| Summary: | 本研究的目的主要為探討新竹科學園區資訊電子產業研發人員、技術人員與非科技人員在對觀念產生的態度、環境特徵知覺與創造力之間的關係‧
本研究取樣對象以位新竹科學園區內從事資訊電子產業之 14 家公司為主，共取得有效樣本 184 份，其中研發人員 49 位，技術人員 69 位，非科技人員 66 位。本研究所採用的工具包括：「創新管理問券」、「創新行為的社會支持量表」、「創新行為量表」、「對觀念產生的態度量表」、「創意經驗量表」及「創新成就量表」。研究的結果如下：
本研究所使用的研究工具中，「創新管理問券」、「創新行為的社會支持量表」、「創新行為量表」、「創意經驗量表」及「創新成就量表」，經正式施測結果均顯示這些量表具有不錯的效度與信度。
一、在資訊電子產業從業人員整體創造力上：
就「性別」而言，在創意經驗的「科學的、創新的問題解決」及「創新成就」的平均數上，男性顯著高於女性。
就「工作性質」而言，在「電腦程式設計」及「創新成就」的平均數，非科技人員小於技術人員、技術人員小於研發人員。
二、在對觀念產生的態度與環境特徵知覺關係方面：就全體受試者而言，「對觀念產生的消極態度」分量表與創新管理的「創新氣氛」分量表有最高的負相關(r=-.26,p﹤0.001)。就工作性質來看，研發人員在「對觀念產生的消極態度」分量表與創新管理的「創新氣氛」分量表有最高的負相關(r=-.47,p﹤0.1)。而技術人員在對觀念產生的態度的「對觀念產生的消極態度」分量表與創新管理的「創新氣氛」分量表有最高的負相關(r=-.24,p﹤0.5)。
三、在對觀念產生的態度與創造力關係方面：就全體受試者而言，在對觀念產生的消極態度與創意經驗的「運用新知、精益求精」有最高的負相關(r=-.28,p﹤0.001)。就不同工作性質而言，研發人員在對觀念產生的消極態度與創意經驗的「運用新知、精益求精」有最高的負相關(r=-.49,p﹤0.1)。、技術人員在重視新觀念與開放心胸有最高相關(r=-.38,p﹤0.1)、非科技人員在重視新觀念與開放心胸有最高正相關(r=-.38,p﹤0.1)。
四、在環境特徵知覺與創造力關係方面：就全體受試者而言，創新管理總量表與創新成就(r=-.21,p﹤0.1)及一般創新管理與創新成就的負相關最高(r=-.21,p﹤0.1)。就不同工作性質而言，研發人員在一般創新管理與創新行為的負相關最高(r=-.29,p﹤0.5)；技術人員在創新管理總量表與創意經驗的「電腦程式設計」分量表負相關最高(r=-.37,p﹤0.5)；非科技人員在一般創新管理與創意經驗的「電腦程式設計」分量表的負相關最高(r=-.31,p﹤0.5)。
五、本研究以工作性質、性別、對觀念產生的態度、環境變項中的各分量表為第一組變項，而已創造力的創新行為、創新成就、創意經驗的各分量表為第二組變項進行典型相關，共可抽取四組顯著的典型相關。
(一)就第一組結構係數發現男性科技的研發人員，期創造力表現在「創新成就」、「科學的、創新的問題解決」、「電腦程式」也比較高。
(二)認為對觀念產生的消極態度較低、而在重視新觀念、創新行為的家庭支持、創新行為的朋友支持、創新行為的公司主管支持比較高的，則其創造力中表現在創新行為、「科學的、創新的問題解決」、「運用新知、精益求精」、視覺生活的設計、開放心胸、製造驚喜意外、舊瓶新裝比較高。
(三)那些認為在重視新觀念較不高、創新行為的公司主管支持比較高，則其創造力中表現在創新成就也比較低。
(四)那些認為在對觀念產生的消極態度、創新行為的家庭支持、創新行為的朋友支持比較高的，則其在創造力中表現在「科學的、創新的問題解決」、視覺生活的設計、生活風格的變化比較高。
本研究綜合上述結果加以討論，並提供建議以供往後研究者及資訊電子產業界為不同工作性質人員提供創新環境及激發員工創造力之參考。
=== The main purpose of this study is the discussion of the relationship between the attitude for concept motivation, environmental characteristic consciousness, and creativity of R&D staffs, technicians, and non-technologists in the Information Technology(IT) industry in the Hsinchu Science-based Industrial Park (HSIP), Taiwan.
The samples of this study are from 14 companies in the IT industry of the Hsinchu Science-based Industrial Park. One hundred eighty-four effective samples are derived, which included 49 R&D staffs, 69 technicians, and 66 non-technologists. The measures we adopted in this study include, “Questionnaire of Innovation Management,”Tabulation of Society Support for Innovative Behavior,“Tabulation of Innovative Behavior,”“Tabulation of Attitude for Concept Creation,”“Tabulation of Originality Experience,”and “Tabution of Innovation Achievement.”These measures reveal high effectiveness and reliability formal testing. The empirical results are described as follows:
1. Research on the general creativity of the personnel in the IT industry: First, from the dimension of “GENDER,”it is found that male is superior to female on the average of “Problem Solving of Science and Innovation”and “Innovation Achievement”of the originality experience. Second, from the dimension of “JOB PROPERTY,” we found that on the mean of “Computer Programming”and “Innovation Achievement”the non-technologists are inferior technicians and the technicians are inferior to R&D personnel.
2. On the aspect of the concept creation and the relationship of the environment characteristic consciousness, it shows significant negative correlation between the tabulation of “the Passive Attitude of Concept Creation”and “the innovative atmosphere in management”for the whole sample tested(r=-.26,p﹤0.001). From the dimension of job property, the R&D staffs reveal the most significant negative correlation on the tabulation of the “Passive Attitude of Concept Creation” and “the innovation atmosphere in management”(r=-.47,p﹤0.1). In addition, for technicians it shows the same negative correlation on the aspect of the concept creation (r=-.24,p﹤0.5).
3. On the relationship between the attitude of the concept creation and creativity, the highest negative correlation is observed for the whole sample between the passive attitude of the concept creation and the “Exerting the Knowledge and Being Excelsior”of the creativity experience (r=-.28,p﹤0.001). From the dimension of Job property, it shows the highest negative correlation (r=-.49,p﹤0.1) on R&D personnel. However, the highest positive correlation are revealed on technicians (r=-.38,p﹤0.1) and non-technologists (r=-.38,p﹤0.1) between “the new concept emphasis”and“open-minded.”
4. From the aspect of the relationship between the environmental characteristic consciousness and creativity, for the whole testing managers, we found that the negative correlation level of the relation between the innovative management and the innovative achievement and the one between the general innovative management and innovative achievement is the highest, which is respectively (r=-.21,p﹤0.1) and (r=-.21,p﹤0.1). From the dimension of job property, the correlation coefficient of the general innovative management and the innovative behavior is negatively the highest (r=-.29,p﹤0.5). It was also found that the main tribulation of innovative management and the sub-tribulation of “Computer Programming”of the innovative experience for tecnicians is negatively correlated, which is the highest (r=-.37,p﹤0.5), and the relationship between the general innovative management and the sub-tabulation of the “Computer Programming”of the innovative experience for non-technologists are in the same situation, which is (r=-.31,p﹤0.5).
5. All of the variable in this study are divided into two groups. In the group 1, the variable of job property, gender, the attitude for concept creation, and every sub-tabulation in the environmental terms are included. In group 2, the tabulation of creativity of the innovative behavior, innovative achievement, and the innovative experience are included. The canonical analysis between the variables of group 1 and 2 are proceeded, and four groups can be extracted through canonical analysis.
According to the struture coefficient in the first group, it is found that male technological R&D personnel have better performance about their creativity on “the innovative achievement,”“scientific, innovative problem solving,”“computer programming.”
The structure coefficient in the second group is consists of personnel who show low levels on “passive attitude for concept creation”and high one on“emphasis on new concepts,”“innovative behavior with support from family,”“innovative behavior with support from friends,”“innovative behavior with support from higher-ups”and have better performance in their creativity on“innovative behavior,”“scientific, innovative problem solving”“exerting the knowledge and being excelsior,”“design of the visual life,”“open minded”“surprise making,”and“product resurfacing.”
The structure coefficient in the third group reveals that the personnel who are at the low level of “emphasis on new concept”and“innovative behavior with support from higher-ups”shows low performance on their creativity.
The structure coefficient in the fourth group shows that the personnel who get high levels on“the passive attitude of concept creation,”“innovative behavior with support from family,”“innovative behavior with support from friends”also perform better on their creativity on “innovative problem solving,”“design of the visual life,”“change in the life style.”
Besides the results discussed above, this study also provides some suggestions and references for future reseachers and personnel of different job properties in the IT industry.
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