員工是組織生存競爭的重要資產，人員競爭力是決定組織價值的關鍵要素。面對全球動態環境競爭，創造力係組織維持長期競爭優勢的必要條件，組織欲提昇競爭力，需從培育員工的創造力做起。過去有關影響創造力因素的研究，大部分偏重在人格特質、能力或動機……等個人層次因素，忽略個體與社會環境互動對創造力的影響。由「系統化」角度檢視創造力，創造力不僅是一種個人化現象，而且是社會脈絡中個體與其他個體之多樣性互動歷程，任何企業在面對跨領域知識整合的挑戰，更須仰賴組織成員之社會網絡運作，以激發創意與創造力。因此本研究選擇台灣某高科技股票上市公司之員工為研究對象，探討其員工能力、人緣與動機，如何透過社會網絡影響其創造力；同時配合線性結構關係模式(LISREL) 進行假設驗證，期能藉由實證結果彌補過去有關影響員工創造力因素之探討的不足，並提供企業從事創造力與創新管理之策略建議，俾有助於企業創造持續性競爭優勢。

Employees are the most important assets for competitive organizations. An employee's creative capability is a key organizational value. To survive in a dynamic global environment, an organization has to inevitably
leverage and invest in an employee’s creativity to maintain a sustainable competitive advantage. The determinants of creativity emphasized the importance of personal factors such as personality, capability,and motivation. Previous research has largely ignored the influence of individual-social interaction impacts on creativity; The research thereafter tries to explore creativity from a social networking perspective. Past studies proclaimed that creativity is more than an individualized phenomenon and should be seen as an interactive process between an individual and peers in a social context. Facing the challenges of diverse knowledge integration, an organization has relied on the participants’ of social networks to stimulate new ideas. We chose employees at a Taiwan Stock Exchange (TSE) listed high-tech company as our research sample. We examined how capability, likeability, and motives for employees influence creativity through social networks. The mediating effect of social networks received notifications in the conceptual framework.Using Linear Structural Relations (LISREL) to examine our hypotheses, we bridged the gap in academic research on employee creativity. This study provided managers with the strategic implications in managing creativity and innovation. These are viewed as necessary for sustainable competitive advantages in a dynamic global environment for an organization.