在變化快速的科技產業裡，面臨對手強勁競爭並能處於同業領導地位，對每間公司而言是永恆的目標與持續面臨的議題。特別對科技產業公司而言，現今環境面臨國際企業競爭與外來環境的快速變化再再影響公司的發展決策。因此，創新常被視為促成公司績效並維持競爭優勢的不二法門。本研究旨在闡述影響科技業從業人員創新績效影響因素，與其他中介調和因素之討論。

本研究邀請科技業人員以自評的方式評估個人在動機、組織承諾、工作經驗、主管領導風格、人力資源管理項目中個人之現狀，並由人員之主管評分受訪者之個人創新績效。研究結果顯示，個人動機、承諾、工作經驗皆直接對個人創新績效產生顯著影響，並發現人員在接收啟發式主管領導風格與完備之人力資源管理環境下，個人動機、承諾、工作經驗若較高，則個人創新績效明顯顯著。管理者藉此可以評估適當的訓練方式、促成完善人力資源系統，並依據不同工作性質，挑選擁有相似工作經驗、擁有強烈動機並對組織承諾的員工並任用，以促進員工本身創新能力與績效，並回饋於組織內部。

In fast-paced technology industry, the ability to keep up with other competitors and　maintain a leading role is vital. For technology industry, the ability to innovation poses a threshold to company performance since nowadays society characterized by increasing global competition is disturbing the developments of companies. So forth, the profitability of a firm and even its survival depend on their ability to respond and on their flexibility towards changes. Therefore, innovation is frequently related to the achievement and maintenance of competitive advantage and performance of a firm. In this study, we focus on the factors influencing individual performance, and sum up with three major factors influencing performance and the moderating effects of two factors.
Participants were selected from technology industry to complete self-rating on the degree of intrinsic motivation, organization commitment, prior work experience, HRM practices, and managerial coaching; while individual innovative performance is paired-up and graded by respondents’ team leaders or managers. Results suggested that intrinsic motivation, organization commitment, and prior work experience have significantly related to individual innovative performance. Managerial coaching and HRM practices have shown to successfully moderate the individual innovative performance. From the study, it is important for mangers to choose intrinsically motivated, high committed-to-organization, rich prior work experience workers to enrich individual performance. Also, managers notify the importance of coaching behaviors and HRM practices could strengthen employees’ willingness and ability to innovation.

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