本研究研究目的在於了解兩岸軟體開發人員在人格特質、內外在動機、員工認知之主管管理風格及創造力等構念的差異情形。並且分別探討兩岸不同公司及人口變項間的軟體開發人員，創造力是否有所差異。並進一步了解人格特質、內外在動機及主管管理風格等因素對兩岸軟體開發人員創造力的影響情形及差異情形。
本研究以兩岸皆設有研發中心的5家資訊軟體業者為例，並對這5家公司的軟體開發人員進行抽樣問卷調查。總共發出之問卷份數為254份，回收問卷數為203份，有效問卷份數為179份，有效問卷回收率為70%。
本研究首先利用敘述統計及t檢定以了解兩岸軟體開發人員在各構念的差異情形。研究結果發現，兩岸軟體開發人員在人格特質及認知之主管管理風格上沒有顯著差異，台灣軟體開發人員在樂在工作與報酬兩動機顯著高於大陸人員，而大陸軟體開發人員則在自我挑戰動機上顯著高於台灣人員，而且大陸軟體開發人員在創造力各構面皆高於台灣人員，惟在創新績效方面顯著高於台灣人員。
其次，利用單因子變異數分析，以了解不同公司別、不同人口變項的兩岸軟體開發人員創造力的差異情形。研究結果發現，台灣方面，A公司及D公司創造思考能力明顯高於C公司，已婚較未婚易表現出創新行為，不同年齡組創新行為有所差異，年資3年以上者創新績效高於其他二組。而大陸方面，創新行為及創新績效達顯著，但事後檢定未達顯著，男性較女性易表現出創新行為，25歲以下在創造思考能力及創新行為表現上高於26~30歲。
再其次，本研究利用Person相關分析以了解各變數間相關情形，並作為迴歸分析前的共線性檢驗，結果發現各變數與本研究之假設大致一致，且自變數相關性未達高度相關，排除共線性之可能。
最後，本研究對兩岸整體樣本以及分別對台灣及大陸樣本進行階層式迴歸分析，以最終模型之研究結果發現，台灣方面，神經質人格特質不利於創造思考能力及創新績效，而外向性人格特質有利於創新行為。大陸方面，開放性人格特質及支持作為之管理風格有利於創造思考能力及創新行為，而友善性、嚴謹性人格特質及自我挑戰的內在動機有利於創新績效。

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