團隊多元化及衝突對團隊學習行為的影響

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：42

、訪客IP：3.141.100.120

姓名

董怡君(Yi-Jiun Dung) 查詢紙本館藏

畢業系所

企業管理學系

論文名稱

團隊多元化及衝突對團隊學習行為的影響

相關論文

★ 由組織文化與領導行為來探討組織變革中員工的反應	★ 團隊多元化對團隊績效的影響－檢驗中介變數與調節變數的影響
★ 團隊多元化與團隊衝突對專案團隊績效的影響	★ 不同身份別護理人員之工作壓力與組織承諾、專業承諾的探討
★ 人格特質對義工行為與組織公民行為之影響研究－以某研究機構為例	★ 勞動標準和外國直接投資
★ 公司特性、知識管理促動因子與知識管理績效指標關聯性之研究	★ 企業使用非典型工作型態僱傭人員對正職人員產生之影響
★ 學習型組織的建構與阻礙因素之探索性研究	★ 學習型組織推動方式及教育訓練流程探討
★ 校園徵才中招募者特性與招募資訊的影響	★ 衡量ERP供應廠商服務品質之成功模式
★ 公務人員績效評估與獎懲制度的滿意度對組織公平認知影響之研究─以關務人員為例	★ 管理才能評鑑量表之評估-以A公司為例
★ 具自動檢查機制的線上調查設計對於問卷有效性的影響	★ 員工僱用身分對其工作態度及行為的影響

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

在近十幾年來，團隊成員的人口背景多元化已變成美國經理人和管理學界最感興趣的話題。基於勞動力日漸多元性、組織面臨轉型、管理者面臨挑戰的背景下，本研究從團隊學習的角度出發，探討團隊各多元化的構面對於衝突以及學習行為是否有直接或間接的影響。
本研究以問卷調查法針對各產業，總共發出230份問卷，有效問卷共172份，問卷回收率為75%。問卷回收編碼匯整後使用描述性統計分析、信度分析、相關分析、線性結構關係模式分析以及逐步迴歸模式深入研究各變數對團隊學習行為的影響。
研究結果顯示團隊成員的價值觀多元化將會直接降低團隊的學習行為，而團隊成員的年資多元化、技術與知識多元化以及年齡多元化皆有助於團隊學習行為的產生；然而，在所有多元化中，價值觀多元化對團隊學習行為將有最大的影響。此外，雖然團隊成員的價值觀多元化會直接降低團隊的學習行為，但也會因為價值觀多元化而產生任務衝突進而對團隊學習行為有提升的作用，另外一方面，價值觀多元化而也同時產生關係衝突，並透過關係衝突間接的降低了團隊學習行為。

關鍵字(中)

★ 團隊多元化
★ 衝突
★ 團隊學習行為

關鍵字(英)

★ team diersity
★ conflict
★ team learning behavior

論文目次

目錄

第壹章序論 1

1-1 研究動機 1

1-2 研究目的 2

第貳章文獻探討 3

2-1 團隊多元化 3

2-1-1 團隊多元化的定義 3

2-1-2 團隊多元化的構面 4

2-2 團隊學習 6

2-2-1 從學習到團隊學習 6

2-2-2 團隊學習行為之衡量 7

2-3 衝突 10

2-3-1 衝突的定義 10

2-3-2 衝突理論的演進 11

2-3-3 衝突的分類 12

2-4 團隊多元化與團隊學習行為 13

2-5 團隊多元化與衝突 18

2-6 衝突與團隊學習行為 20

第參章研究方法 22

3-1 研究架構 22

3-2 研究變項之操作型定義 23

3-3 問卷設計與變數衡量 24

3-4 資料分析方法 27

第肆章研究結果 29

4-1 研究構面的敘述統計分析 29

4-2 研究構面的效度與信度分析 32

4-3 各變項之相關分析 34

4-4 線性結構關係模式 37

4-4-1 模式適合度指標 37

4-4-2 研究假設之檢定 38

4-4-3 中介效果及控制變數 48

4-5 逐步迴歸分析 49

第伍章研究討論 52

第六章結論與建議 57

6-1 結論 57

6-2 管理意涵 57

6-3 研究限制與未來研究建議 58

參考文獻 60

附錄一問卷 67

圖目錄

圖3-1 本研究之研究架構 22

圖4-1 模型一之路徑圖 40

圖4-2 模型二之路徑圖 42

圖4-3 模型三之路徑圖 44

圖4-4 模型四之路徑圖 46

圖4-5 模型五之路徑圖 48

表目錄

表2-1 團隊多元化指標 5

表3-1 團隊發展階段 25

表4-1 研究樣本之產業分佈表 29

表4-2 研究樣本之公司規模分佈表 29

表4-3 研究樣本之團隊類型分佈表 30

表4-4 研究樣本之開會頻率分佈表 30

表4-5 研究樣本之團隊人數分佈表 30

表4-6 研究樣本之團隊成員流動程度分佈表 31

表4-7 研究樣本之團隊性質分佈表 31

表4-8 研究樣本之團隊運作時間分佈表 31

表4-9 研究樣本之團隊發展階段分佈表 32

表4-10 各主要衡量變項之信度分析結果 33

表4-11 各變項之Pearson相關分析 36

表4-12 模式一之基本配適度指標值 38

表4-13 模式一之單獨模式配適度指標值 39

表4-14 模式二之基本配適度指標值 41

表4-15 模式二之單獨模式配適度指標值 41

表4-16 模式三之基本配適度指標值 43

表4-17 模式三之單獨模式配適度指標值 43

表4-18 模式四之基本配適度指標值 45

表4-19 模式三之單獨模式配適度指標值 45

表4-20 模式五之基本配適度指標值 47

表4-21 模式五之單獨模式配適度指標值 47

表4-22 價值多元化對團隊學習行為的效果 49

表4-23 多元化五構面之共線性檢視 50

表4-24各變數對團隊學習行為之逐步迴歸分析 51

表5-1 各假設之驗證結果 52

參考文獻

參考文獻
中文部分
1. 田靜婷（民92），影響高科技產業研發團隊學習績效相關因素之研究，彰化師範大學工業教育學系博士論文。
2. 吳曲輝譯（民81），Jonathan H. Turner原著，社會學理論的結構。台北:桂冠。
3. 吳秉恩（民75），組織行為學。台北：華泰。
4. 林清山（民69）。多變項分析統計法。台北：東華。
5. 宋鎮照（民86），社會學。台北：五南。
6. 李青芬、李雅婷、趙慕芬合譯(民83)， Stephen, P. Robbins 原著，組織行為學。台北：華泰。
7. 李茂興、李慕華、林宗鴻合譯(民83)，Robbins, S. P.原著，組織行為。台北：揚智文化公司。
8. 邱皓政（民89），量化研究與統計分析。台北：五南。
9. 孫丕琳（民83），Ann L. Weber原著，心裡學導論。台北：桂冠。
10. 陳素勤譯（民90），Robert Kreitner & Angelo Kinicki原著，組織行為。台北：麥格羅西爾。
11. 陳順宇（民89），多變量分析。台北：華泰。
12. 盧嵐蘭譯（民85），Norman Goodman原著，社會學導論。台北：桂冠。
英文部分
1. Amabile, T. M.（1994）,The atmosphere of pure work: Creativity in research and development. In William R. Shadish and Steve Fuller et al.（eds.）, The Social Psychology of Science: 316-328. New York. Guilford Press.
2. Amason, A. C. & Sapienza, H. J. (1997), The effect of top management team size and interaction norms on cognitive conflict and affective conflict. Journal of Management, 23(4): 459-516.
3. Amason, A. C. (1996), Distinguishing the effects of functional and dysfunctional conflict on strategic decision making: Resolving a paradox for top management teams. Academy of Management Journal, 39(1): 123-148.
4. Ancona, D. G., ＆ Caldewell, D. F.（1992）, Demography and Design: Predictors of New Product Team Performance. Organization Science, 3: 321-341.
5. Argyris, C. ＆ Schön, D.（1978）, Organizational Learning: A theory of action perspective. MA: Addison-Wesley.
6. Argyris, C.（1993）, Knowledge for Action: A Guide to Overcoming Barriers to Organizational Change. San Francisco: Jossey-Bass.
7. Bantel, K. A., ＆ Jackson, S. E.（1989）, Top management and innovations in banking: Does the composition of the top team make a difference? Strategic Management Journal, 10: 107-124.
8. Blau, P. M.（1977）, Inequality and composition： A primitive theory of social structure. New York: Free Press.
9. Bower, G. H. ＆ Hilgard, E. R.（1981）, Theories of Learning, Englewood Cliffs, NJ： Prentice-Hall.
10. Brewer, M. B., ＆ Kramer R. M.（1986）, Choice Behavior in social dilemmas: Effects of social identity, group size, and decision framing. Journal of Personality and Social Psychology, 50: 543-549.
11. Byrne, D. E.（1971）, The attraction paradigm. New York: Academic Press.
12. Campion, M. A. & Medsker, G. J. & Higgs, A. C. (1993), Realations between Work Group Characteristics and Effectiveness：Implications for Designing Effective Work Groups, Personnel Psychology, 46, 822-850.
13. Chatman, J. A.（1991）, Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36: 459-484.
14. Daft, R. L. ＆ Weick, K. E.（1984）, Toward a Model of Organizations as Interpretation Systems, Academy of Management. The Academy of Management Review, 9: 284-295.
15. Edmondson, A.（1999）, Psychological safety and learning behavior in work teams. Administrative Science Quarterly, Ithaca; 44(2): 350-383.
16. Eisenhardt, K. M., Jean L. K., ＆ Bourgeois, L. J.（1997）, How management teams can have a good fight. Harvard Business Review, 75(4): 77-85.
17. Ely R. J. ＆ Thomas, D. A.（2001）, Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46(2): 229-273.
18. Evan, W. M. （1965）,”Conflict and performance in R＆D Organizations,” Industrial Management Review,Vol 7: 37-45.
19. Fiol, C. M.（1994）, Consensus, diversity, and learning in organizations , Organization Science, Linthicum; 5, (3): 403-42018 .
20. Guetzkow, H., ＆ Gyr, J.（1954）, An analysis of conflict in decision-making groups. Human Relations, 7: 367-381.
21. Hellriegel, D., Slocum, J. W. & Woodman, R. W. (1986), Origanizational behavior. New York：West Publishing Company.
22. Henderson, R. H. ＆ Clark, K. B.（1990）, Architectural innovation: The reconfiguration of existing product technology and the failure of existing firms. Administrative Science Quarterly, 35: 9-30.
23. Hoffman, L. R. ＆ Maier, N. R. F.（1961）, Quality and acceptance of problem solutions by members of homogeneous and heterogeneous groups. Journal of Abnormal and Social Psychology, 62: 401-407.
24. Hoffman, L., Harburg, E., ＆ Maier, N.（1962）, Differences and disagreement as factors in creative group problem solving. Journal of Abnormal and Social Psychology, 64: 206-214.
25. Huber, G. P.（1991）, Organizational Learning: An Examination of the Contributing Processes and the Literatures, Organization Science, 2: 88-115.
26. Huber, G. P.（1991）, Organizational learning: The contributing processes and the literatures. Organization Science, 1: 88-115.
27. Huberty, C. J. (1989). Problems with stepwise methods-Better alter-natives. In B. Thompson (Ed.), Advances in Social Science Methodology, (Vol. 1, pp.43-70). Greenwich: JAI Press Inc.
28. Jackson, S. E., Brett, J. F., Sessa, V. I., Cooper, D. M., Julin, J. A., ＆ Peyronnin, K.（1991）, Some differences make a difference: Individual dissimilarity and group heterogeneity as correlates of recruitment, promotions, and turnover. Journal of Applied Psychology, 76: 675-689.
29. Jackson, S.（1992）, Team composition in organizations. In S. Worchel, W. Wood , and J. Simpson（eds）, Group Process and Productivity: 1-12. London: Sage.
30. Jackson, S., & Stone, V., & Alvarez, E.（1993）, Socialization amidst diversity： Impact of demographics on work team oldtimers and newcomers. Research in Organizational behavior, 15.
31. Janis, I. L.（1989）, Crucial Decisions: Leadership in Policymaking and Crisis Management. New Yark: Free Press.
32. Jehn, K. A. & Mannix, E. A. (2001), The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academic of Management Journal, 44 (2), 238-251.
33. Jehn, K. A.（1994）, Enhancing effectiveness: An investigation of advantages and disadvantages of value-based intragroup conflict. International Journal of Conflict Management, 5: 223-238.
34. Jehn, K. A.（1995）, A multimethod examination of the benefits and detriments of intragroup conflict, Administrative Science Quarterly, Ithaca; 40,(2): 256-282.
35. Jehn, K. A.（1997）, A qualitative analysis of conflict types and dimensions in organizational groups, Administrative Science Quarterly, Ithaca; 42 (3): 530-557.
36. Jehn, K. A., Northcraft, G. B., & Neale, M. A. (1999), Why Difference Make A Difference : A Field Study of Diversity, Conflict, and Performance in Workgroup. Administratives Science Quarterly, 44: 741-763.
37. Kasl, E., Marsick, V. J., ＆ Dechant, K.（1997）. Teams as learners: A research-based model of team learning. Journal of Applied Behavioral Science, 33(2), 227-246.
38. Katzenbach, J. R. and Smith, D. K.(1993), The Wisdom of Teams: Creating the High-Performance Organization. Mckinsey and Company, INC.
39. Keck, S. L.(1997), Top Management Team Structure: Differential Effects by Environmental Context. Organization Science, 8(2): 143-156.
40. Krishanan, H. A., A. Miller and W. Q. Judge (1997), Diversification and Top Management Team Complementarily: Is Performance Improved by Merging Similar or Dissimilar Teams. Strategic Management Journal, 18(5): 361-374.
41. Kuhn, T. S. （1970）, The Structure of Scientific Revolutions, Chicago, IL: University of Chicago Press.
42. Kumar, N., Stern, L. W. ＆ Anderson, J. C.（1993）, Conducting Interorganizational research using key informants. Academy of Management Journal, 36(6): 1633-1651.
43. Levitt, B. and March J. G..（1988）,Organizational learning. Annual Review of Sociology, 14: 319-340.
44. Lipnack, J., and Stamps, J.（1993）,The Teamnet Factor: Bringing the Power of Boundary Crossing in the Hearts of Your Business. Essex Junction, VT: Oliver Wright.
45. Litter, J. A. (1980), Organizations, structure and behavior. New York, NY: Wiley.
46. Maccoby, E. E. and Jacklin, C. N.（1974）, The Pstchology of Sex Differences. Stanford, CA: Stanford University Press.
47. Marguardt, M.J.（1996）, Building The Learning Organization: A Systems Approach To Quantum Improvement And Global Success. N.Y: McGraw-Hill.
48. Maznevski, M. L.（1994）, Understanding our differences: Performance in decision-making groups with diverse members, Human Relations, New York; 47, (5): 531-552.
49. Mcfarland, D. E. (1974), Management：Principles and practices (4th ed.). New York：Macmillan.
50. McGrath, J. E., Berdahl, J. L. ＆ Arrow , H.（1995）, Traits, expectations, culture, and cout: The dynamics of diversity in work groups. In S. E. Jackson and M. N. Ruderman（eds.）Diversity in Work Team: 17-45. Washington, DC: American Psychological Association.
51. Milliken, F. J. ＆ Martins, L. L.（1996）, Searching for common threads: Understanding the multiple effects of diversity in organizational groups; Academy of Management. The Academy of Management Review, Briarcliff Manor; 21(2): 402-433.
52. Noe, R.A. (1999), Employee Training & Development, Singapore: McGraw-Hill.
53. O’Reilly, C. A., Caldwell, D. F., ＆ Barnett, W. P. （1989）, Work group demography, social integration, and turnover. Administrative Science Quarterly, 34: 21-37.
54. O’Reilly, C., Williams, K., ＆ Barsade, S.（1997）, Group demography and innovation: Does diversity help? In E. Mannix and M. Neale (Eds.), Research in the management of groups and teams (1).
55. Oldham, G. ＆ Cummings, A.（1998）, Creativity in the organizational context. Productivity, 39(2): 187-194.
56. Pelled, L. E., & Eisenhard, K. M., & Xin, K. R.（1997）, Demographic diversity in work group: An empirical assessment of linkages to intragroup conflict and performance. Working Paper. School of Business, University of Southern California.
57. Pelled, L. H., Eisenhardt K. M. ＆ Xin K.R.（1999）, Exploring the black box: An analysis of work group diversity, conflict, and performance. Administrative Science Quarterly, 44(1): 1-28.
58. Pelled, L.（1996）, Demographic diversity, conflict, and outcome: An intervening process theory. Organization Science, 7: 615-631.
59. Pfeffer, Jeffrey（1983）,Organizational Demography, Research in Organizational Behavior, 5: 299-357.
60. Resser, C., & Loper, M. (1978), Management：The Key to organizational effectiveness. Glenview, Illinois：ScottForesman & Company.
61. Robbins, S. P.（1996）, Organizational behavior; Englewood Cliffs, New Jersey：Prentice Hall International Ltd.
62. Rokeach, M. （1973）, The nature of human values. New York : Free Press.
63. Schön, D.（1983）, The Reflective Practitioner. New York: Basic Books.
64. Senge, P. M.（1990）, The Fifth Discipline：The Art and Practice of the Learning Organization. N. Y.：Doubleday.
65. Sessa, V. I., ＆ Jackson, S. E.（1995）, Diversity in decision-making teams: All differences are not created equal. In Martin M. Chemers, Stuart Oskamp, and Mark A. Costanzo (eds.), Diversity in Organizations: New Perspectives for a Changing Workplace: 133-156.
66. Sitkin, S. B.（1992）, Learning through failure: The strategy of small losses. In L. L. Cummings and B. M. Staw (eds.), Research in Organizational Behavior, 14: 231-266. Greenwich, CT: JAI Press.
67. Smith, K. G., Smith,K. A., O’Bannon, D. P., Olian, J. D. , Sims, H. P. ＆ Scully, J. (1994), Top Management Team Demography and Process: The Role of Social Integration and Communication. Administrative Science Quarterly, 39: 412-438.
68. Stasser, G. ＆ Titus W.（1987）, Effects of information load and percentage of shared information on the dissemination of unshared information during group discussion. Journal of Personality and Social Psychology, 53: 81-93.
69. Surra, Catherine, ＆ Longstreth, M.（1990）, Similarity of outcomes, interdependence, and conflict in dating relationships. Journal of Personality and Social Psychology, 59: 501-516.
70. Teachman, J. D.（1980）, Analysis of population diversity. Sociological Methods and Research, 8:341-362.
71. Thornburg, T.（1991）, Group size and member diversity influence on creative performance. Journal of Creative Behavior, 25: 324-333.
72. Tjosvold, D.（1986）, Constructive controversy: A key strategy for groups. Personnel, 63: 39-44.
73. Van de Ven, A. H., Delbecq, A. ＆ Koening R.（1976）, Determinants of coordination modes within organizations. American Sociological Review, 41: 322-338.
74. Van Maanen, John, and Schein E.（1979）, Toward a theory of organizational socialization. In L. L. Cummings and B. M. Staw（eds.）, Research in Organizational Behavior, 1:209-264 Greenwich, CT: JAI Press.
75. van Offenbeek, M.（2001）, Processes and Outcomes of Team Learning. European Journal of Work and Organizational Psychology, 10(3): 303-317.
76. Wagner, G. W., Pfeffer, J., ＆ O’Reilly, C. A.（1984）, Organizational demography and turnover in top-management groups. Administrative Science Quarterly, 29: 74-92.
77. Walton, R. E. ＆ Dutton J. M.（1969）, The management of interdepartment conflict: A model and review. Administrative Science Quarterly, 14: 73-84.
78. Watkins, K.E., & Marsick, V. J.（1993）, Sculpting The Learning Organization: Lessons In The Art And Science Of Systemic Change. San Francisco, CA: Jossey-Bass Publishers.
79. Watson, W., Kumar, K., ＆ Michaelsen, L.（1993）, Cultural diversity’s impact on interaction process and performance: Comparing homogeneous and diverse task groups. Academy of Management Journal, 36: 590-602.
80. Webber, S. S. & Donahue, L. M. (2001). Impact of highly and less job-related diversity on work group cohesion and performance: A meta-analysis, Journal of Management, 27: 141-162.
81. Wiersema, M. F. and Bantel, K. A. (1992), Top Management Team Demography and Corporate Strategic Change. Academy of Management Journal, 35(1): 91-125.
82. Williams, K. Y., ＆ O’Reilly, C. A. (1998), Demography and Diversity in Organizations, In ‘Barry M. Staw and Robert M. Sutton (eds.), Research in Organizational Behavior, 20: 77-140.Stamford, CT: JAI Press.
83. Zenger, T., & Lawrence, B. （1989）, Organizational demography：the differential effects of age and tenure distributions on technical communications. Academy of Management Journal, 32：353-376.

指導教授

葉穎蓉(Ying-Jung Yeh)

審核日期

2003-7-14

推文