臺灣博碩士論文加值系統

團隊管理儼然已成為現今組織創造經營績效、提升競爭力的關鍵要素。因此，組織如何有效運用人力資源管理實務來刺激團隊運作，達到創新績效也就成了重要的課題。近年來團隊研究的重點之一在於團隊組合對團隊互動以及團隊績效的影響，本研究採用教育心理學的「目標導向理論」作為基本的分類架構，過去目標導向理論多置於個人層次，而團隊層次研究相當缺乏，故本研究將探討團隊目標導向特質對於團隊創新可能造成的影響，並且加入團隊互動過程中所引發的衝突管理為中介變數以探討三者間的關係。
本研究以國內企業之一般工作團隊為實證對象，蒐集72個工作團隊(72份主管問卷、257份成員問卷)，並透過LISREL與SPSS軟體進行資料分析，研究結果顯示：在團隊目標導向與團隊創新方面，團隊學習目標導向特質和團隊創新呈現顯著正相關；團隊證明目標導向和團隊趨避目標導向則和團隊創新無顯著相關。而團隊學習目標導向與合作衝突管理確實有其顯著正相關；團隊趨避目標導向則與合作衝突管理有顯著負向影響。此外，除了合作衝突管理對團隊創新能產生顯著正向影響之外，競爭、迴避衝突管理對團隊創新皆不顯著。所以衝突管理在此的中介效果並不明顯，僅有合作衝突管理有顯著中介效果。

第壹章 緒論
第一節 研究背景與動機
第二節 研究目的
第三節 研究流程
第貳章 文獻探討與研究假說
第一節 目標導向
第二節 衝突管理
第三節 團隊創新
第四節 團隊目標導向、衝突管理與團隊創新
第參章 研究方法與設計
第一節 研究架構與假設
第二節 研究設計
第三節 研究變項衡量
第四節 效度分析
第五節 團隊層級之資料分析
第肆章 資料分析與實證結果
第一節 相關分析
第二節 層級迴歸分析
第三節 研究假設檢定
第伍章 結論與建議
第一節 研究結果與討論
第二節 管理意涵
第三節 研究限制與後續研究建議
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