工作團隊特性與團隊效能之關係：以訓練與管理者支持為干擾變項

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簡瑜君(Yu-Jun Jian) 查詢紙本館藏

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人力資源管理研究所

論文名稱

工作團隊特性與團隊效能之關係：以訓練與管理者支持為干擾變項

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摘要(中)

團隊效能已成為近幾年來學術界和實務界最熱門的話題之一，而本研究從工作團隊特性著手，探討工作團隊特性對團隊效能之影響，並加以分析公司內部環境資源的干擾效果；另外，本研究也進一步探討團隊多元化對團隊效能的影響，研究者期望能夠提供給企業一個嶄新的觀點來思考團隊效能。
本研究以高科技產業為例，探討72個工作團隊的團隊效能，而經由統計分析後發現，工作重要性對團隊效能有顯著性影響，對團隊工作的偏好對合作滿意度與團隊承諾有顯著性影響，以及彈性對合作滿意度也有顯著性影響；而在公司內部環境資源干擾效果方面，發現訓練會強化工作多樣性、對團隊工作的偏好與團隊績效間關係；管理者支持則會強化工作多樣性與團隊績效間的關係及工作重要性與團隊承諾間的關係。而在團隊多元化與團隊效能方面，僅發現年資多元化對團隊績效有顯著性影響。而針對資料分析與研究結果，本研究也提出管理實務意涵及後續研究建議。

關鍵字(中)

★ 工作團隊特性
★ 團隊效能
★ 團隊多元化
★ 訓練
★ 管理者支持

關鍵字(英)

★ workteam characteristics
★ supervisor support
★ training
★ team effectiveness
★ diversity

論文目次

目錄
第一章、緒論...................................................................1
第一節、研究動機...............................................................1
第二節、研究目的...............................................................3
第二章、文獻探討...............................................................4
第一節、工作團隊...............................................................4
第二節、團隊效能...............................................................5
第三節、工作團隊特性與團隊效能................................................10
第四節、團隊多元化與團隊效能..................................................15
第五節、公司內部環境資源......................................................17
第六節、干擾效果..............................................................21
第七節、研究架構與研究假設....................................................25
第三章、研究方法..............................................................29
第一節、變數之操作性定義......................................................29
第三節、研究工具..............................................................31
第四節、研究對象..............................................................36
第五節、資料分析方法..........................................................37
第四章、研究結果..............................................................38
第一節、團隊基本資料分析......................................................38
第二節、相關分析..............................................................41
第三節、迴歸分析..............................................................44
第五章、討論與建議............................................................57
第一節、結論..................................................................57
第二節、討論..................................................................58
第三節、管理實務意涵..........................................................61
第四節、後續研究建議..........................................................63
第五節、研究限制..............................................................64
參考文獻......................................................................65
附錄一工作團隊特性問卷......................................................72
附錄二訓練對工作多樣性與合作滿意度間之干擾效果...............................75
附錄三管理者支持對工作多樣性與合作滿意度間之干擾效果.........................76
附錄四訓練對彈性與團隊承諾間之干擾效果.......................................77
表目錄
表2-1 團隊訓練內容.……..…………………………………………………………….18
表3-2 團隊承諾因素分析矩陣……………………………………………………..……35
表4-1 研究樣本年齡分佈表……………………………………………………………..38
表4-2 研究樣本學歷分佈表……………………………………………………………..39
表4-3 研究樣本公司年資分佈表………………………………………………………..39
表4-4 研究樣本團隊年資分佈表………………………………………………………..40
表4-5 研究樣本團隊類型分佈表………………………………………………………..40
表4-6 各變項之相關分析………………………………………………………………..43
表4-7 工作團隊特性對團隊效能之迴歸分析…………………………………………..46
表4-8 團隊多元化對團隊效能之迴歸分析……………………………………………..48
表4-9公司內部環境資源對工作團隊特性與團隊績效間的干擾效果………………….50
表4-10公司內部環境資源對工作團隊特性與合作滿意度間的干擾效果…………..…53
表4-11公司內部環境資源對工作團隊特性與團隊承諾間的干擾效果……………..…55
圖目錄
圖2-1 Nieva, Fleishman & Rieck ( 1978 )的團隊效能模型 ………………………5
圖2-2 Jewell & Reitz ( 1981 )的團隊效能模型 ………………………………….6
圖2-3 Gladstein ( 1984 )之團體行為一般模型 ………………………………….7
圖2-4 Hackman ( 1983 )之團隊效果模型………………………………………………8
圖4-1 訓練在工作多樣性與團隊績效間之干擾效果…………………………………..51
圖4-2 訓練對對團隊工作的偏好與團隊績效間之干擾效果…………………………..51
圖4-3 訓練對工作多樣性與團隊績效間之干擾效果…………………………………..51
圖4-4 管理者支持對工作重要性與團隊承諾間之干擾效果…………………………..56

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指導教授

林文政(Wen-Jeng Lin)

審核日期

2002-7-2

推文