先前研究普遍指出工作動機與組織環境是決定創新績效的關鍵，但其中的
轉化機制仍未被清楚地說明。本研究探討內在動機與外在動機如何透過創意過程影響知識型員工之創新與創意績效，並以認知評價理論為基礎，分析知識型員工所感知的時間壓力及組織所賦予之創新工作要求的調節效果。本研究向我國前2,000 大科技製造業發出問卷，針對組織內知識型員工進行調查，目標對象包含研發工程師、製程工程師、新產品開發團隊成員，並使用結構方程式和迴歸分析進行假設與模型配適度之檢定。根據409 份有效樣本的分析顯示，個體的內部動機與外部動機透過創意過程的中介效果，間接影響了知識型員工之創意績效與專利權取得的能力。當個體感受到高度的時間壓力，內在動機對於創意過程的正向效果將被削弱，而創新工作要求則是強化了創意過程與專利取得能力的關係。

It has been extensively found that work motivation and organizational contexts are the keys to employees’ innovative performance in knowledge-intensive industries. Nonetheless, the psychological mechanism which regulates the cognitive processes of creative ideation has not been fully clarified. By incorporating both intrinsic motivation and extrinsic motivation, this paper investigates how work motivation affects employees’ innovative performance through the mediating effects of creative process engagement. More importantly, we drew upon the cognitive evaluation theory and investigated the moderating roles of perceived time pressure and innovation as a job requirement. The questionnaires were distributed to the 2,000 biggest technology-based manufacturing companies in Taiwan, and the targeted sample included R&D engineers, manufacturing engineers, and NPD project team members. Based on a sample of 409 valid responses, the results confirm that creative process engagement plays a mediating role in the effect of work motivation on employees’ creative performance and the capability to obtain patents. When perceiving high levels of time pressure, the positive effect of employees’ intrinsic motivation on creative process engagement diminishes. In contrast, creative process engagement has a stronger impact on the capability to generate patentable ideas and to obtain patents when innovation is assigned as the employees’ job requirement.