第五章 結論與建議
第二節 研究限制與建議
一、研究限制
本研究力求客觀與嚴謹，但仍有限制因素影響本研究對實際情況的了解：
(一)發放及回收問卷的限制
本研究問卷是由本研究者親自拜訪及委由熟識相關創意產業親友之主管代 為分發及收集，但設計類及業務人員工作相當繁忙，對於非自身工作相關事務，
多不願配合，如需利用工作之餘填寫也有所困難，再加上本問卷是需要主管與部 屬之配對填寫，發現到主管願意配合、部屬不願意，或是部屬願意、主管不願意 的情形發生，被拒絕的機率頗高，導致問卷發放及回收顯得相當困難。
而本研究的問卷中，有相當多的題目是涉及到部屬與主管之間互動較敏感之 問題，雖然有提供保密小信封袋給部屬填寫完後彌封，但填寫完須交給主管統一 回收，因此部屬有無將內心真正的想法表達出來，本研究不得而知，但若部屬有 所保留，在問卷上就無法達到真正客觀的結果，此為本研究在問卷發放及回收之 限制。
(二)樣本的限制
本研究因在時間、經費與人力等因素的限制下，以國內南部之髮型設計、創 意設計公司與保險業作為研究對象，產業類別相當分散，無法聚焦在單一產業做 討論分析，此外，發放對象僅在南部地區，樣本數量不多，也不能代表某一產業 之全體，故此為本研究之樣本的限制。
二、管理意涵
根據本研究結果分析，若以組織角度來看，具有品味的部屬是擁有正向特質 與正向情緒的人格特質，對部屬自己與組織都能給予一個正面積極向上的能量，
可以從個人影響到整個組織，這個能量是可以持續很久的，可以擴大到人們的思 考與行動。而若部屬滿足了組織之心理契約(如完成交付的任務、滿意部屬表現 等)，組織便會給予加薪、升遷及肯定部屬能力等，心理契約在組織裡已經變得 相當重要了，適當的運用心理契約可以使部屬提高對組織的忠誠度、信任度、及 降低離職率來留住人才，組織交付任務時也能提高部屬對工作態度的認真與前進 動力使工作績效提高，便可促進內部生產力的提升，對組織而言，心理契約對於 組織在交付任務給部屬時都是有幫助的。此外，組織的獎酬制度、福利及升遷也 是會影響部屬的心理契約，一定要做到公開透明化才能使部屬信服於組織。
在組織中，部屬的創造力是自己的天賦，加上組織環境給予的刺激所展現出 來的，若要部屬提高創造力的產出，組織要先實踐應盡的義務及承諾，便能使部
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屬激發更多創造力來回饋組織。
根據本研究結果分析，若以部屬角度來看，組織並沒有提供給部屬心理安全 氣候，在工作環境中，部屬所感覺到的組織會是令人感到嚴肅、低氣壓的、有風 險的，若組織能提供部屬感到放心、安心，能夠無所畏懼的表達想法及意見，且 能夠信任的工作環境，部屬會願意更投入工作，互相合作並能提高組織績效；但 若是組織單方面表達想法與意見，部屬並無任何發言，組織與部屬只會原地踏步 並不會有進步，即便有進步也是很緩慢的。
心理契約對部屬來說也是相當重要的，且部屬是資產的一部份，若組織實踐 部屬之心理契約，部屬便會回饋於組織，如提高工作績效、創造力的提升、留職 意願提高等，若組織違反了部屬期望與承諾，將會影響他們的工作態度，就如 Moorhead & Griffin (1998)所表示的，心理契約是建構於誘因與貢獻的交換關係上 (阮瑋琳、萬光滿、蔡淨鈺 & 江敏慧，2013)。契約的設立與實踐，對組織與部 屬而言，兩邊都互惠互利，雙雙成長。
三、後續研究建議
本研究力求客觀與嚴謹，但仍有不足之處，提供後續研究者參考：
(一)針對不同產業及地區進行研究
本研究以南部地區的髮型設計、創意設計及保險業為研究對象，並沒有集中 單一產業進行研究，爾後的研究者能夠集中在單一產業並應用在其他產業上進行 研究，如婚紗設計、建築繪圖設計等，也能針對北、中部地區進行研究，增加樣 本數以利進行研究。
(二)研究工具方面
本研究工具參考國外的量表進行問卷發放及回收，信度方面只能描述填寫者 當時的情況，每個填寫者也只有一次性調查而已，但是心理契約是有變化性的，
所以爾後的研究者可以隔一段時間再回來測同一人的心理契約情況來做比對。
(三)納入其他變數
本研究使用的變數為四個(品味、心理契約滿足、心理安全氣候與創造力)，
影響創造力的因素相當多，建議未來可以利用本研究變數再加上其他變數方式進 行研究，如主管創造力、主管的管理風格、部屬的工作環境(組織鼓勵、主管鼓 勵、資源等)、負面情緒、內外在動機、知識分享等納入做研究，如此以來可以 使整體架構更完整且也能彌補研究缺口，並做理論與實務驗證分析。
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