摘　要
　　知識經濟時代，企業處在一個不連績的變化環境，要在這種複雜動盪環境中脫穎而出，如何創造企業本身的競爭優勢益顯重要，而創新仍是創造和維持組織競爭優勢的不二法門。從資源基礎的觀點來看，廠商績效表現反映出內部資源的差異。持續不斷地創新是新經濟時代的基本經營邏輯，創造財富的關鍵，也唯有創新才能使企得以永續經營，立於不敗之地。
　　組織如何激勵員工和什麼樣的領導風格才能激發創新？許多研究強調台灣高科技產業中的激勵和工作滿意，但很少把激勵、領導風格及工作特性結合在一起之研究。本研究欲探討此三個不同觀點對組織創新績效之影響，並以台灣高科技產業員工為樣本。
　　本研究提出四個假設。首先是要找出什麼樣的激勵因子可以激發員工促進創新績效。第二個假設中是要看不同的領導風格對創新績效會造成什麼樣之結果。第三個假設欲探討良好的工作特性是否可以增進創新績效。最後一個是結合以上這三個因素一起探討其對創新的之影響。
　　研究結果顯示，激勵、領導風格及工作特性對於企業創新績效均呈現正向且顯著的解釋能力，表示當企業愈能滿足員工需求，配合最適領導風格和最佳工作特性模式，相信對於提升組織創新績效必大有展獲。

ABSTRACT
Innovation is still the way of creating and sustaining organization’s competitive advantage. From the perspective of RBV that the firm is going to see performance differentials among firm in a given industry from the view of disparity of internal resources. Incessant innovation on the basis of internal resources has been a fundamental operational logic on the various aspects of this new economic era and the key to the creation of wealty.
How can organizations maintain high employee motivation and best leadership styles? Most practices in Taiwan’s high-tech industry have been emphasized on motivation and job’s satisfaction, but seldom have been put on the relationship between motivation, leadership style and job character. This study is aimed to examine the innovation performance effects of different perspectives based on the sample of Taiwan’s high-tech industries.
Four propositions are explored in this research. The first proposition is to find out the best motivators which can affect employee high innovation performance, the second proposition is to see whether the leadership style can drive high innovation performance, the third propositions is to see what job-characters will impact on innovation, and the last combined above three factors to check the results.
The results tested comfirmed the four propositions. The findings appear that when a organization can meet the requirements of employee that the innovation performance will offer explanatory power over performance differentials.

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二、中文部份：
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