提升企業新產品研發績效一直被認為是我國產業面臨升級與國際化壓力的最佳對策，而組織創造力正是提升其研發績效的基礎條件。然而，過去學者在此方面的研究卻相當貧乏，因此本研枓據Ambile等人(1996)的工作環境創造力基本架構與Woodman, Sayer, and Griffin (1993)對組織造力所建構涵蓋個人、國體與組織三個層級的理論架構，認為組織的創新環境可分為認知與期望兩個部分：知面代表員工的實際感受；期望面代表員工希望感受到的創新促進因素。若是員工對創新環境的認知高於期望，則會產生正面的不一致性，產生較高的創新績效；若是員工對創新環境的認知低於期望，則會產生負面的不一致性，產生較差的創新績效。 本研究針對鄰新竹科學園區的高科技廠商員工採取問卷調查方法，共回收200份問卷，對國內高科技廠商的創造力與研發績效關係有一整體了解。研究結果顯示：員工期望的創環境的對新產品發展績效為顯著正向影響，對不一致性則是負向影響；員工認知的創新環境對不一致性與新產品發展績效的影響皆達顯著水準，且對二者皆為正向的影響；不一致性對新產品發展績效亦達顯著的正向影響。

To improve the performance of new product development (NPD) activities had been the best alternative for the industries in Taiwan to cope with the growing competitive pressure from the industry and international competitors. It is general agreement that the organization creativity of these firms is a critical competent of their ability to respond to the increasing global challenge. We constructed the Organizational Innovation Environment and Innovation Performance Model based on the articles of Amabile et al (1996) and Woodman, Sayer, and Griffin (1993), and use questionnaire survey to explore that Taiwanese high-tech firms’ organizational innovation environment. The results are showed that the expected innovation environment had a positive effect on the NPD performance and a negative effect on the disconfirmation. The perceived innovation environment had a positive effect both on the NPD performance and disconfirmation also had the positive effect on the NPD performance.