本研究的目的在探討組織當中影響成員創意表現的環境因子，並據以發展組織創新氣氛的測量工具，用以診斷組織對於成員創造行為的助長或有害程度。首先，本研究針對科技產業與廣告服務業 10 位樣本進行訪談，文本資料經過分析整理後，指出了影響組織成員創意表現的主要因素，據以編製預試題本，並利用 223人之預試樣本與 1,338 人之正式樣本，檢驗題目的優劣與信效度資料。驗證性因素分析結果指出七個潛在因素具有相關，單一高階因素模型亦有良好適配。全量表 係數達.97，各分量表的信度介於.85 至.95。同時，效度分析發現，組織創新氣氛與組
織價值觀量表具有合理的關係與預測性，而效標關聯效度數據則顯示量表分數與四項效標有良好的預測關係，這些證據顯示量表具有理想的信效度。再者，職務、職位、性別、年資等背景變項的分析亦反應了組織氣氛相關概念的特性。最後，有關組織氣氛的特性與未來研究方向於文末討論。

The present study is to develop a Creative Organizational Climate Inventory (COCI)to assess the degree of organizational climates that may facilitate or inhabit employee’s creativity. In order to create the item pool, 10 key persons in R&D department and cre-ative-generation department were selected for interview. Qualitative data on text was analyzed, generating seven main categories/factors of influencing the organizational
creativity, which furthermore been used for developing the items of pre-test version of the COCI. As a follow-up, the second study focused on the examination of reliability and validity of the COCI. Using a large-scale testing, 1,338 employees from high-tech companies, traditional companies, services agencies, banks, insurance companies and government officers participant this study. Confirmatory factor analysis indicated that
the COCI has stable factor structure and great reliability. A .97 of Cronbach’s was re-ported for the total scale, .82 to .95 for the seven subscales. A series examination of sca-le validation was also done, indicated a relevant relationship with criterion measures.Finally, the implications and limitations of this present study were discussed.