Assessing the Climate for Creativity (KEYS): Confirmatory factor analysis and psychometric examination of a Taiwan version Hsu-Min Tseng* and Feng-Chuan Liu** *Department of Healthcare Management, Chang Gung University, No 259 Wen Hwa 1st Road, Kweishan, Taoyuan County, Taiwan. tsenghm@mail.cgu.edu.tw **Graduate Institute of Business Administration, Chang Gung University, Taiwan Understanding the feasibility of using KEYS to assess the organizational climate for creat- ivity in non-Western societies is essential for researchers studying cultural influences on workers’ perceptions of workplace climates. This study reports on the effectiveness of translating KEYS, using data from 401 employees of 13 different companies in Taiwan. A confirmatory factor analysis was performed and its results indicated a satisfactory fit for a 10-factor model. However, six items tackling environmental obstacles had low factor load- ings (<0.3) and should either be eliminated or amended.The results raise questions regard- ing the role of cultural influences in international studies that assess creativity climates. Further research into the conceptualization of organizational creativity in Chinese soci- eties is warranted. 1. Introduction A growing interest in research regarding creativity or innovation climates has led to the development of diverse measurement tools to be used at different levels within organizations.Among these diverse instruments is KEYS:Assessing the Climate for Creativity, developed by Amabile (1995) and specifically focused on measuring the extent to which the work environment stimulates or inhibits creativity. As the inevitability of globalization becomes clearer, those researching innovation climates have begun to evaluate whether common, standardized innovation climate measures are technically and concep- tually equivalent for various sociocultural groups (Tseng, Liu, & West, 2009). This study attempts to establish the feasibility of the KEYSTaiwan version.The main contribu- tion of this work is the development of a translated measurement tool suitable for use by researchers and innovation managers in organizations based in Chinese societies. 2. Method 2.1. Participants The sample for this study comprised 401 employees from 13 companies inTaiwan, representing a response rate of 67%.The data represents a diverse sample that included employees with different job functions in areas such as administration, human resources, marketing, and research and development (R&D). Among the participants, 232 (57.8%) were male and 169 (42.2%) were female. The mean age was 38 years old with a range from 20 to 65 years.The mean tenure was 3 years with a range from less than 1 year to more than 15 years. Participants were highly educated, and over two thirds (69.5%) had graduate-level degrees. In terms of job level, 70 (17.7%) were senior-level managers, 112 (28.1%) were mid-level managers, and 219 (55.2%) were entry-level or adminis- trative staff members. The KEYS Taiwan version was first developed in accordance with translation standards set by the original International Journal of Selection and Assessment Volume 19 Number 4 December 2011 © 2011 Blackwell Publishing Ltd, 9600 Garsington Road, Oxford, OX4 2DQ, UK and 350 Main St., Malden, MA, 02148, USA