團隊多元性對學習型組織之影響

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：56

、訪客IP：18.227.21.21

姓名

李宛宜(Wan-I Lee) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

團隊多元性對學習型組織之影響
(THE EFFECTS OF TEAM DIVERSITY ON THE LEARNING ORGANIZATION)

相關論文

★ 空服員之工作特性、工作壓力源與個人壓力反應	★ 人力資源管理活動對員工離職意願之影響- 以工作滿意度為中介變項
★ 直線主管之管理訓練與其參與人力資源管理活動之關聯	★ 直線經理參與人力資源管理活動之影響因素探討
★ 員工風險承擔對個人持股意願之影響	★ 人力資本投資、知識分享與組織績效之關聯
★ 人力資源部門跨界活動對企業採行高績效人力資源管理實務之影響	★ 賦權感知、工作滿意、組織承諾與服務行為之相關性研究―以某連鎖便利商店為例
★ 業務代表人格特質與核心職能對績效影響的探討 —以某藥廠為例	★ 實施利益分享制度對心理賦權感及工作滿意之影響
★ 員工股票獎酬對員工心理所有權之影響---以內外控人格特質為干擾變項	★ 組織氣候感知、組織承諾與組織公民行為之關聯
★ 人力資源高績效工作實務、創新氣候與組織績效之關聯－以IC設計產業為例	★ 高績效工作實務對員工知識分享行為之影響 -
★ 人格特質與工作績效之關係研究─以航空服務業空服人員為例	★ 員工對功能彈性氣候的感知對工作滿意度的影響以工作自主與工作要求為中介變項

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)

未來成功的企業必須能針對環境的變化、快速調整企業策略與組織架構、甚至主動創造有利環境，Senge在1990年時提出「學習型組織」即是順應此種趨勢。值得注意的是，處在學習型組織當中的成員，不再是過去一般傳統型的員工，而是能夠不斷學習、不斷追求超越自我、以及與他人互動合作的員工。這形成了管理上的一個新議題：勞動力多元化管理，其可以帶來許多優點，如組織彈性增加，但相對地，也增加了管理者領導團隊的難度。
本篇研究即是基於勞動力日漸多元化的背景下，從團隊學習的角度出發，首先對於何為組織學習與學習型組織進行探討，接下來對於團隊多元性之內涵做一定義，將團隊多元性區分為團隊資訊多元性、團隊社會屬性多元性、以及團隊價值觀多元性三大構面，最後就三種不同的團隊多元性對於學習型組織的各層面的影響分別去探討。問卷調查共針對五家公司，發出760份問卷，回收填達的問卷共有462份、分屬於102個團隊。經過計算，最後有效問卷共有427份、分屬於79個團隊。
此次研究分析得到以下支持假設的結果：發現在年資背景（公司年資多元、團隊年資多元、位階多元）之團隊資訊多元性中，公司年資多元對於個人、組織與組織整體有顯著的正向影響。另外，年齡之團隊社會屬性多元性對於團隊、組織與組織整體亦產生正向影響。而創新與風險承擔之團隊價值觀多元化對於三學習構面及整體組織學習皆有顯著負面影響，顯示出團隊中的個別成員所持之此價值觀越一致地趨向創新與承擔風險時，所有學習層次的學習效果越佳。從這些實證結果可以發現到，團隊多元性對於企業實施學習型組織時並不全然是促進的因子。

摘要(英)

Researchers have indicated that corporations, which can adjust their strategies for the turbulent environment, should be the most successful firms in the future. When firms are seeking for the adjustable capability, they may look for the concept – a learning organization, which is brought by Peter Senge(1990). In a learning organization, workers are not the traditional employees anymore. They can learn things continuously, seek to get beyond themselves, and cooperate with others to create organizational effectiveness.
In a learning organization, workers should work with others tightly and they will learn from each other. Thus, the diversity workforce may become one of the sources, which may promote a learning organization. On the other hand, teams are regarded as the basis of a learning organization. However, team diversity may not always enhance team performance as previous research suggested. Thus, it is interesting to investigate to what extent team diversity may influence a firm to become a learning organization.
A mail survey is conducted to explore the mentioned research question. Seven hundred sixty questionnaires are sent out to five companies across three different industries. Four hundred and sixty two individual questionnaires are returned, and those come up with total one hundred and two teams. At last, due to some missing data, there are seventy and nine teams from four hundred and twenty seven valid individual responses.
The findings of this study show that the diversity of team members’ tenure background and age diversity have significantly positive effect on various dimensions of learning organization. These two findings are opposite to our previous prediction. However, as theory predicted, the diversity of team members’ work value on innovation and risk bearing has negative effect on the dependent variables. Thus, these findings may provide some empirical evidences that team diversity may not always contribute to the formation of a learning organization.

關鍵字(中)

★ 團隊多元性
★ 組織學習
★ 學習型組織

關鍵字(英)

★ Learning Organization
★ Organization Learning
★ Team Diversity

論文目次

目錄 I
表目錄 III
圖目錄 IV
第一章、緒論 1
第一節、研究背景與動機 1
第二節、研究目的 2
第二章、文獻探討 3
第一節、組織學習與學習型組織 3
第二節、學習型組織 4
第三節、學習型組織之學習層次 9
第四節、團隊 11
第五節、團隊多元性 14
第六節、團隊多元性對學習型組織之影響 17
第三章、研究方法 29
第一節、研究架構 29
第二節、問卷設計與變數衡量 31
第三節、資料分析方法 37
第四章、研究結果 38
第一節、團隊之描述性統計及相關分析 38
第二節、團隊多元性主構面在不同公司別上對於學習型組織的影響 46
第三節、團隊資訊多元性各次構面對於學習型組織的影響 53
第四節、團隊社會屬性多元性各次構面對於學習型組織的影響 58
第五節、團隊價值觀多元性各次構面對於學習型組織的影響 62
第六節、綜合討論 66
第五章、結論與建議 70
第一節、研究結論 70
第二節、管理實務意涵 76
第三節、後續研究建議 77
第四節、研究限制 78
參考書目 79
附錄學習型組織問卷調查表 85

參考文獻

中文部分
林鈺欽，1997，個人創越、組織氛圍與學習型組織關係之研究，國立中央大學人力資源管理研究所碩士論文。
莊鴻德，2000，「學習型組織重要特質之探討：以台灣一科技產業為例」，國立中正大學企業管理研究所。
郭建志，1992，組織價值觀與個人效能：符合度研究途徑，國立台灣大學心理研究所碩士論文。
郭進隆譯，1994，Peter, M. Senge 著，「第五項修練—學習型組織的藝術與實務」，台北：天下文化。
連雅慧，2000，「組織學習與績效─以台灣一科技公司為例」，國立中正大學企業管理研究所。
蔡達人，2000，團隊多元性對知識分享、創造、創新績效之影響—以衝突為中介變項，東吳大學企業管理研究所碩士論文。
鍾漢清譯，1997，「加速度組織」，台北：麥格羅希爾。
管康彥，1998，「學習型組織的再認識」，能力雜誌，vol.3，pp.86-89。
鄭伯壎、黃國隆、郭建志主編，1998，「海峽兩岸之企業文化」，台北：遠流。
英文部分
Alagna, S. , & Reddy, D. , & Collins, D. 1982. Perceptions of functioning in mixed-sex and male medical training groups. Journal of Medical Education, 57：801-803.
Ancona, D. , & Caldwell, D. 1992. Demography and Design：Predictors of new product team performance. Organization Science, 3：321-341.
Baiyin, Y. , & Karen, E. W. , & Victoria, J. M. 2000. The construct of learning organization ： Dimensions, Measurement, and Vailidation.
Bennett, J. K. , & O’Brine, M. J. 1994. The Building Blocks of The Learning Organization. Training, 31（6）：41-49.
Calvert, G. , & Mobley, S. , & Marshall, L. 1994. Grasping the learning organization. Training and Development, 48（6）：38-44.
Cox, T. L. , & McLeod, P. 1991. Effects of ethnic group culture differences on cooperative and competitive behavior on a group task. Academy of Management Journal, 34：827-847.
Crossan, M. M. , & Lane, H. W., & White, R.E. 1999. An organizational learning framework : From intuition to institution. Academy of Management Revie, 24（3）：522-537.
Daft, R.L. 1997. Organization theory & design. N.Y.：West.
Daft, R.L. 2001. Organization Theory & Design. South-Western College Publishing.
Detert, J.R. , & Schroeder, R.G. , & Mauriel, J.J. 2000. A framework for linking culture and improvement initiatives in organizations,. Academy of Management Review, 25（4）：850-863.
Galer, G.. , & Kees, H. 1992. The Learning Organization：How Planners Create Organization Learning. Marketing Intelligence and Planning, 10（6）：5-12.
Garratt, B. 1995. An Old Idea That Has Come of Age, People Management, 1（19）：25-28.
Gilly, S. 2000. Computer Mediated Conferencing for Management Learning at The Open University. Management Learning, 31（4）：491-503.
Glick, W. , & Miller, C. , & Huber, W. 1993. The impact of upper echelon diversity on organizational performance, In Huber, G., & Glick, W.（Eds.）. Organizational Change and Redesign, 176-224. New York：Oxford University Press.
Goh, S. C. 1998. Toward A Learning Organization：The Strategic Building Blocks. S.A.M. Advanced Management Journal, 63（2）：15-22.
Gross, S. E. 1995. Compensation for teams : how to design and implement team-based reward programs. New York : AMACOM.
Guns, B. 1996. The Faster Learning Organization：Gain And Sustain The Competitive Edge. San Francisco：Jossey Bass.
Hofstede, G. , & Neuijen, B. , & Ohayv, D. D. & Sanders, G. 1990. Measuring Organizational Cultures: A Qualitative and Quantitative Study Across Twenty Cases. Administrative Science Quarterly, 35（2）：286-317.
Hollingshead, A. 1996. Information Suppression and Status Presistence in Group Decision Making：The Effects of Communication Media. Human Communication Research, 23（2）：193-219.
Inkpen, A. C. , & Crossan, M. M. 1997. Believing is seeing：Joint ventures nd organization learning, In D. Russ-eft, H. Preskill, & Sleezer（Eds.）Human resource development review：Research and implications, 299-329.
Jackson, S. 1992. Team composition in organization, In S. Worcjel, & W. Wood, & J. Simpson （Eds.）. Group Pross and Productivity, 1-12. London：Saga.
Jackson, S., & Stone, V., & Alvarez, E. 1993. Socialization amidst diversity：Impact of demographics on work team oldtimers and newcomers. Research in Organizational behavior, 15.
Jashapara, A. 1993. The Competitive Learning Organization：A Quest for Holy Grail. Management Decision, 31（8）：5-15.
Jehn, K. A., & Northcraft, G. B. & Neal , M.A. 1999. Why difference make a difference：A field study of diversity, conflict, and performance in workgroup. Administrative Science Quarterly, 44：741-763.
Jessup, H. R. 1992. New Roles in Team Leadership. Training & Development Journal, 44（11）：79-83.
John, S. 1995. Weighing up the evidence on managing diversity. People management, June：61.
Kramer, R. 1991. Intergroup relations and organizational dilemmas：The role of categorization processes, In Staw, B. , & Cummings, L.（Eds.） Research in Organizational Behavior, 13：191-228.
Katznbach, J. R. , & Smith, D. K. 1993. The Wisdom of Teams：Creating the High-Performance Oragnization. New York：Harper Collins.
Langan, J. , & Pellegrino, E. D. , & Veatch, R. M . 1991. Ethics, trust, and the professions : philosophical and cultural aspects. Washington, D.C. : Georgetown University Press.
Makower, J. 1995. Managing Diversity in the Workplace. Business & Society Review, winter：48-54.
Marquardt, M. J. 1996. Building the learning organization ：a systems approach to quantum improvement and global success. N.Y.：McGraw-Hill.
Mcenrue, M. P. 1993. Managing Diversity ：Los Angeles before and after the riots. Organizational Dynamics, winter：18-29.
McLeod, P. L., & Lobel, S. A. 1992. The effects of ethnic diversity in idea generation in small group. Academy of Management Best Paper Proceedings, 227-231.
Messick, D., & Massie, D. 1989. Intergroup relations. Annual Review of Psychology, 40：45-81.
Miller, E. K. 1994. Diversity and its management：Training managers for cultural competence with the organization. Management Quarterly, 36：17-23.
Nonaka, I. , & Takeuchi, H. 1995. The knowledge-creating company. New York：Holt, Rinehart, and Winston.
O’Reilly, C. A. Ⅲ, & Flatt, S. 1989, Executive team demography：Organizational innovation and firm performance. Working papers, School of Business, University of California at Berkeley.
Peffer, J. 1983. Organizational demography, In Staw, B. , & Cummings, L.（Eds）Research in Organizational Behavior, 5：299-357.
Pelled, L. H. 1993. Team diversity and conflinct：A multivariate analysis. Working Paper, School of Business Administration, University of Southern California.
Pelled, L. H., & Eisenhard, K. M. , & Xin, K. R. 1999. Exploring the black box：An analysis of work group diversity, conflict, and performance. Administrative Science Quarterly, 44：1-28.
Rokeach, M. 1973. The nature of human values. New York : Free Press.
Schein, E. 1992. Organizational Culture and Leadership（2th ed.）, Jossey-Bass Inc.
Senge, P. M. 1990. The Fifth Discipline：The Art and Practice of the Learning Organization. N. Y.：Doubleday.
Stasser, G. , & Titus, W. 1987. Effects of Information Load and Percentage of Shard Information on The Dissemination of Unshared Information During Group Discussion. Journal of Personality and Social Psychology, 53：81-93.
Swieringa, J. , & Wierdsma, A. 1992. Becoming A Learning Organization：Beyond The Learning Curve. M.A.：Addison-Wesley.
Teachman, J. D. 1980. Analysis of population diversity. Sociological Methods and Research, 8：341-362.
Thomas, J. B., & Kenneth, P. M. 1996. Diagnosing Whether an Organization is Truly Ready to Empower Work. Human Resource Planning, 19(l).
Tobin, D. R. 1993. Re-educating the Corporation: Foundations for the Learning Organization. V.T. :Oliver Wight.
Triandis, H. , & Kurowski, L. , & Gelfanc, M. 1994, Workplace diversity, In H. Triandis, & M. Dunnette , & L. Hough（Eds.） Handbook of Industrial and Organizational Psychology, 4：769-827. CA: Consulting Psy chologist Press.
Virany, B., & Tushman, M., & Romanelli, E. 1992. Executive Succession and organization Outcomes in Turbulent Environments：An Organization learning Approach. Organization Science. 3：72-91.
Watkins, K. E. , & Marsick, V. J. 1993. Sculpting The Learning Organization. San Francisco：Jossey Bass.
Wick, C. W. , & Leon, L.S. 1995. From Ideas to Action：Creating a learning organization. Human Resources Management, 34（2）：299-311.
William, K. Y. , & O’Reilly, C. A. 1998. Demography and diversity in organizations：A review of 40 years of research, In B. M. Staw , & R. M. Sutton（Eds.） Research in Organization Behavior, 20：77-140, Stanford,CT：JAI Press.
Wishart, N. A., & Elam, J. J., & Robey, D. 1996. Redrawing the portrait of a learning organization: Inside Knight-Ridder, Inc.. The Academy of Management Executive, 10：7-20.
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

劉念琪(Nien-Chi Liu)

審核日期

2002-7-3

推文