隨著大環境的變動，企業與組織需要員工的創新，才能不斷的推出新產品、服務抑或是將流程去做改善，以提升企業營運之效率並保有競爭力，故員工的創新想法產生與實現在組織早已是不容忽視的關鍵績效。因此，本研究從創新想法的流程的觀點出發，試圖了解員工個人的主動性人格特質和自我效能的動機變數，是否會藉由創新想法產生，進而影響創新想法實現。並以領導者-部屬交換、團隊成員間情感信任與社交能力作為調節變數，探討分別在三者的調節之下，創新想法產生對創新想法實現間的影響。

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175套問卷，回收有效樣本為123組，有效樣本回收率為70.3%。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） 創新想法產生與創新想法實現間呈現正相關。
（二） 主動性人格特質,自我效能分別與創新想法產生呈現正相關。
（三） 創新想法產生在主動性人格特質與創新想法實現間，具有部分中介效果。
（四） 創新想法產生在自我效能與創新想法實現間，具有部分中介效果。

本研究主要貢獻分述如下。首先，本研究以「個人」層次同時探討「創新想法產生」與「創新想法實現」間之關係；其次，本研究將個人人格特質之「主動性人格特質」與動機變數「自我效能」分別作為探討創新想產生之研究變數，以及驗證創新想法產生對於主動性人格特質與自我效能對創新想法實現之中介效果；最後，本研究進行領導者-部屬交換、團隊成員間情感信任、社交能力作創新想法產生與實現間之調節效果驗證，以作為後續研究參考。

Innovation has been highlighted as a core competence for contemporary organizations to maintain or enhance effectiveness in rapidly changing environments. Thus, employees’ innovation and creativity has received more and more attention in organizations. However, seldom researches put emphasis on the process of idea generation and idea implementation. Therefore, this study differentiate the two stages and we also focus on the individual level.
This study tries to exam if idea generation mediate the relationship between proactive personality, and idea implementation. Besides, this study also tries to exam if idea generation mediate the relationship between self efficacy, and idea implementation. Moreover, we use LMX(Leader-Member Exchange), Affected-trust with team members, and network ability as a moderator to investigate 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 managers and the other for team members. We sent 175 questionnaires and a total of 123 valid questionnaires are returned, and the final response rate is 70.3%. We use hierarchical regression analysis to verify all hypotheses.
Our findings can be summarized as following. For one, idea generation could partially mediate the effect of proactive personality on idea implementation. For the other, idea generation could partially mediate the effect of self-efficacy on idea implementation.

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