(一)中文文獻
丘昌其、陳弘（2009）。企業管理100重要觀念-管理概論篇。台中，鼎茂圖書出版(股)公司。
李弘暉、鍾麗英（1999）。團隊運作過程對團隊績效影響之研究。人力資源學報，11，1-30。李瑞櫻(2009)。情緒智能與社會智能對於社會資本與團隊創新之影響。高雄，國立高雄第一科技大學企業管理研究所碩士論文，未出版。施振榮(2000)。影響創新的9種因素。台北，大塊文化出版(股)公司。
紀乃文、吳芊莉(2014)。相似或是互補好？探討團隊年資對團隊成員人格特質多元化與團隊創造力關係的干擾效。T&D飛訊，184，1-31。
侯文田(2005)。企業運用創新創造價值以提升競爭力之研究。高雄，國立中山大學企業管理研究所碩士論文，未出版。張允宜(2006)。團隊目標導向對團隊創新與個人創新行為之跨層次分析¬－以任務反思為中介變項。台北，東吳大學商學院企業管理學系碩士論文，未出版。黃家齊、江旻家(2010)。領導者情感與團隊績效及努力之關係路徑研究-
學習目標導向的調節效果。 台北，東吳大學商學院企業管理學系碩士論文，未出版。
楊珺絜(2013)。團隊多元化、團隊領導者特質之創新特質對團對創新影響之研究。高雄，國立中山大學企業管理學系碩士論文，未出版。蔡啟通、高泉豐(2004)。動機取向、組織創新氣候與員工創新行為之關係：Amabile動機綜效模型之驗證。管理學報，21(5)，571-592。(二)英文文獻
Ancona, D. G. & Caldwell, D. F. (1987). Management issues facing new -product teams in high technology companies. In D. Lewin, D. Lipsky & D. Sokel , Advances in Industrial and Labor Relations, 4(3), 199-221.
Abdullah, M., & Quaddus, M. (2012). Does Bio-Demographic Diversity Influence Team Innovation through Participation Safety Climate and Team Reflexivity? World Academy of Science, Engineering and Technology, International Journal of Social, Behavioral, Educational, Economic, Business and Industrial Engineering, 6(6), 1404-1414.
Abrams, D., Wetherell, M., Cochrane, S., Hogg, M. A., & Turner, J. C. (1990). Knowing what to think by knowing who you are: Self‐categorization and the nature of norm formation, conformity and group polarization. British Journal of Social Psychology, 29(2), 97-119.
Albrecht, T. L., & Hall, B. J. (1991). Facilitating talk about new ideas: The role of personal relationships in organizational innovation. Communications Monographs, 58(3), 273-288.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411.
Anderson, N., Hardy, G., & West, M. (1992). Management team innovation. Management Decision, 30(2), 156.
Anderson, N., & West, M. A. (1996). The Team Climate Inventory: Development of the TCI and its applications in teambuilding for innovativeness. European Journal of Work and Organizational Psychology, 5(1), 53-66.
Aparna, R., & Amberker, B. B. (2007). Dynamic authenticated secure group communication. World Academy of Science, Engineering and Technology, 34, 359-362.
Auh, S., & Menguc, B. (2005). Top management team diversity and innovativeness: The moderating role of interfunctional coordination. Industrial Marketing Management, 34(3), 249-261.
Backes‐Gellner, U., & Veen, S. (2013). Positive effects of ageing and age diversity in innovative companies–large‐scale empirical evidence on company productivity. Human Resource Management Journal, 23(3), 279-295.
Bantel, K. A., & Jackson, S. E. (1989). Top management and innovations in banking: Does the composition of the top team make a difference?. Strategic Management Journal, 10(1), 107-124.
Basadur, M., & Head, M. (2001). Team performance and satisfaction: A link to cognitive style within a process framework. The Journal of Creative Behavior, 35(4), 227-248.
Bassett‐Jones, N. (2005). The paradox of diversity management, creativity and innovation. Creativity and Innovation Management, 14(2), 169-175.
Beal, D. J., Cohen, R. R., Burke, M. J., & McLendon, C. L. (2003). Cohesion and performance in groups: a meta-analytic clarification of construct relations. Journal of Applied Psychology, 88(6), 989.
Bell, S. T. (2007). Deep-level composition variables as predictors of team performance: a meta-analysis. Journal of Applied Psychology, 92(3), 595.
Bell, S. T., Villado, A. J., Lukasik, M., Belau, L., & Briggs, A. (2011). Getting specific: A meta-analysis of the team demographic diversity and performance relationships. Journal of Management, 37, 709-743.
Boone, C., & Hendriks, W. (2009). Top management team diversity and firm performance: Moderators of functional-background and locus-of-control diversity. Management Science, 55(2), 165-180.
Bradatan, C., & Craiutu, A. (2012). Introduction: The Paradoxes of Marginality. The European Legacy, 17(6), 721-729.
Buchholz, S., Roth, T., & Hess, K. M. (1987). Creating the High Performance Team.
Byrne, D. E. (1971). The Attraction Paradigm (Vol. 11). Academic Pr.
Byrne, B. M. (2001). Structural equation modeling with AMOS, EQS, and
LISREL: Comparative approaches to testing for the factorial validity of a measuring instrument. International Journal of Testing, 1(1), 55-86.
Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875.
Cohen, W. M., & Levinthal, D. A. (1990). Absorptive capacity: a new perspective on learning and innovation. Administrative Science Quarterly, 128-152.
Cox, T. H., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. The Executive, 45-56.
Daft Richard L., Noe Raymond A.(2001). Fort Worth: Harcourt College Publishers. Organizational Behavior.
DeVito, J. A. (2007). Interpersonal communication. New York: Longman Inc.
Dennis Alan R. & Valacich Joseph S.(1994). Group, Sub-Group, and Nominal Group Idea Generation: New Rules for a New Media? Journal of Management, 20(4), 723-736.
DeVellis, R. F. (1991). Scale development: theory and applications. Newbury Park, CA.
DeVito, J. A. (2007). Interpersonal Communication (p. 420). New York: Longman Inc.
Doll, W. J., Xia, W., & Torkzadeh, G. (1994). A confirmatory factor analysis of the end-user computing satisfication instrument. MIS Quarterly, 18, 453-461.
Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383.
Eisenhardt, K. M., & Schoonhoven, C. B. (1990). Organizational growth: Linking founding team, strategy, environment, and growth among US semiconductor ventures, 1978-1988. Administrative Science Quarterly, 504-529.
Fern, E. F. (1982). The use of focus groups for idea generation: the effects of group size, acquaintanceship, and moderator on response quantity and quality. Journal of Marketing Research, 1-13.
Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of Marketing Research, 382-388.
Francis, D. H., & Sandberg, W. R. (2000). Friendship within entrepreneurial teams and its association with team and venture performance. Entrepreneurship Theory and Practice, 25(2), 5-26.
George, J. M. (1990). Personality, affect, and behavior in groups. Journal of Applied Psychology, 75(2), 107.
Gilson, L. L. (2001). Diversity, dissimilarity and creativity: Does group composition or being different enhance or hinder creative performance. In Academy of Management Meetings:Washington, DC.
Gruenfeld, D. H., Mannix, E. A., Williams, K. Y., & Neale, M. A. (1996). Group composition and decision making: How member familiarity and information distribution affect process and performance. Organizational Behavior and Human Decision Processes, 67(1), 1-15.
Gruenfeld, D. H., Martorana, P. V., & Fan, E. T. (2000). What do groups learn from their worldliest members? Direct and indirect influence in dynamic teams. Organizational Behavior and Human Decision Processes, 82(1), 45-59.
Guzzo, R. A., & Dickson, M. W. (1996). Teams in organizations: Recent research on performance and effectiveness. Annual Review of Psychology, 47(1), 307-338.
Hackman, J. R., & Oldham, G. R. (1980). Work Redesign.
Hambrick, D. C., Cho, T. S., & Chen, M. J. (1996). The influence of top management team heterogeneity on firms' competitive moves. Administrative Science Quarterly, 659-684.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (1998). Multivariate Data Analysis 7 edition Prentice Hall. Upper Saddle River.
Harrison, D. A., Price, K. H., & Bell, M. P. (1998). Beyond relational
demography: Time and the effects of surface-and deep-level diversity on work group cohesion. Academy of Management Journal, 41(1), 96-107.
Harrison, D. A., Price, K. H., Gavin, J. H., & Florey, A. T. (2002). Time, teams, and task performance: Changing effects of surface-and deep-level diversity on group functioning. Academy of Management Journal, 45(5), 1029-1045.
Harrison, D. A., & Klein, K. J. (2007). What's the difference? Diversity constructs as separation, variety, or disparity in organizations. Academy of Management Review, 32(4), 1199-1228.
Higgs, M., Plewnia, U., & Ploch, J. (2005). Influence of team composition and task complexity on team performance. Team Performance Management: An International Journal, 11(7), 227-250.
Hitt, M. A., & Tyler, B. B. (1991). Strategic decision models: Integrating different perspectives. Strategic Management Journal, 12(5), 327-351.
Holt, K.(1988). Product Innovation Management. Butterworths Boston.
Howell, J. M., & Avolio, B. J. (1993). Transformational leadership, transactional leadership, locus of control, and support for innovation: Key predictors of consolidated-business-unit performance. Journal of Applied Psychology, 78(6), 891.
Hülsheger, U. R., Anderson, N., & Salgado, J. F. (2009). Team-level predictors of innovation at work: a comprehensive meta-analysis spanning three decades of research. Journal of Applied psychology, 94(5), 1128.
Jackson, S. E., May, K. E., & Whitney, K. (1995). Understanding the dynamics of diversity in decision-making teams. Team Effectiveness and Decision Making in Organizations, 204, 261.
Jehn, K. A., Northcraft, G. B., & Neale, M. A. (1999). Why differences make a difference: A field study of diversity, conflict and performance in workgroups. Administrative Science Quarterly, 44(4), 741-763.
James, L. R. (1982). Aggregation bias in estimates of perceptual agreement. Journal of Applied Psychology, 67(2), 219-229.
Kanter, R. M. (1988). Three tiers for innovation research. Communication Research, 15(5), 509-523.
Katezenbach, J. R., & Smith, D. K. (1993). The wisdom of teams. Harvard Business Review.
Kearney, E., Gebert, D., & Voelpel, S. C. (2009). When and how diversity benefits teams: The importance of team members' need for cognition. Academy of Management Journal, 52(3), 581-598.
Keck, S. L. (1997). Top management team structure: Differential effects by environmental context. Organization Science, 8(2), 143-156.
Khalil, T. M. (2000), Management of Technology: The Key to Competitiveness and Wealth Creation: McGraw-Hill Companies. New York: NY.
King, N., & Anderson, N. (2002). Managing innovation and change: A critical guide for organizations. Cengage Learning EMEA.
Knight, D., Pearce, C. L., Smith, K. G., Olian, J. D., Sims, H. P., Smith, K. A., & Flood, P. (1999). Top management team diversity, group process, and strategic consensus. Strategic Management Journal, 20(5), 445-465.
Kram, K. E., & Isabella, L. A. (1985). Mentoring alternatives: The role of peer relationships in career development. Academy of Management Journal, 28(1), 110-132.
Mauboussin (2008). Making decisions by experts is better than by everyone. Harvard Business Review, 18,43-44。
McDermott, R., & O'dell, C. (2001). Overcoming cultural barriers to sharing knowledge. Journal of Knowledge Management, 5(1), 76-85.
McGrath, J. E., Berdahl, J. L., & Arrow, H. (1995). Traits, expectations, culture, and clout: The dynamics of diversity in work groups.
Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review, 21(2), 402-433.
Milliken, F. J., Bartel, C. A., & Kurtzberg, T. R. (2003). Diversity and creativity in work groups: A dynamic perspective on the affective and cognitive processes that link diversity and performance. Group Creativity: Innovation through Collaboration, 32-62.
Mohammed, S., & Angell, L. C. (2003). Personality Heterogeneity in Teams Which Differences Make a Difference for Team Performance? Small Group Research, 34(6), 651-677.
Murnighan, J. K., & Brass, D. J. (1991). Intraorganizational coalitions. Research on Negotiation in Organizations, 3, 283-306.
Murnighan, J. K., & Conlon, D. E. (1991). The dynamics of intense work groups: A study of British string quartets. Administrative Science Quarterly, 165-186.
Nielsen, I. K., Jex, S. M., & Adams, G. A. (2000). Development and validation of scores on a two-dimensional workplace friendship scale. Educational and Psychological Measurement, 60(4), 628-643.
O’ Reilly III, C. A., Caldwell, D. F., & Barnett, W. P. (1989). Work group demography, social integration, and turnover. Administrative Science Quarterly, 21-37.
O’ Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516.
O’ Reilly, C., Snyder, R., & Boothe, J. (1993). Effects of executive team demography on organizational change. Organizational Change and Redesign, 147-175.
Pelled, L. H. (1996). Demographic diversity, conflict, and work group outcomes: An intervening process theory. Organization Science, 7(6), 615-631.
Pelled, L. H., Eisenhardt, K. M., & Xin, K. R. (1999). Exploring the black box: An analysis of work group diversity, conflict and performance. Administrative Science Quarterly, 44(1), 1-28.
Pieterse, A. N., Van Knippenberg, D., Schippers, M., & Stam, D. (2010). Transformational and transactional leadership and innovative behavior: The moderating role of psychological empowerment. Journal of Organizational Behavior, 31(4), 609-623.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879.
Poole, M. S., Garner, J. T., (2006). Perspectives on workgroup conflict and communication. The Sage Handbook of Conflict Communication: Integrating Theory, Research, and Practice, Sage Publications. Thousand Oaks: CA.
Ragazzoni, P., Baiardi, P., Zotti, A. M., Anderson, N., & West, M. (2002). Research note: Italian validation of the team climate inventory: a measure of team climate for innovation. Journal of Managerial Psychology, 17(4), 325-336.
Rawlins, W. K. (1989). A dialectical analysis of the tensions, functions, and strategic challenges of communication in young adult friendships. Communication Yearbook, 12, 157-189.
Renzulli, J. S., Owen, S. V., & Callahan, C. M. (1974). Fluency, flexibility, and originality as a function of group size. The Journal of Creative Behavior, 8(2), 107-113.
Riordan, C. M., & Shore, L. M. (1997). Demographic diversity and employee attitudes: An empirical examination of relational demography within work units. Journal of Applied Psychology, 82(3), 342.
Schumpeter, J. (1912). The Theory of Economic Development. Boston: Harvard University Press.
Schumpeter, J. A. (1934). The theory of economic development: An inquiry into profits, capital, credit, interest, and the business cycle. New Jersey: Transaction publishers.
Schwenk, C., & Valacich, J. S. (1994). Effects of Devil’s Advocacy and Dialectical Inquiry on Individuals versus Groups. Organizational Behavior and Human Decision Processes, 59(2), 210-222.
Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607.
Senge, P. M. (1990). The Fifth Discipline. New York: Currency Doubleday.
Shin, S. J., Kim, T. Y., Lee, J. Y., & Bian, L. (2012). Cognitive team diversity and individual team member creativity: A cross-level interaction. Academy of Management Journal, 55(1), 197-212.
Shonk, J. H. (1982). Working in teams: A practical manual for improving work groups. New York: Amacom.
Sias, P. M., Heath, R. G., Perry, T., Silva, D., & Fix, B. (2004). Narratives of workplace friendship deterioration. Journal of Social and Personal Relationships, 21(3), 321-340.
Somech, A. (2006). The effects of leadership style and team process on performance and innovation in functionally heterogeneous teams. Journal of Management, 32(1), 132-157.
Sternberg, R. J., & Lubart, T. I. (1996). Investing in creativity. American Psychologist, 51(7), 677.
Talke, K., Salomo, S., & Rost, K. (2010). How top management team diversity affects innovativeness and performance via the strategic choice to focus on innovation fields. Research Policy, 39(7), 907-918.
Triandis, H. C., Hall, E. R., & Ewen, R. B. (1965). Member heterogeneity and dyadic creativity. Human Relations, 18, 33-35.
Tsui, A. S., Egan, T. D., & O’ Reilly III, C. A. (1992). Being different: Relational demography and organizational attachment. Administrative Science Quarterly, 37, 549-579.
Van Knippenberg, D., De Dreu, C. K., & Homan, A. C. (2004). Work group diversity and group performance: an integrative model and research agenda. Journal of Applied Psychology, 89(6), 1008.
Wagner, W. G., Pfeffer, J., & O'Reilly III, C. A. (1984). Organizational demography and turnover in top-management group. Administrative Science Quarterly, 29, 74-92.
Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1-74.
West, M. A., & Farr, J. L. (1989). Innovation at work: Psychological perspectives. Social Behaviour, 4, 15-30.
West, M. A., & Farr, J. L. (1990). Innovation and Creativity at Work: Psychology and Organizational Strategie, Wiley, Chichester.
Wiersema, M. F., & Bantel, K. A. (1992). Top management team demography and corporate strategic change. Academy of Management Journal, 35(1), 91-121.
Williams, K. Y., & O’Reilly III, C. A. (1998). A review of 40 years of research. Research in Organizational Behavior, 20, 77-140.
Zenger, T. R., & Lawrence, B. S. (1989). Organizational demography: The differential effects of age and tenure distributions on technical communication. Academy of Management Journal, 32(2), 353-376.