為了在現今快速變化的商業環境中蓬勃發展並確保永續經營，組織必須優先考慮創新。基於社會認同理論和社會認知理論，提出了一個解釋員工創新能力的研究模型。該模型強調了兩個關鍵因素—員工投入程度和對變革的開放性，這些因素通過社會互動的中介作用來增強創新能力。此外，本研究還探討了隱性和顯性知識分享誘因如何調節這些關係。透過從台灣企業的行銷部門蒐集的問卷進行定量分析，結果顯示這些因素顯著影響員工的創新能力。本研究為學術研究者和企業實務者提供了有價值的建議，並對促進員工創新的相關因素提供了實證支持。

To thrive in the fast-paced business environment and ensure sustainability, organizations prioritized innovation. Drawing on social identity and social cognitive theories, this paper presented a research model explaining how employee creativity developed. The model highlighted two key factors-employee engagement and openness to change-that enhanced creativity through the mediation of social interaction. It also explored how implicit and explicit knowledge-sharing incentives moderated these relationships. Quantitative correlational research, based on data collected from marketing departments in Taiwanese companies, demonstrated that these factors significantly influenced employee creativity. This study provided valuable insights for academic researchers and business practitioners and offered empirical support for the factors that fostered employee creativity.

員工投入程度;變革開放性;社會互動;員工創新能力;知識分享誘因

Employee engagement; openness to change; social interaction; employee creativity; knowledge sharing incentive