組織中的成員即是組織創新的來源，因此，企業在徵才時，如何才能選到具有創新能力的人才是一重要的課題，而本研究希望藉由探討研發人員於人格特質、生活型態與生涯發展階段上的差異，對於創新行為有何影響，如此將有助於企業挑選出適合的員工，並以組織創新氣候為干擾變項。 本研究以高科技產業的研發人員為問卷發放的對象，並以迴歸分析、變異數分析、共變數分析等統計方法驗證研究假設，研究結果發現： 一、人格特質之外向性、嚴謹性、對經驗開放性對創新行為有顯著正向影響。 二、不同生活型態對創新行為有顯著差異，「熱愛挑戰與新知群」與「務實領導群」的創新行為表現優於「謹慎保守群」。 三、不同生涯發展階段對創新行為無顯著差異。 四、人格特質對創新行為之影響會受到組織創新氣候的干擾。 五、生活型態對創新行為之影響，只受到組織創新氣候之「創新支持」構面的干擾。 六、生涯發展階段對創新行為之影響會受到組織創新氣候的干擾。 The study tries to realize the difference of personal traits, lifestyle, and career development and how to affect R&D personnel innovation behavior in high technology industry. And adopt by correlation analysis, ANOVA, and ANCOVA to verify the hypothesis. The results are listed as follow: (1) Extroversion, conscientiousness and openness to experience have positive effects on innovation behavior. (2) There was a significant difference between lifestyle and innovation behavior. (3) There was no significant difference between career development and innovation behavior. (4) Organizational innovation climate has moderating effect among the relationship between personal traits and innovation behavior. (5) Innovation support has moderating effect among the relationship between lifestyle and innovation behavior. (6) Organizational innovation climate has moderating effect among the relationship between career development and innovation behavior.
