本研究是探討領導者-成員交換(LMX)關係對工作滿足、內在動機、外在報酬及情感性承諾有何影響，且同時探討各相關因素如何對員工創造力產生影響以及員工創造力與員工工作績效之間的關係。本研究以台灣企業員工為研究對象，採便利抽樣的方式於2010年11月中開始進行問卷調查，問卷調查期間為期1個月，以主管及其部屬配對式問卷方式進行，共計發放120 份主管問卷(每份含5位部屬)及600 份直屬部屬問卷，回收有效問卷為 395組，有效回收率為 65.7 % (395/600)。
本研究利用 SPSS 15.0 以及Amos 7.0 統計分析軟體進行實證作業，使用的統計方法包括：敘述性統計分析、因素分析、信度分析、內容效度分析以及線性結構關係模式（SEM）來驗證各研究變數的影響關係。實證結果發現如下：
1.領導者-成員交換(LMX)關係對內在動機、工作滿足、外在報酬及情感性承諾呈現顯著正向影響。
2.內在動機、外在報酬與情感性承諾對工作滿足呈現顯著正向影響。
3.內在動機對員工的創造力呈現顯著正向影響。
4.工作滿足對員工的創造力無顯著正向影響。
5.員工的創造力與員工工作績效呈現顯著正向影響。

This study examines the relationships among the leader-member exchange (LMX), job satisfaction, intrinsic motivation, extrinsic reward, and affective commitment. This study also examines how these factors influence employee creativity and the relationship between employee creativity and employee performance. This research has chosen Taiwan organizational employees as its primary research subjects. Using the convenience sampling in the middle of November 2010, the survey was carried out over a one-month period. The survey was implemented by distributing pair questionnaires to leader-member in pairs consisting of a population of 600 (120 sets for leader, each set has 5 members, and 600 samples for members). There are total 395 valid samples and the effective response rate is 65.7%.
This study is analyzed with statistics software by SPSS 15.0 and Amos 7.0. The empirical data was analyzed by descriptive statistics analysis, factor analysis, reliability analysis, validity analysis, and then the structural equation modeling (SEM) was adopted to measure correlations among the variables. The results of this study are as follows: (1) LMX has a significant positive effect on intrinsic motivation, job satisfaction, extrinsic reward, and affective commitment. (2) intrinsic motivation, extrinsic reward and affective commitment have a significant positive effect on job satisfaction. (3) intrinsic motivation has a significant positive effect on employee creativity. (4) job satisfaction has no significant positive effect on employee creativity. (5) employee creativity has a significant positive effect on employee performance.

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