「職場衝突」一直是一個普遍存在工作場所的問題。它不僅會影響員工滿意度、團隊表現、甚至影響整體組織的生產力。然而，有鑑於職場衝突對創造力的具體影響，目前的研究相對有限，因此本研究旨在填補這一研究缺口，探討關係衝突對創造力成果的影響。

基於資源保存理論（COR）和情感事件理論（AET）的理論基礎，本研究提出以關係衝突為導因、員工創造力為結果的研究架構、探討能引導兩者的中介因子。此外，我們同時提出以「正念」作為邊界條件，檢驗其是否能緩解關係衝突的不良影響。

為了實證地探討此關係，我們採用兩階段的時間延滯設計，中間間隔三個星期，總計收集357對員工與主管的配對樣本。透過研究分析，我們發現關係衝突對情緒性反芻思考具有正向預測作用，而情緒性反芻思考又進一步導致員工的回避行為，進而對創造力表現產生負面影響。本研究的發現為現有文獻提供了關於關係衝突如何影響創造力的新見解。同時，本研究於最後章節探討了理論和實務意涵，並提供未來研究方向的建議。

Workplace conflict is a prevalent issue that can have profound effects on organizational dynamics and productivity. However, there has been limited research on its specific impact on creativity within the workplace. In this thesis, we aim to address this gap by examining the influence of relationship conflict on creative outcomes.

Drawing on two theoretical frameworks, namely the Conservation of Resource theory (Hawley et al., 2014) and the Affective Event theory (Caesens, Stinglhamber, Demoulin, De Wilde, & Mierop, 2019), we propose a mechanism through which relationship conflict affects creativity. Besides, we also propose that mindfulness, being as a boundary condition, can alleviate the detrimental effect of relationship conflict.

To empirically investigate this relationship, we collected data from a sample of 357 dyads using a time-lagged design. By analyzing the data, we found that relationship conflict positively predicts affective rumination. Affective rumination, in turn, leads to avoiding behavior, which negatively impacts creativity. Finally, our study contributes to the existing literature by shedding light on the mechanisms through which relationship conflict influences creativity. Future direction and both theoretical and practical implication are discussed in the last chapter.

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