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

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林健民(Chien-Min Lin) 查詢紙本館藏

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論文名稱

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
(The influence of team diversity on team performance – to inspect the effect of Mediator and Moderator)

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摘要(中)

組織運用跨功能團隊來達成較複雜的任務及目標，已日漸普遍，但跨功能團隊因具有成員多元化的特質，也會為團隊運作帶來不同的影響，其中最值得觀察的是因團隊多元化所引發的團隊衝突及團隊績效，因此本文以跨功能團隊中的部門多元化及職位多元化為主要研究對象，探討它們對團隊中任務衝突、程序衝突及關係衝突的影響，並試圖瞭解各團隊多元化構面如何透過團隊衝突而影響團隊績效；此外，以權力距離做為職位多元化與團隊衝突的調節變數。
本研究採問卷調查方式蒐集樣本資料，共發放250份問卷，回收166份問卷，問卷回收並編碼後使用敘述性統計分析、信度分析、相關分析以及階層迴歸模式等方法深入探討各項變數之間彼此相互的影響。
研究結果顯示，部門多元化會增加程序衝突，職位多元化可以促進團隊學習，當團隊衝突越高時，團隊績效、團隊學習及專案滿意度也會越差；另外，若團隊成員對權力距離的分數越高時，彼此對如何執行工作或如何分配資源的程序衝突也會越大，亦即權力距離對職位多元化與程序衝突之間具有調節效果。

摘要(英)

Utilizing cross-functional team to achieve more sophisticated missions and goals, by an organization, is getting popular. But due to the multi-dimensional characteristics, of a cross-functional team, which will come out different result of teamwork operation. Especially the teamwork conflict and teamwork performance are the most worthy things to be observed due to multi-dimensional teamwork. The major research targets of this article mainly focus on the multi-functional departments and multi-functional position of a cross-functional team, to investigate the influence on task conflict, process conflict and relationship conflict. And to understand how the effect or influence onto teamwork performance via teamwork conflict within a multi-dimensional structure organization; in addition, by taking the acceptable level of power accessing range as the moderator in-between positional diversity and teamwork conflict.
The investigating information of this research was collected by questionnaire survey method. 166 feedback out of 250 distribution with coding by sequence to do the descriptive statistical analysis, reliability analysis, correlation analysis and hierarchical regression analysis for further investigation of mutual influence within variables.
The results show that functional diversity will increase process conflict, and positional diversity will enhance team learning. The higher of the team conflict, the worse of the team performance, team learning and project satisifaction. Another result suggests that power distance can moderate the positional diversity and process conflict.

關鍵字(中)

★ 團隊績效
★ 團隊衝突
★ 團隊多元化
★ 權力距離

關鍵字(英)

★ team performance
★ power distance
★ team diversity
★ team conflict

論文目次

第壹章緒論...........................................................1
1-1 研究動機.........................................................1
1-2 研究目的.........................................................3
1-3 研究流程.........................................................4
第貳章文獻探討與假設.................................................5
2-1 團隊.............................................................5
2-1-1 團隊的定義與構成要素............................................5
2-1-2 團隊的建立......................................................5
2-2 團隊多元化及其影響...............................................6
2-2-1 部門多元化......................................................8
2-2-2 職位多元化......................................................9
2-3 團隊多元化與團隊績效.............................................9
2-3-1 團隊績效的衡量..................................................9
2-3-2 團隊多元化與團隊績效的關係......................................12
2-4 團隊多元化與團隊衝突.............................................14
2-4-1 衝突與衝突管理..................................................14
2-4-2 團隊多元化與團隊衝突的關係......................................16
2-5 團隊衝突與團隊績效...............................................18
2-6 權力距離.........................................................21
第參章研究方法.......................................................24
3-1 研究架構.........................................................24
3-2 問卷設計與變項衡量...............................................25
3-2-1 基本資料........................................................25
3-2-2 權力距離與團隊學習..............................................26
3-2-3 團隊衝突........................................................26
3-2-4 團隊績效........................................................27
3-2-5 專案的滿意度....................................................27
3-3 資料分析方法.....................................................28
3-3-1 敘述性統計分析..................................................28
3-3-2 信度分析(Reliability Analysis)..................................29
3-3-3 相關分析(Correlation Analysis)..................................29
3-3-4 階層迴歸模式(Hierarchical Regression Analysis)..................29
第肆章研究結果.......................................................30
4-1 研究構面的敘述統計分析...........................................30
4-1-1 團隊類型........................................................30
4-1-2 團隊性質........................................................30
4-1-3 開會頻率........................................................31
4-1-4 團隊成員流動程度................................................31
4-1-5 團隊發展階段....................................................32
4-1-6 團隊平均人數及團隊平均運作時間..................................32
4-2 研究構面的效度與信度分析.........................................32
4-2-1 效度分析........................................................32
4-2-2 信度分析........................................................33
4-3 各變項之相關分析.................................................34
4-4 階層迴歸分析.....................................................36
4-4-1 部門多元化、職位多元化與各種團隊衝突的關係......................36
4-4-2 團隊衝突與團隊績效的關係........................................37
4-4-3 團隊衝突對團隊多元化與團隊績效的中介效果........................39
4-4-4 權力距離對職位多元化與團隊衝突的調節效果........................44
第五章研究討論.......................................................45
5-1 團隊多元化對團隊績效.............................................45
5-2 團隊多元化對團隊衝突.............................................45
5-3 團隊衝突對團隊多元化及團隊績效的中介效果.........................46
5-4 權力距離對職位多元化與團隊衝突的調節效果.........................47
第陸章結論與建議.....................................................48
6-1 管理意涵.........................................................48
6-2 研究限制與未來研究建議...........................................49
參考文獻..............................................................50
圖目錄
圖1-1 研究流程圖......................................................4
圖3-1 本研究架構......................................................24
圖4-1 X變數透過路徑c影響Y變數.........................................40
圖4-2 中介變數模式圖..................................................40
表目錄
表4-1團隊類型分佈表...................................................30
表4-2團隊性質分佈表...................................................31
表4-3團隊頻率分佈表...................................................31
表4-4團隊成員流動程度分佈表...........................................31
表4-5團隊發展階段分佈表...............................................32
表4-6各主要衡量變項之信度分析結果.....................................33
表4-7各變項之Pearson相關分析..........................................35
表4-8「團隊多元化」對「團隊衝突」的階層迴歸分析.......................36
表4-9「團隊衝突」對「團隊績效」的階層迴歸分析.........................37
表4-10「團隊衝突」對「團隊學習」的階層迴歸分析........................38
表4-11「團隊衝突」對「專案滿意度」的階層迴歸分析......................38
表4-12「團隊多元化」及「團隊衝突」對「團隊績效」的階層迴歸分析........41
表4-13「團隊多元化」及「團隊衝突」對「團隊學習」的階層迴歸分析........41
表4-14「團隊多元化」及「團隊衝突」對「專案滿意度」的階層迴歸分析......42
表4-15「職位多元化與權力距離交互作用對團隊衝突」之階層迴歸分析........44

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指導教授

葉穎蓉(Ying-Jung Yeh)

審核日期

2004-12-8

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