國內不少大企業家(如廣達董事長林百里、台積電董事長張忠謀)不諱言我國工程師的弱點就是缺乏創造力。因隨著環境快速變遷，「變」已成為企業界的常態，最能反應這種現象的就是產品生命週期縮短及顧客多樣的需求，因此「創造力」成為企業一項重要的競爭優勢，如何增強員工的創造力則成為企業致勝的關鍵。本研究從創造力人格特質、組織鼓勵與主管支持等三個角度來探討其與創造力的關係，選擇與創造力關係密切的半導體-T 公司的工作者作為實證對象。
本研究採用訪談調查法，以親訪方式對半導體公司的工作者進行調查。將訪談的結果統計後進行資料分析，研究結果如下：
1、在創造力人格特質方面：顯示個案公司的員工，不只擁有高創造力的雷同的人格特質，分別為有信心的、有洞察力的和反應快的，同時擁有低創造力的雷同的人格特質，分別為誠實的及有禮貌的。。
2.在組織鼓勵方面：顯示個案公司在業界中推廣創造力的能力跟成效，深獲各級員工的肯定與讚賞。
3. 在主管支持方面：顯示個案公司的大部分主管對員工的創造力抱持正面鼓勵的態度；當主管對部屬創新想法愈支持時，員工創造力也較高。
4.在創造力度方面：顯示個案公司的員工不管是哪個職級，在創造力上有很高的執行力。
5.在創造力影響因素方面：顯示個案公司影響員工創造力最主要的因素為主管支持(55.3%)、其次為組織鼓勵(31.9%)、再次為人格特質(12.80%)。
員工的創造力是否能被激發與主管支持及組織鼓勵有密切關係；唯有當組織或主管能塑造出營造鼓勵創造力的氛圍及提供資源上的協助，員工創造力才會展現；同時，在工作的設計上避免流於制式化，適時增加一些複雜性，有助於激發員工挑戰的動機，並透過合作的機會彼此交流意見，如此一來，才能有助於員工產生新構想，提高員工的創造力。

Several CEO’s (Chief Executive Officer) of big companies in Taiwan like Mr. Pai-li Lin of Quanta company and Mr. Morris Chang of TSMC (Taiwan Semiconductor Company Limited), frankly pointed out that the weakness of our country’s engineers is lack of creativity. As the business environment varies so rapidly, “Change” has become a regular situation faced by enterprises. It is the shortening life cycles of products and various demands of customers can surely reflect this trend. “Creativity“ becomes a competitive edge of a business; therefore, how to enforce employees’ creativity is the key successful factor of an organization. Based on creative personality trait, organizational encouragement and supervisor support, this research is trying to find the relationship of creativity. The research had interviewed to employees, who are working in the T-company.

The research exploits personally interview to reach the target objects and analyze the collecting data. The results are showing as following:
1、The employees who working in the TSMC have the same personality whatever higher but also lower creativity personality.
2、The more supports that organizations give to encourage creativity such as innovative culture, resources, and rewards…etc, the higher their employees’ creativity is.
3、The more supports that supervisors are supporting their employees to produce novel ideas, the employees’ creativity will be higher.
4、The more supports that the employees who workinig the TSMC have higher creativity.
5、The study show that the key factor of enforce employees’ creativity is supervisor support and the second factor is organizational encouragement. The creative personality trait is the lower effect to enforce emplyees’ creativity.
Considering the research, we believe that the employees’ creativity is closed to supervisor support and organizational encouragement. Only when organizations and supervisors create an encouraging atmosphere to creativity, the employees’ creativity can appear. At the same time, supervisors must avoid letting jobs become boring and routine. Variety of jobs can arouse employees’ motivations to challenge themselves and to involve themselves in their jobs. Through teamwork, it can help employees exchange their opinions and produce unique ideas. Through out those processes mentioned above, employees’ creativity is supposed to be higher.

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