本研究採用抽樣調查法，研究對象為有為員工執行個人發展既畫的金融服務業、科技業、壽險業等，剔除填答不完整、恣意作答之無效問卷之後，有效問卷為232份。 研究結果發現：(1) 個人發展計畫實踐與員工創造力具有正向影響；(2) 個人發展計畫實踐與組織自尊具有正向影響；(3) 組織自尊與員工創造力具有正向影響 ; (4) 組織自尊會中介影響個人發展計畫實踐與員工創造力；(5) 個人發展計畫實踐與組織承諾具有正向影響；(6) 組織承諾與員工創造力具有正向影響；(7) 組織承諾會中介影響個人發展計畫實踐與員工創造力。 ;From the resource-based view, the elements of sustainable growth and progress of an enterprise include the technology, resources, culture and talents. This study takes the individual development plan commonly used by enterprises to cultivate organizational talents as the theme, and explored that this plan is not only necessary for talents to enhance existing and future positions. In addition to knowledge, technology, and skills, will it also stimulate the creativity of employees in the process. And discuss the relevance with the relevance between organizational self-esteem and organizational commitment as moderators.
In this study, sampling survey method was used. The samples of 232 employees from financial service industry, technology industry, and life insurance industry, etc.. After excluding invalid questionnaires. There are 232 valid questionnaires. The results of the study found that: (1) Individual development plan has a positive effect on employee creativity. (2) Individual development plan has a positive effect on organizational self-esteem. (3) Organizational self-esteem and employee creativity have a positive effect. (4) Organizational self-esteem will influence the individual development plan and employee creativity as an intermediary. (5) Individual development plan and organizational commitment have a positive effect. (6) Organizational commitment and employee creativity have a positive effect. (7) Organizational commitment will intermediately influence the individual development plan and employee creativity.
