團隊多元性在關係強度對知識創造影響中的調節效果

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姓名

張舒俞(Shu-yu Chang) 查詢紙本館藏

畢業系所

企業管理學系

論文名稱

團隊多元性在關係強度對知識創造影響中的調節效果
(The Moderating Effect of Team Diversity on The Impact of Relational Strength to Knowledge Creation)

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摘要(中)

本篇論文以Academy of management journal中，Social Capital and Knowledge Creation: Diminishing Returns of the Number and Strength of Exchange (Mcfadyan&Annella, 2004)為基礎討論｢關係強度高到某一程度後會導致新知識創造的減少｣這個假說的適用性。
本論文以文獻探討及推論方式提出假說模型，當加入干擾變數團隊認知多元性後，推論初期負向調節會削弱關係強度對新知識創造的影響，然而後期正向調節使關係強度越強時，新知識創造反而更多。
Social Capital and Knowledge Creation: Diminishing Returns of the Number and Strength of Exchange這篇論文結論暗指為了增加新知識，不應該讓團隊成員過於頻繁接觸，然而其並不符合實務狀況，因此本論文考量調節變數認知多元性，使實務上需要經常緊密相處的團隊具有參考依據。

摘要(英)

According toMcfadyan&Annella(2004),relational strength is quadraticallyrelated to knowledge creation. As the more deepening of relations, the less knowledge will be created.However, its implication is not reasonable in practice that team should decrease the interaction frequency to create more knowledge. This study aim to propose a new model that considers cognitive team diversity through literature review to infer that relational strength is positively related to knowledge creation at the same relational level compared with no diversity team.

Moreover, we also discuss the negatively moderating effect of cognitive diversity team in the low strength of relations, which is due to the representational gap. Furthermore, we infer that the time ofconverge will postpone owing to the abundant diverse resources in cognitive team diversity.

This study mainly contributes to the managerial issue that a frequently interacted team can create more new knowledge, if they make the team composition diverse.

關鍵字(中)

★ 認知團隊多元性調節效果
★ 知識創造
★ 關係強度
★ 過分鑲嵌

關鍵字(英)

論文目次

中文摘要…………………………………………………………………………i
英文摘要…………………………………………………………………………ii
目錄………………………………………………………………………………iii
圖目錄……………………………………………………………………………iv
一、 Introduction……………………………………………………………1
1-1 Research Motivation…………………………………………….1
1-2 Research Question…………………………………………….....2
二、 Theoretical Background& Discussion………………………………...3
2-1 Definition…………………………………………………………..3
2-1-1 Relational Dimension……………………………………….3
2-1-2Knowledge Creation………………………………………...4
2-1-3Relation& Knowledge Creation…………………………....5
2-1-4 Team Diversity………………………………………………6
2-2 Discussion………………………………………………………….6
2-2-1 Negatively moderating……………………………………...6
2-2-2 Positively moderating……………………………………….7
2-2-3 Postpone Converge Time……………………………………8
2-3 Proposition………………………………………………………....9
三、 Contribution…………………………………………………………....10
四、 Future Direction……………………………………………………… .11
Bibliographies……………………………………………………………………..12

參考文獻

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Annu. Rev. Psychol. , 58:515–41,2007

［4］ IkujiroNonaka, “A Dynamic Theory of Organizational Knowledge Creation”, Organization Science, Vol. 5, No. 1 pp. 14-37Published,Feb., 1994

［5］ James S. Coleman, “Social Capital in the Creation of Human Capital”, American Journal of Sociology, Vol. 94, pp. S95-S120, 1988

［6］ Ken G. Smith, Christopher J. Collins and Kevin D. Clark, “Existing Knowledge, Knowledge Creation Capability, and the Rate of New ProductIntroduction in High-Technology Firms”, The Academy of Management Journal, Vol. 48, No. 2, pp. 346-357 ,Apr.2005

［7］ Laurie L. Levesque, Jeanne M. Wilson and Douglas R. Wholey, “Cognitive Divergence and Shared Mental Models in Software Development Project Teams”,
Journal of Organizational Behavior, Vol. 22, No. 2, 2001

［8］ M. Ann McFadyen and Albert A. Cannella Jr.,” Social Capital and Knowledge Creation: Diminishing Returns of the Number and Strength of Exchange”, Academy of Management Journal, Vol. 47, No. 5 pp. 735-746,Oct., 2004

［9］ Mark S. Granovetter, “The Strength of Weak Ties”, American Journal of Sociology, Volume 78, Issue 6, 1360-1380., May, 1973

［10］ Matthew A. Cronin and Laurie R. Weingart, “Representational Gaps, Information Processing, and Conflict in Functionally Diverse Teams”, The Academy of Management Review, Vol. 32, No. 3, pp. 761-773, Jul., 2007

［11］ Moran P, Ghoshal S. “Markets, firms, and the process of economic development”,
Academy of Management Review 24(3): 390–412., 1999

［12］ Nahapiet, J., &Ghoshal, S. ,”Social capital, intellectual capital, and the organizational advantage”, Academy of Management Review, 23: 242-266. 1998

［13］ Peter Moran, “Structural vs. RelationalEmbededness: Social Capital And Managerial Performance”,Strategic Management Journal, 26: 1129–1151 , 2005

［14］ Shung J. Shin, Tae-Yeol Kim, Jeong-Yeon Lee&LinBian, “Cognitive Team Diversity And Individual Team Member Creativity: A Cross-Level Interaction”, Academy of Management Journal, Vol. 55, No. 1, 197–212., 2012

［15］ Susan Mohammed and Brad C. Dumville, “Team Mental Models in a Team Knowledge Framework: Expanding Theory and Measurement across Disciplinary Boundaries”, Journal of Organizational Behavior, Vol. 22, No. 2, pp. 89-106Mar., 2001

指導教授

陳炫碩

審核日期

2015-6-30

推文