在面臨競爭日趨劇烈的環境中，企業為快速的調整企業略與組織架構、因應環境變動的能力，紛紛採用團隊的方式運作。而全球化企業的浪潮仍在持續，團隊成員的人口背景多元性的趨勢使得團隊運作中的團隊多元性議題廣受注意，但團隊多元性對於團隊績效的影響一直有正反兩面的看法，其增加團隊創造力、促進更多意見的交流，但也可能促使了團隊內的衝突增加，使績效降低，增加了管理者領導團隊的難度。因此，本研究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，從團隊績效的角度出發，將團隊多元性依工作相關程度區分，探討團隊多元性對於任務衝突、關係衝突以及團隊績效的影響。並研究團隊運作時間對團隊多元性與衝突間的調節效果，及團隊信任對團隊衝突與團隊績效間的調節效果，以期更深入了解團隊的運作。 本研究使用問卷調查法，經採60個團隊的有效問卷為樣本，並以迴歸分析統計技術以進行資料分析，結果顯示：(1)團隊多元性對任務衝突與關係衝突皆有正向顯著的關係，其中又以高工作相關的團隊多元性對衝突的影響最烈，例如職位/職等多元性對任務衝突的影響及教育背景多元性對關係衝突的影響。(2)團隊衝突中介了團隊多元性與團隊績效間的關係，且任務衝突及關係衝突皆會降低團隊績效。(3)團隊信任調節關係衝突與團隊績效之間的關係，顯示團隊成員間的信任程度越高，越能降低人際關係上的不和及負面情緒等關係衝突對績效的負面影響。本研究亦討論研究結果在管理上的意涵，同時提供未來研究方向。 In the past decade, team diversity has become one of the foremost topics of interest to managers and management scholars, and some studies have linked diversity to favorable performance and some shown that team diversity diminishes team performance. In order to fully capture the complex relationship between team diversity and performance, we separate team diversity into two parts－job related and non-job related, and examine the intervening role of conflict between team diversity and performance. Besides, we also examined if group longevity and trust moderate these diversity-conflict-performance relationships. The model was tested with a sample of 60 teams. Results include: (1) team diversity has a significant positive associations with task conflict and relationship conflict. At the same time, the job-relatedness of team diversity within a group increases, task conflict and relationship conflict within the group increases. (2) team conflict is a mediating factor between team diversity and team performance. Task conflict and relationship conflict are both detrimental to team performance. (3) trust is a moderating factor between relationship conflict and team performance. It means the positive associations between relationship conflict and team performance becomes weaker in groups with highly trust. Implications on future study are discussed.
