隨著現今環境快速變遷，企業需思考如何創新以因應瞬息萬變的社會，為企業創造競爭優勢與獨特價值，因此，員工能夠產生創意想法進而實踐，對企業而言十分關鍵，然而，並不是每個創意的想法都有機會被實現。本研究以創新流程之觀點出發，將創新視為兩階段，乃創意想法產生與創意想法實現，試圖了解現今企業主所愛用的主動性人格特質者是否會藉由創意想法產生，來影響創意想法實現；以及企業所提供的高績效工作系統，員工是否會因知覺企業所採取此措施後而影響創意想法產生，進而影響創意想法實現。並進一步探討領導者-部屬交換對於主動性人格特質與創意想法產生之調節效果，以及創意夥伴的出現對於創意想法產生與實現的中介效果。
本研究以台灣本土公司作為主要研究對象，研究問卷分為A、B 兩式，總計發放237份問卷，回收有效樣本為182份，有效樣本回收率為76.8%。本研究主要使用層級迴歸分析來進行研究假說之驗證。經由實證分析，本研究分析結果如下：
(一) 創意想法產生與創意想法實現之間呈現正相關。
(二) 主動性人格特質、高績效工作系統分別與創意想法產生之間呈現正相關。
(三) 創意想法產生在主動性人格特質與創意想法實現之間，具有完全中介效果。
(四) 創意想法產生在高績效工作系統與創意想法實現之間，具有完全中介效果。
本研究主要貢獻如下，首先，本研究探討創意想法產生與創意想法實現之間的關係；接著，本研究分別探討人格特質之主動性人格特質與動機之高績效工作系統對於創意想法產生的關係；最後，本研究驗證了創意想法產生分別在主動性人格特質、高績效工作系統對於創意想法實現的中介效果；最後，本研究進行領導者-部屬交換對於主動性人格特質與創意想法產生關係之調節效果，以及創意夥伴的出現對於創意想法產生與創意想法實現關係之調節效果，以作為後續研究之參考。

ABSTRACT
With the rapid changing environment, a key factor for organizations to maintain core competency and to ensure their success and long-term survival is enhancing their ability to innovate. Thus, employees could help to improve business effectiveness through their ability to generate ideas and use these to develop new products or services. This study focus on differentiating two stages—idea generation and idea implementation, and we also exam some factors which may influence idea generation.
This study would try to know the relationship between idea generation and idea implementation. Besides, to know whether idea generation mediate the relationship between high performance work system and idea implementation. And also, to know whether idea generation mediate the relationship between proactive personality and idea implementation. Moreover, we try to examine LMX would moderate the relationship between proactive personality and idea generation; and the presence of coworkers would moderate the relationship between idea generation and idea implementation.
The research is performed through the questionnaires survey to companies in Taiwan with two versions of questionnaires: one for team leader and another for team members. We sent 237 questionnaires and a total of 182 valid questionnaires are returned. The final response rate is 76.8%. We use hierarchical regression analysis to verify all hypotheses.
Our findings can be summarized as following. First, idea generation will mediate the effect of high performance work systems on idea implementation. Second, idea generation could mediate the relationship between proactive personalities on idea implementation.

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