臺灣博碩士論文加值系統

企業要不斷創新求得生存，以因應快速變遷的經營環境。因此，企業需透過要與其他人進行內外的合作，讓企業擁有更多社會資本，並藉由多元的社會資本進行創新。而企業是否能透過群體建立起社會資本，本研究擬以群體是否具備情緒智能與社會智能，為企業提升社會資本並運用於創新。然而，現今多數企業皆以團隊方式進行創新，本研究亦以團隊角度，去探討團隊成員之情緒和社會智能是否對社會資本產生影響，並進行其對團隊創新績效之實證研究。

在實證研究方面，本研究以問巻調查方式，並選擇一家以團隊創新為主的公司，蒐集72個創新團隊之有效樣本，以迴歸方式進行驗證本研究假說。研究結果顯示：(1)團隊成員的情緒運用有助於提升其團隊的社會資本。(2)團隊成員的社交能力有助於提升其團隊的社會資本。(3)團隊中的社會資本有助於提升團隊創新績效中的專案完成時間、新產品和服務的創新及問題解決能力。(4)團隊中的社會資本對於團隊問題解決速度則未顯著。其未達顯著的原因，本研究判斷其可能受到社會資本根植性的特性影響，導致專案成員無法及時解決問題。

Corporation has to keep innovating continuously due to facing changeable environment. Therefore, in order to survive in unpredictable business conditions, corporation needs a great diversity of resources to sustain its competitive advantages. In other words, members in corporation have to coordinate with others to gather resources for innovation.
Corporation has to notice the changes in business environment, and finds its own social capital in order to innovating. It might depend on members in corporation who can sense social information and socialize with others or manage and utilize one’s emotion. This ability is so-called the emotional and social intelligence. Meanwhile, most corporation innovates through team work, therefore, the study would base on team innovation.
After collecting and analyzing 72 teams’ valid questionnaires based on one innovative corporation through regression analyses, the study showed that: (1) There is significant effect between team member’s emotional utilization and social capital. (2) There is significant effect between team member’s social skill and social capital. (3) Social capital contributes to team development speed, product and service performance, and problem-solving quality. (4) There is no significant effect on team-solving-problem speed. According to the feature of social capital, located feature, it may cause team members not solve problem immediately.

目錄 VI
表目錄 VII
圖目錄 VIII
第一章緒論 1
第一節研究背景與動機 1
第二節研究問題與目的 3
第三節論文結構與研究流程 5
第二章文獻探討與假設推導 7
第一節創新 7
第二節社會資本 13
第三節情緒智能與社會智能 22
第四節本研究之假設推導 35
第三章研究方法 39
第一節本研究之觀念性架構 39
第二節變數操作性定義與衡量 40
第三節研究對象與研究設計 47
第五節資料分析方法 49
第四章實證分析結果與討論 51
第一節回收樣本描述 51
第二節研究變項之敘述性統計與相關分析 61
第三節研究變數之多元迴歸分析 64
第五章結論與建議 71
第一節研究結論 71
第二節研究貢獻及實務意涵 74
第三節研究限制及後續研究建議 76
參考文獻 78
附錄一　本研究問巻 82

表目錄

表2-1本研究整理 11
表2-2社會資本的定義 14
表2-3本研究整理 27
表2-4社會智能整理 31
表2-5社會智能整理 31
表3-1情緒智能的量表 41
表3-2 TSIT量表 43
表3-3本研究之各變數操作性定義與衡量 46
表4-1問巻回收整理表 48
表4-2專案背景資料 51
表4-3團隊背景資料 52
表4-4各研究變數之信度分析 53
表4-5情緒智能之因素結構分析表 56
表4-6社會智能之因素結構分析表 58
表4-7社會資本之因素結構分析表 59
表4-8團隊創新之因素結構分析表 60
表4-9研究變數之敘述統計分析 61
表4-10各研究變數之相關係數矩陣 63
表4-11情緒察覺和情緒管理對情緒運用之迴歸分析表 65
表4-12情緒運用對社會資本之迴歸分析表 66
表4-13社會察覺和社會資訊處理對社交能力之迴歸分析 67
表4-14社交能力對社會資本之迴歸分析表 68
表4-15表社會資本對團隊創新之迴歸分析表 70
表5-1研究假設實證結果彙整表 73

圖目錄
圖1-1研究流程 6
圖3-1本研究觀念架構 39
圖3-2本研究實證架構 45
圖4-1本研究假設之多元迴歸實證架構圖 64

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