臺灣博碩士論文加值系統

本研究希望了解跨功能團隊之團隊多樣性與團隊績效之間的關係，並以高承諾工作系統與交互記憶系統作為調節變數，進行多樣性的研究。在團隊多樣性中，主要是以人口結構多樣性的年齡多樣性和性別多樣性，以及功能背景多樣性為自變數，來探討在高承諾工作系統及交互記憶系統的調節之下，這三種多樣性與團隊績效之間的影響。
本研究以發放問卷的方式，並以跨功能團隊為主進行團隊多樣性調查，其問卷共分為A、B二式問卷，以郵寄的方式寄出139份問卷。最後有效的問卷數為84份，有效樣本的回收率為60.4%。本研究主要以層級迴歸分析進行研究假說之驗證，經由實證分析結果如下：
一、跨功能團隊中具有功能背景多樣性，則可提升團隊績效。
二、團隊中具有高程度的交互記憶系統之下，在功能背景多樣性及團隊績效之間產生正向調節效果。
本研究是首篇將高承諾工作系統及交互記憶系統作為多樣性研究的調節變數，探討與團隊績效之間的影響。針對不同多樣性的員工對組織的高承諾工作系統的認知與團隊績效之間進行調節效果的研究；之後再針對交互記憶系統進行調節效果的驗證，得知在不同多樣性與團隊績效之間的關係。

This study hopes to understand the relationship between team diversity and team performance in cross-functional team as moderators, high-commitment work systems and transactive memory system. We use age diversity and gender diversity of the population structure, and functional background diversity as independent variables, to investigate the relationship with team performance, under the moderations of high-commitment work systems and transactive memory system
In this study, cross-functional team-based diversities of the questionnaire is divided into A and B. We sent out 139 questionnaires and retrieve 84 matched questionnaires and the final return rate is 60.4%. We use hierarchical regression analysis to verify all hypotheses. Our findings can be summarized as follows.
1.A cross-functional team’s functional background diversity can enhance team performance.
2.Higher degree of transactive memory system has positive moderating effect between functional background diversity and team performance.
This study’s most contribution is that it is the first empirical research to the HCWSs and TMSs as the moderator of diverse research to explore the influence and team performance. Furthermore, this study investigates the variable “employee’s perception of HCWS” and “team’s degree of TMS”, which is important in understanding how diversities will influence team performance.

摘要 I
Abstract II
誌謝 III
目錄 V
圖目錄 VIII
表目錄 IX
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 章節架構 4
第二章 文獻回顧 5
第一節 團隊績效與團隊多樣性 5
一、 團隊績效的定義 5
二、 團隊多樣性的定義 5
三、 團隊多樣性的特性 6
四、 團隊多樣性與團隊績效的關係 8
第二節 高承諾工作系統 13
一、 高承諾工作系統的定義 13
二、 高承諾工作系統的特性 13
三、 團隊多樣性、高承諾工作系統與團隊績效之關係 14
第三節 交互記憶系統 17
一、 交互記憶系統的特性及定義 17
二、 團隊多樣性、交互記憶系統與團隊績效之關係 18
第三章 研究方法 21
第一節 研究架構 21
第二節 研究假設 22
一、 團隊多樣性與團隊績效 22
二、 團隊多樣性、高承諾工作系與團隊績效 22
三、 團隊的多樣性、交互記憶系統與團隊績效 22
第三節 研究變數 23
一、 團隊多樣性（Team Diversity） 23
二、 團隊績效（Team Performance） 23
三、 交互記憶系統（Transactive Memory Systems） 23
四、 高承諾工作系統（High-Commitment Work Systems） 23
五、 控制變數 24
第四節 問卷設計 25
一、 團隊多樣性 25
二、 團隊績效 26
三、 高承諾工作系統 26
四、 交互記憶系統 28
五、 轉換型領導 29
第五節 抽樣方法 30
一、 研究對象與樣本來源 30
二、 問卷發放與回收情形 30
第六節 資料分析方法 32
一、 敘述性統計分析 32
二、 因素分析 32
三、 信度分析 32
四、 建構效度分析 32
五、 相關性分析 33
六、 層級迴歸分析 33
第四章 實證分析與結果 34
第一節 樣本基本資料分析 34
一、 性別 35
二、 年齡 36
三、 功能背景 37
四、 學歷程度 38
五、 行業工作經驗 39
六、 無反應偏差檢定（Non-response bias） 39
七、 共同方法變異（CMV, Common method variance） 40
第二節 驗證性因素分析 41
第三節 信度分析 42
一、 團隊績效 42
二、 高承諾工作系統 43
三、 交互記憶系統 45
四、 轉換型領導 46
第四節 建構效度分析 49
一、 收斂效度分析 49
二、 區別效度分析 53
第五節 相關係數分析 55
第六節 層級迴歸分析 57
一、 團隊多樣性、高承諾工作系統與團隊績效 57
二、 團隊多樣性、交互記憶系統與團隊績效 59
第七節 研究假設結果整理 62
第五章 結論與建議 63
第一節 研究結論 63
一、 團隊多樣性與團隊績效 63
二、 高承諾工作系統的調節效果 64
三、 交互記憶系統的調節效果 64
第二節 研究貢獻與限制 65
一、 研究貢獻 65
二、 研究限制 66
第三節 研究建議 67
一、 後續研究建議 67
二、 實務界的建議 68
參考文獻 69
附錄一 79
附錄二 81

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