臺灣博碩士論文加值系統

科技與環境快速的變遷，以個人之力獨立運作，容易受限於知識與資訊的不足，因此，「團隊」運作逐漸受到業界的重視，本研究便企圖從團隊議題著手，以團隊心智模型瞭解團隊資訊流通與團隊績效之關聯性。而協調也與團隊間的資訊流通息息相關，本研究便將協調納入為中介變項，其中協調又包含外顯協調與內隱協調。此外，成員是否願意接受挑戰也與團隊績效有所關連，因此以團隊成員認知需求為干擾變項，探討是否會影響協調過程與團隊績效之關係。
本研究採問卷調查法，針對研發團隊進行隨機抽樣，一共回收98組有效配對樣本，利用階層迴歸分析進行假設驗證，研究發現：團隊心智模型確實會透過內隱協調進而影響團隊績效；相反地，團隊心智模型卻不會透過外顯協調過程影響團隊績效。此外，本研究也發現團隊成員認知需求與團隊績效息息相關。本研究則針對研究結果提出團隊運作可藉由資料庫的建立與知識分享行為，讓成員們能清楚瞭解團隊運作方向，也讓成員們對於任務相關知識、技能更容易上手，以提升團隊整體績效。最後，本研究也提出未來研究建議與研究限制供後續讀者參考。

Technology and environment changed quickly, to complete the task by one person is easy to restrict to the short of knowledge and information, so “team” is more and more important. This study try to research from the team issue, to understand the relationship of team mental models and team performance. And the coordination also have relationship with team information, this research let the coordination to be the mediator, and the coordination included the explicit coordination and implicit coordination. Besides, do the team member want to receive the challenge is also related to team performance, so this study let team members’ need for cognition to be the moderator, to understand this variable would connect with the relationship of coordination process and team performance.
Questionnaire survey was used in the study. The 98 team samples were collected from R&D teams of Taiwan’s company. The research conduct the multi-regression to test the hypotheses. There are some findings：Team mental model is definitely through the implicit coordination to effect the team performance; inversely, team mental model is not through the explicit coordination to effect the team performance. Besides, this study also found team members’need for cognition have relationship to team performance. This research according the findings to bring up some ideas. Teams can establish databank to shared knowledge, it let team members understand team’s goal easily, it also let team members make use of some skill on task easily, these actions can make team performance better. Finally, the limitations and future research suggestion will be discussed.

中文摘要...................................................I
Abstract..................................................Ⅱ
目錄......................................................Ⅲ
表目次....................................................VI
圖目次..................................................VIII
第一章 緒論...............................................1
第一節 研究背景與動機......................................1
第二節 研究目的...........................................5
第三節 研究流程...........................................6
第四節 名詞釋義...........................................7
第二章 文獻探討............................................9
第一節 團隊心智模型.........................................9
第二節 團隊協調過程.........................................11
第三節 團隊成員認知需求.....................................14
第四節 團隊外顯協調過程的中介效果.............................16
第五節 團隊內隱協調過程的中介效果.............................21
第六節 團隊成員認知需求干擾團隊外顯協調過程與團隊績效...........24
第七節 團隊成員認知需求干擾團隊內隱協調過程與團隊績效關係........29
第三章 研究方法............................................32
第一節 研究架構與假設.......................................32
第二節 研究對象............................................33
第三節 研究工具............................................34
第四節 調查實施............................................37
第五節 資料分析............................................39
第四章 研究結果與討論......................................41
第一節 樣本描述............................................41
第二節 問卷之信度與效度.....................................48
第三節 研究變項之皮爾森積差相關分析...........................56
第四節 外顯協調過程中介團隊心智模型與團隊績效之關係.............59
第五節 內隱協調過程中介團隊心智模型與團隊績效之關係.............61
第六節 團隊成員認知需求之干擾效果............................63
第七節 從團隊心智模型到團隊績效的結構方程模型分析..............66
第五章 結論與建議..........................................68
第一節 研究主要發現.........................................68
第二節 研究結論............................................70
第三節 研究建議............................................75
第四節 研究限制............................................77
參考文獻..................................................78
附錄A 員工問卷............................................94
附錄B 主管問卷............................................98
表目次
表 3-1：團隊層次研究變項填答一致性之檢驗結果 ...37
表 3-2：問卷發放與有效回收統計 ...........................38
表 4-1：團隊樣本特性統計 ..............................42
表 4-2：受測者之團隊成員樣本基本背景資料 .........44
表 4-3：團隊主管樣本基本背景資料 ......................46
表 4-4：團隊心智模型量表之因素分析 ..................50
表 4-5：協調過程量表之因素分析 .......................51
表 4-6：團隊成員認知需求量表之因素分析 .............52
表 4-7：任務相依程度量表之因素分析 ...................53
表 4-8：團隊績效量表之因素分析 .........................54
表 4-9：驗證性因素分析結果 .............................54
表 4-10：樣本之各量表信度分析結果 ....................55
表 4-11：研究變項之平均數、標準差及變項間之相 關係數 .........58
表 4-12：外顯協調過程對團隊心智模型與團隊績效 之中介效果 .......59
表 4-13：內隱協調過程對團隊心智模型與團隊績效 之中介效果 ......61
表 4-14：團隊成員認知需求對外顯協調與團隊績效 關係之干擾效果 ...64
表 4-15：團隊成員認知需求對內隱協調與團隊績效 關係之干擾效果 ...65
表 4-16：結構方程式模型指標 ..........67

圖目次
圖3-1：研究架構 .............................32
圖4-1：本研究架構之結構方程模型分析 ...........67

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