臺灣博碩士論文加值系統

面對瞬息萬變的環境，企業以團隊為營運模式越來越常見，而企業期望透過團隊合作提高創新能力，而創新能力來自於團隊成員知識分享。然而團隊成員組成愈來愈多元化，彼此特徵差異也愈來愈大，差異造成團隊的斷層進而影響團隊知識分享。本研究探討組織內部擁有知識的個別成員是否會因所屬之團隊組成之人口屬性或工作價值觀不同形成斷層，影響團隊彼此分享知識之行為；團隊出現斷層時，是否影響團隊成員之間的信任程度，進而對知識分享產生行為之改變。又團隊成員共同感知的團隊創新氣候程度是否會對斷層與信任間關係及知識分享行為產生影響。本研究首先根據研究的背景與動機、相關文獻與理論探討進行閱讀彙整與探討分析以尋求初步的研究概念；其次運用個案訪談找出影響斷層的因素進而提出八個假說；隨後，針對265人所組成的51個專案團隊，以問卷調查方式蒐集資料進行實證研究，並以最小偏平方方法進行驗證研究假設，其獲得結論為人口屬性斷層強度愈強，則團隊知識分享行為愈少；同時考量人口屬性斷層強度與廣度時，則團隊創新氣候愈強時，團隊知識分享行為愈多；團隊創新氣候透過團隊信任中介效果，影響團隊知識分享行為。而工作價值觀斷層對團隊信任及團隊知識分享皆無影響，主要原因可能是專案團隊為短期任務編組，而工作價值觀為深層變數需經過長期相處後其差異才會產生。期透過此研究協助管理者瞭解影響團隊成員人口屬性斷層的形成因素，利於未來團隊組成的參考依據及強化團隊創新氣候有助於消弭團隊組成差異性造成的斷層，以便有效的進行團隊內的知識分享行為，使知識能為組織營造更佳的競爭優勢。

With rapidly changing societies and globalization, corporations must manipulate their team environments to allow for flexibility and creativity. An organization’s creativity stems from knowledge sharing; however, when the diversity of a team increases, as is common in recent years, like individuals tend to form subgroups, which hinders communication. These situations, according to Lau and Murnighan (1998), are known as faultlines, and they depend on the alignment of individual members’ characteristics. Although team diversity is a potential source of creativity, the occurrence of faultlines within a team may result in trust and relationship problems and reduced knowledge sharing. In this study, questionnaires were issued to a total of 51 teams, including 265 individuals, from different organizations. The PLS (Partial Least Squares) method was used to analyze the data and confirm the hypotheses. The findings of this study reveal that: (1) The strength of faultlines based on demographic attributes has significant negative effects on team knowledge sharing; (2) Team innovation climates can affect team knowledge sharing through enhanced team trust; (3) Team trust has significant positive effects on team knowledge sharing; (4) The strength of work value faultlines has no effect on team knowledge sharing or team trust. The results of this research will provide valuable information for organizations including suggestions about team member selection and ways in which teams can enhance knowledge sharing without sacrificing team innovation or trust.

目錄 V
圖次 VII
表次 VIII
第一章 緒論 1
第一節 研究動機 1
第二節 研究問題與目的 3
第三節 研究範圍 4
第二章 文獻探討 5
第一節 團隊 5
第二節 知識與知識分享 7
第三節 團隊信任 20
第四節 組成人口學對信任、知識分享的影響 32
第五節 團隊創新氣候對團隊信任、團隊知識分享影響 45
第三章 個案研究 51
第一節 個案研究目的與研究設計 51
第二節 個案分析結果與討論 53
第四章 觀念架構與變數定義及衡量 59
第一節 觀念架構與研究假說 59
第二節 變數定義與衡量 64
第三節 問卷設計與預試 72
第四節 研究對象與抽樣設計 73
第五節 資料分析方法 73
第五章 資料分析與討論 75
第一節 樣本資料結構分析 75
第二節 量表信效度分析 78
第三節 團隊斷層結構模型分析 91
第四節 團隊斷層廣度調節效果結構模型分析 95
第五節 團隊創新氣候外生變數模型之變化分析 98
第六章 結論與建議 102
第一節 結論與討論 102
第二節 研究意涵 106
第三節 研究限制 108
第四節 後續研究建議 110
參考文獻 112
附錄 研究問卷 145

圖次
圖2-1 知識螺旋圖 9
圖2-2 知識分享研究架構圖 19
圖4-1 觀念性架構圖 59
圖5-1 團隊斷層、團隊創新氣候與團隊知識分享模型路徑係數 92
圖5-2 團隊斷層廣度調節效果模型路徑係數 96
圖5-3 團隊斷層模型路徑係數(無團隊創新氣候) 99


表次
表2-1 團體與團隊的差異 5
表2-2 團隊的定義 6
表2-3 知識定義彙整表 8
表2-4 知識管理三個時期說明表 10
表2-5 知識分享定義彙整表 12
表2-6 組織層次因素影響知識分享行為彙整表 15
表2-7 團體層次因素影響知識分享行為彙整表 16
表2-8 個人層次因素影響知識分享行為彙整表 17
表2-9 信任定義彙整表 21
表2-10 信任衡量構面彙整表 24
表2-11 信任類別彙整表 25
表2-12 團隊多元化分類依據 33
表2-13 群體斷層線說明表 39
表2-14 群體廣度說明表 40
表3-1 訪談題目 52
表3-2 個案研究對象 52
表3-3 影響團隊斷層/多元因素 57

表4-1 「工作價值觀」量表 66
表4-2 「信任」量表 69
表4-3 「團隊創新氣候」量表 70
表4-4 「知識分享」量表 71
表4-5 量表前測信度 72
表5-1 研究團隊樣本之「公司規模」分布 75
表5-2 研究樣本之「公司成立時間」分布 75
表5-3 研究樣本之「公司所屬的行業別」分佈 76
表5-4 研究受訪者樣本之「年齡」分佈 76
表5-5 研究受訪者樣本之「專業技術」分佈 76
表5-6 研究受訪者樣本之「職務別」分布 77
表5-7 研究受訪者樣本之「目前服務公司的年資」分布 77
表5-8 研究受訪者樣本之「服務此產業年資」分布 78
表5-9 工作價值量表適配指標 79
表5-10 「工作價值觀」量表之因素負荷量、α、CR及AVE值 81
表5-11 信任、知識分享、團隊創新氣候量表適配指標 83
表5-12 「信任、知識分享、團隊創新氣候」量表之因素負荷量、Cronbach’s α、CR及AVE值 85
表5-13 標準化因素共變矩陣 88
表5-14 團隊層次變數信度 89
表5-15 團隊層次變數rwg 89
表5-16團隊斷層結構模型效度指標 92
表5-17 團隊斷層模型路徑係數 92
表5-18人口屬性斷層強度對團隊知識分享之效果分析 93
表5-19 團隊人口屬性斷層強度對團隊知識分享之中介效果分析 93
表5-20 工作價值觀斷層強度對團隊知識分享之效果分析 94
表5-21人口屬性斷層強度對團隊知識分享之中介效果分析 94
表5-22 團隊創新氣候對團隊知識分享之效果分析 94
表5-23 團隊創新氣候對團隊知識分享之中介效果分析（完全中介） 94
表5-24 工作價值觀斷層廣度、人口屬性斷層廣度之干擾模型路徑係數 96
表5-25 團隊創新氣候對團隊知識分享之效果分析 98
表5-26 團隊創新氣候對團隊知識分享之中介效果分析（部分中介） 98
表5-27 團隊斷層結構模型效度指標（未納入團隊創新氣候） 99
表5-28 團隊斷層模型路徑係數（未納入團隊創新氣候） 99
表5-29 團隊創新氣候外生變數對模型路徑係數差異分析表 100
表5-30 團隊斷層非線性模型路徑係數 101
表5-30 團隊斷層非線性模型路徑係數 102
表6-1 本研究主要研究假設與驗證結果 104

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