開放式創新轉變了企業內創新資源的配置，同時也促成多元化的跨組織合作模式，逐漸成為帶動企業創新的重要商業模式。過去研究針對開放式創新類型及其產生方式已有深入探討，然而多數學者卻忽略了團隊領導者在推動開放式創新的關鍵影響。在開放式創新專案中，團隊領導者扮演內外資源整合和創意聯結的重要角色，因此其所具備的創新特質將會影響團隊表現。本研究主在探討團隊領導者創新特質與開放式創新關係，藉由國內外文獻分析並應用模糊層級分析法，建構一套開放式創新團隊領導者的評選架構，共計回收53份專家問卷，有效問卷45份。本研究結果發現：(1)對於開放式創新專案而言，「創新知識」為最重要的領導者創新特質；(2)「創新認知能耐」構面最重要的因素為「創新的能力」、「人格特質」構面則為「才華洋溢」因素、「創新動機」構面以「外在動機的誘導」為最重要因素，「創新知識」構面則以「基礎知識具備程度」為最重要因素；(3)「創新認知能耐」、「人格特質」和「創新知識」較強的領導者適合採用內外交錯型、而「創新動機」較強者適合採用由外而內型。基於前述結果，期能透過團隊領導者創新特質評選準則，提供企業在推動創新專案及遴選領導者的決策參考。Open innovation has changed the allocation of innovative resources in corporations and has made the multiple cross-organization coopration possible, so it has gradually become an important business model that promotes corporation innovation. Previous studies on open innovation have probed into its various types and how they have happened, but most researchers have ignored the key effects that a team leader may have on pushing open innovation forward. In an open innovation project, the team leader plays an important role to integrate internal resources with external ones and to connect different innovative ideas. Therefore, the innovative characteristics that a team leader has are influential on team performance. This study focuses on considering the relationship between team leaders’ innovative characteristics and open innovation projects by reviewing literature available in Taiwan and other countries and applying the Fuzzy Analytical Hierarchy Process (FAHP) to structure an assessment frame for evaluating team leaders in open innovation projects. From the experts’ investigation conducted by the author, 53 questionnaires were recovered and 45 of them were effectively taken into account. The findings are: (1) For a team leader in an open innovation project, “creative knowledge” should be his most important innovative characteristic; (2) the most important factor for the aspect of “creative cognitive ability” of a team leader is his “creativity”, for his “personality”, he “should be versatile and competent”, for his “creative motivation”, he “should be able to induce extrinsic motivation”, and for his “creative knowledge”, “how well he is equipped with fundamental knowledge” should be taken into consideration; (3) team leaders who are better or stronger in “creative cognitive ability”, “personality” and “creative knowledge” are more suitable for applying Coupled Process, while those who are better or stronger in “creative motivation” should apply Inbound open innovation: outside-in process. Based on the above results, the author of this study wishes to provide corporations with Assessment Norms of Team Leaders’ Innovative Characteristics in promoting their innovation projects and in making policies for selecting team leaders.
