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Under the knowledge-based economics, the roles of labors are considered important once again. The human creativity has become the main source of core competence. However, as the development of enterprises brings on a new economic type, the man-hours and work loading also increases with the development of enterprises. When people are overworked, there comes pressure, fatigue and illness. Therefore, more and more people are talking about the playfulness of jobs, which refers to the spontaneity, imagination, emotional expression, and the attitude of having fun and being involved and interested in the work, all these will change with the variation of the external environment. Meanwhile, teams also play an important role in the organization. For the action unit to solve the problems of the organization and promote innovation, teams are constituted by members with various knowledge, skill and background. Hence, the team playfulness climate is also crucial to the creativity and performance of the organization. The team playfulness climate represents the share climate of autonomy and pleasure, which is built by those team members who work together day by day, such climate can get these people to feel interested and feel supported about their jobs, and so they won¡¦t be afraid to try new challenges. This study is taken from a personal viewpoint to test the model of the relationship between personal playfulness, team playfulness climate and team creativity performance. The evidence of this research is based on the questionnaires given out to the students who took the course ¡§The Discovery and Application of Creativity¡¨ which was held by the Consulting Division in Ministry of Education. Below are the discoveries of this thesis: 1. Personal playfulness positively influences team playfulness climate. 2. Team playfulness climate positively influences team creativity performance. 3. Personal playfulness has significant difference on age, the number of brothers and sisters one has, academic background, and club experience.

This research is to discuss the relationship between personal playfulness, Emotional Intelligence, organizational playfulness and job performance. There are 1213 questionnaires provided from 30 organizations. Questionnaires¡¦ response rate are 96.31%. Available response rate are 95.21%. The data were analyzed by descriptive statistics, reliability analysis, item analysis , factor analysis, correlation and hierarchical linear model. Due to individual¡¦s behavior may be influenced by organization, This research was using hierarchical linear model to realize the influence of personal playfulness, Emotional Intelligence and organizational playfulness on job performance. The major results of this research are as following: 1. Personal playfulness positively influences job performance. 2. Emotional Intelligence positively influences job performance. 3. Organizational playfulness positively influences job performance. 4. The organizational playfulness has no moderate effect on the relationship between personal playfulness and job performance. 5. The organizational playfulness has no moderate effect on the relationship between Emotional Intelligence and job performance.

This study aimed to investigate relationship between individual and organizational variables on staff innovative behavior. Individual variables were personal playfulness and sense of humor, and organizational variable was organizational playfulness climate. The analyses were done by using hierarchical linear modeling for Windows. The main findings of this study were as follows: 1. Personal playfulness had significant influence on staff innovative behavior. 2. The sense of humor had insignificant influence on staff innovative behavior. 3. Organizational playfulness climate had significant influence on staff innovative behavior. 4. The relationship among personal playfulness, sense of humor, and staff innovative behavior was not affected by organizational playfulness climate. Finally, some suggestions were offered as references to businesses and further studies.

Creativity and innovation are different. How to encourage employees to produce the innovative behavior in the business organization in this century are very important and urgent. This study hopes to discuss the relationship among the personality traits, personal playfulness, organization playfulness climate and employee¡¦s innovative behavior. It¡¦s taken 30 organizations in Taiwan and the effective volume was 1,213, the returns-ratio reached 95.21%. We will use HLM (hierarchical linear model) to analyze the data instead of the regression analysis in tradition. The major result of this study are as following¡G 1.Locus of control has a significant effect on employee¡¦s innovative behavior. 2.A-type character has a significant effect on employee¡¦s innovative behavior. 3.Positive affectivity has a significant effect on employee¡¦s innovative behavior. 4.Negative affectivity has no significant effect on employee¡¦s innovative behavior. 5.Personal playfulness has a significant effect on employee¡¦s innovative behavior. 6.Organization playfulness climate has a significant effect on employee¡¦s innovative behavior. 7.Organization playfulness climate has no moderate effect on the relationship between locus of control and employee¡¦s innovative behavior. 8.Organization playfulness climate has no moderate effect on the relationship between A-type character and employee¡¦s innovative behavior. 9.Organization playfulness climate has no moderate effect on the relationship between positive affectivity and employee¡¦s innovative behavior. 10.Organization playfulness climate has no moderate effect on the relationship between negative affectivity and employee¡¦s innovative behavior. 11.Organization playfulness climate has no moderate effect on the relationship between personal playfulness and employee¡¦s innovative behavior.

How to encourage employees to produce the innovative behavior in the business organization in this century are very important. This study hopes to discuss the relationship among the personal playfulness, Job involvenment, organization playfulness climate and employee's innovative behavior. It's taken 30 organizations and the effective volume was 1,213, the returns-ratio reached 95.21%. We will use HLM (hierarchical linear model) to analyze the data instead of the regression analysis in tradition. The major result of this study are as following: 1.Personal playfulness has positive effects on employee's innovative behavior. 2.Job involvenment has positive effects on employee's innovative behavior. 3.Organization playfulness climate has positive effects on employee's innovative behavior. 4.Organization playfulness climate has no moderate effect on the relationship between personal playfulness and employee's innovative behavior. 5.Organization playfulness climate has no moderate effect on the relationship between job involvenment and employee's innovative behavior.