由於科技的進步、資訊擴張與全球化的浪潮，市場競爭日趨激烈。尤其中小企業在本身資源、能力有限的情況下，衝擊愈形明顯。為了加強競爭力，創新是被公認為永續生存與經營績效是否良好的關鍵。
本研究主要探討在「內在因素」-人格特質與「外在因素」-組織文化配合的情形下，企業所採用的組織文化配適型態對個人創新能力之影響。本研究針對兩岸資訊電子產業之電子工程師以便利抽樣法進行問卷調查，共得到569份有效問卷，其中台灣部分回收275份有效問卷，大陸部分回收294份有效問卷。在對各研究變項作統計分析後，本研究建議企業必須善用組織文化的作用來強化個人創新能力的表現，並透過人格特質的篩選，進行研發人員的任用，達到創新能力最有效率的發展。
Complicated and competitive business marketing environment is the both the result and cause of globalization and advancing technology. For limited resources, small to medium-sized companies, being continuously innovative in technology is one of the best strategies to stay competitive in the business.
The goal of this research is trying to find out how the business organization, with the “inherent factor”— personality specialty and “external factor”— organization culture, influences personnel innovativeness. Totally 569 valid questionnaires are collected, analyzed and used to conclude this study. In which, 275 questionnaires are collected from Taiwan and 294 from mainland China. Most survey candidates are electronics engineers from the information technology industry. With statistical analysis on each variant, this study advises that both properly adapting the organization culture to the business environment and as well as hiring individuals with organization culture senses in mind are the most effective way for the business to strengthen staffing engineers’ innovativeness.
