臺灣博碩士論文加值系統

隨全球化導致競爭提升使得企業面臨越來越多的挑戰，企業為適應日趨複雜動態的環境，團隊逐漸成為組織設計的主流，並且企業必須持續創新，以在快速變遷的環境中生存。然而，創新需以「知識」為基礎，並透過知識分享創造出新的價值。但對於知識有高度需求且需具備專業知識的研發人員而言，知識即為其本身的競爭優勢，其未必會分享自我知識，因此企業如何引導成員知識分享已成為現今知識管理的重要議題。隨著團隊的興起，亦即代表個人與其團隊直屬主管及團隊同事間的互動更為頻繁，人際間的互動關係越益重要，因此本研究採團隊層次為分析單位，以社會交換理論為基礎，探討團隊關係品質、成員知識分享行為與研發團隊創新績效間的關係，並為求團隊內互動關係的完整，納入直屬主管與同事對個人的影響，進一步探討主管對待部屬不一致的行為是否會影響團隊成員間的關係品質。
本研究以推動企業創新發展與對知識具有高度需求的研發團隊為研究對象，採便利抽樣法的問卷發放方式蒐集資料，針對82家企業，共發出¬¬127個研發團隊問卷進行調查，回收104個團隊資料經篩選後，共計獲得有效團隊資料86組。接著再以SPSS12.0與Visual PLS 1.04b1統計分析軟體針對搜集的資料進行結構方程模式分析。實證研究結果發現：(1)主管與部屬間關係差異對團隊成員間關係品質無負向顯著影響(2)團隊成員間關係品質對團隊創新績效有正向影響(3)團隊成員間關係品質對知識分享行為有正向影響(4)知識分享行為對團隊創新績效有正向影響(5)知識分享行為對團隊成員間關係品質與團隊創新績效間關係具有部分中介效果。最後，本研究根據實證分析結果提出理論與實務意涵、研究限制及未來研究方向，並針對促進研發團隊的人際互動關係與知識分享提出實務上可行的建議，期能提昇研發團隊的創新績效，進而為企業帶來競爭優勢以適應變動快速的環境。

With the rapid increasing competition in the global setting, enterprises face more and more challenges. In order to adapt to the complex and dynamics environment, team-based design has become the main organizational structure design for continuous innovations. However, innovations are based on knowledge management, such as knowledge sharing and integration. As knowledge is the competitive advantage for R&D teams, it is important to facilitate knowledge sharing within a team. How to guide team-members to share knowledge is one of the important issues in the field of knowledge management. The rise of the use of team in organizations means that the interaction between team members and their direct supervisor become more frequent. In addition, interpersonal relationships within a team are more important. Based on the social exchange theory, this study examines the relationship among quality of interpersonal relationships, knowledge-sharing behavior within teams and team innovation performance at team level. This research explores interactive relationship comprised of members and direct supervisor for the sake of the integrity of relationship within the team, and further examines whether team leader’s inconsistent treatment to team members will affect team-member exchange quality.
Convenience sampling method was used to collect data. Questionnaires were developed to collect date from a sample of R&D teams. Besides the invalid or incomplete questionnaires, there were 86 valid R&D team questionnaires. This research adopted structural equation modeling (SEM) to analysis the collected data. SPSS 12.0 and Visual PLS 1.04b1 were used for statistical analysis. The results of this research are as follows: (1) Leader-member exchange differentiation doesn’t significantly impact team-member exchange quality. (2) Team-member exchange quality positively influences team innovation performance. (3) Team-member exchange quality positively influences knowledge-sharing behavior. (4) Knowledge-sharing behavior positively influences team innovation performance. (5) Knowledge-sharing behavior partially mediates the relationship between team-member exchange quality and team innovation performance.

目錄
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻探討與假設推導 5
第一節 LMX 差異與TMX 5
第二節 團隊創新績效與TMX 11
第三節 知識分享行為、TMX與團隊創新績效 15
第四節 知識分享行為的中介角色 25
第三章 研究方法 26
第一節 研究架構 26
第二節 研究假設 27
第三節 研究設計 27
第四節 研究變項定義與衡量 29
第五節 研究分析 31
第四章 分析結果 37
第一節 無反應偏差檢定 37
第二節 敘述性統計分析 38
第三節 信度與效度分析 41
第四節 各團隊的填答者信度分析 46
第五節 相關分析 48
第六節 研究假設檢定 49
第五章 結論與建議 53
第一節 研究結果與討論 53
第二節 研究意涵與貢獻 55
第三節 研究限制與建議 57
參考文獻 62
附錄一 測量模型估計結果 73
附錄二 測量指標的平均數、標準差、負荷量與殘差 74
附錄三 RD團隊成員問卷 75
附錄四 RD團隊主管問卷 78


表目錄
表3-5-1 PLS與LISREL比較 34
表3-5-2 符號解說表 35
表4-1-1 無反應偏差之T檢定值 37
表4-2-1 團隊成員與主管個人特性分佈情形 39
表4-3-1 各研究變項的Cronbach’s α值 41
表4-3-2 衡量信度與收斂效度的指標 43
表4-3-3 各變項之Pearson相關係數及AVE開根號 (N=86) 44
表4-3-4 負荷量交叉矩陣 45
表4-4-1 各變項之Rwg、ICC(1)與ICC(2) 47
表4-5-1 各變項之敘述統計、Pearson相關係數(N=86) 48
表4-6-1 控制變項與整體模型路徑分析 50
表4-6-2 假設檢定與解釋力 51
表4-6-3 中介變項檢定 52
表4-6-4 假設檢定結果表 52

圖目錄
圖2-1-1 WSEN架構 8
圖2-3-1 知識管理架構 15
圖2-3-2 知識分享模型 16
圖2-3-3 知識螺旋四種模式 18
圖2-3-4 組織知識螺 19
圖2-3-5 知識分享模型 20
圖3-1-1 研究架構 26
圖3-5-1 PLS模型 36
圖4-6-1 研究架構之路徑分析(納入控制變項) 49

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