本研究根據前期定性訪談和以往的文獻探討，期望歸納出驅使創造力個人從事創造力活動的主要內在動機。另一方面，綜合社會學當中的人口生態論以及新機構論的論點，創作力會歷經特定組群(field)、領域以及創意工作者本身三方面在異化、選擇與保留等物競天擇過程當中的激烈互動，將創造力所遭遇的天擇過程區分成遵從領域原理原則、吸收與擴散新知、異化以通過特定組群(field)選擇、主宰競爭且得以留存等四個不同特質的創造力競爭環境。而創造力產生的內涵-「創造力工作環境」則依據文獻區分為組織的激勵、主管的支持、工作團隊的支持、充足的資源、自主性、工作量的壓力、組織的障礙與挑戰性的工作八個部份。
本研究共可分為定性與定量兩部份。定性方面是針對前期研究的個案內容，加以整理歸納出「個人內在動機」、「創造力競爭環境」與「創造力工作環境」的屬性特徵，除了進行廠商與學童領域的比較，並根據整理出的屬性特徵成為本研究的紮根理論以及定量部份的問卷基礎。定量方面，廠商與學童的樣本來源均以受過公開肯定的專案團隊為主，分別回收171及235份問卷。經過因素分析，分別確認雙方在「個人內在動機」、「創造力競爭環境」以及「創造力工作環境」所包含的構念。接著並利用迴歸分析探索「個人內在動機」與「創造力工作環境」的關係以及「創造力競爭環境」與「創造力工作環境」間的關係。
研究結果發現，個人內在動機的強度與創造力工作環境的彈性之間成明顯的正向關係；而創造力競爭環境的要求也與創造力工作環境之間成顯著的正向關係。因此在考量如何營造內在的創造力工作環境時，要同時將創造力個人的內在動機與創造力競爭環境兩方面的因素加以考慮。在創造力個人內在動機方面的主要考量是，組織可以適度的調整創造力工作環境的內容，配合成員的內在動機，以達到和內在動機形成綜效的創造力成果。另一方面，也需要考量創造力所需面對外部競爭環境，將組織內部的工作環境塑造得更有彈性，以使創作過程能通過外部環境對於創意成果的挑戰。

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