臺灣博碩士論文加值系統

團隊與創新是現今產業為保有永續競爭力的重要利器，以往關於工作價值觀的研究中，主要以個人心理層面為主，本研究試圖以團隊工作價值觀一致性為研究的重點，並以「相似–吸引理論」為基礎，進一步探討團隊工作價值觀一致性與團隊創新之間的關係，並結合團隊運作的心理與工作任務層面，探討團隊成員工作價值觀一致性對團隊運作（團隊知識分享）與團隊成果（團隊創新）的影響，以作為企業在管理團隊時的參考。
本研究以自行車產業之工作團隊為問卷發放對象，有效樣本共有111組團隊，每組團隊成員為3～5 人，領導者1 人，總計432 位受試者參與本研究。研究結果顯示：團隊成員工作價值觀一致性對團隊創新具正向影響，而團隊知識分享對於此關係具有部分中介作用。本研究建議實務界應培養團隊成員擁有共同之工作價值觀，藉以強化團隊的創新行為；在招募及留任人員時，應重視個人工作價值觀與團隊的適配性；此外，對於想形塑學習型組織的管理者而言，應多留意團隊成員的工作價值觀一致性。最後，本研究者提出研究限制與建議，以供學者及實務界參考。

Team innovation is the important and powerful weapon or the currentindustry to get sustainable competitiveness. Most of the work value research mainly focuses on the ndividual’s psychological level, which induces a team-level research gap in this research area. Therefore, the team-level analysis of work value congruence is manipulated in this study. In the light of Taiwan bicycle industry, this study which based on the Similarity-Attraction Theory discovers a clear mediation path that starts from the person and team fit (work value congruence) to team process (knowledge sharing) and then to team performance (team innovation).
Questionnaire survey was used in the present study. The teams from the bicycle industry in Taiwan are the main subjects. In total, there were 111 teams, that is, 432 subjects, participated in the study. The results shows team
member’s work value congruence and team innovation has positive relationship; and team knowledge sharing plays mediation role in the relationship. The finding suggests organizations should train or develop team members to possess similar work value, which can enforce team innovation.
Besides, the person and team fit about work value should be considered in recruiting and maintaining talents. Also for managers that eager to establish a learning organization, they need to pay more attention on team members’ work value congruence. Finally, the limitations and future research suggestion are discussed.

摘要............ I
Abstract............II
目錄............III
表目次............V
圖目次............VII
第一章 緒論............1
第一節 研究背景與動機............1
第二節 研究目的............5
第三節 研究流程............5
第四節 名詞釋義............8
第二章　 文獻探討............9
第一節 團隊成員工作價值觀一致性............9
第二節 團隊創新............16
第三節 團隊知識分享............20
第三章　 研究方法............25
第一節 研究架構與假設............25
第二節 研究對象............26
第三節 研究工具............27
第四節 調查過程............35
第五節 資料分析............37
第四章　 研究結果............39
第一節 樣本描述............39
第二節 團隊成員工作價值觀一致性、團隊知識分享與團隊創新之關係.....43
第五章　 討論與建議............49
第一節 研究主要發現............49
第二節 討論............50
第三節 研究建議............52
參考資料............59
附錄............76
附錄一　團隊成員問卷............77
附錄二　團隊主管問卷............81

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