過去企業在聘用職員時，多會專注於面試者專業能力、學歷以及工作經歷等等，而如今隨著網際世代不斷發展，全球聯繫日益緊密，已進入世界地球村的時代。對於人才競爭的情況，相比以往也越發激烈。因此，企業必須從更多元的角度，去審視面試者的能力與潛力，從而確保面試者在日後進入職場時，能夠在快速變動的商業環境下，仍然可以發揮創新，進而有更好的工作表現。本研究將以情緒智力為出發點，探討有關員工創造力、工作投入與工作績效間的關聯。
本研究藉由相關文獻資料，建立相關研究量表，並進行網路問卷發放， 共計回收449份有效問卷，並以SPSS17.0統計軟體進行迴歸分析，以檢驗研究變數之間的關係與影響效果。本研究之主要研究結果如下：員工創造力會受到情緒智力之中的情緒觀察、情緒運用以及情緒認知的正面影響，並未受情緒控管的影響；工作績效之中的工作品質以及工作效能兩個因素，會受到員工創造力的正面影響；情緒智力之中的情緒觀察、情緒運用以及情緒認知會對工作品質產生正影響；而情緒控管、情緒觀察以及情緒運用會對工作效能產生正影響；情緒觀察與情緒認知會透過員工創造力的中介效果，對工作品質有顯著影響；而情緒觀察以及情緒運用則會透過員工創造力的中介效果，對工作效能有顯著影響；情緒智力與工作投入之間的交互作用，對員工創造力並無發現存在顯著影響。

When hiring employees in enterprises, they tend to focus on the interviewees' professional ability, education background & work experience. Nowadays, with the continuous development of the Internet generation, the global connection has become increasingly close, & has entered the era of global village. The competition for talents is more & fiercer than before. Therefore, enterprises must examine the ability & potential of the interviewers from a more diversified perspective & dimension, so as to ensure that the interviewers can still play an innovative role in the future when they enter the workplace under pressure & rapidly changing business environment, & break through the old framework for the company, so as to have better work performance. This study will explore the relationship between employee creativity & job performance from the perspective of emotional intelligence.
Key words: emotional intelligence, employee creativity, job performance, job involvement

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