Secondly, the results of the T-test suggest that the job characteristics, personal attribute, and group attribute have interaction effects with the knowledge management on the personal creativity. Finally, the results of the T-test indicate that the group attribute have interaction effects with the knowledge attribute on the personal creativity. According to the results, we suggest that organizations can elicit the creativity of employees in the aspects of job characteristics, personal attribute, and group attribute; that the implementation of knowledge management can enhance personal creativity; and, that a particular type of knowledge developed in organizations can provide employees opportunities to examine new ideas, thereby strengthening personal creativity.

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