臺灣博碩士論文加值系統

組織的成功有賴於組織中不同團隊的績效表現，在環境詭譎多變的時代中，個人無法獲得所有的知識及訊息獨力完成一項工作或一項決策，加上組織工作日趨複雜化，團隊在組織中扮演日益重要的角色。本研究旨在探討團隊中個人人格特質與個性究竟是否會影響其在團隊交流過程中對事物的態度和看法，若將分析的層次擴展至團隊整體，團隊人格特質組成是否亦會影響團隊互動過程行為及最終團隊的績效表現。
本研究利用I-P-O模式採目前廣受學者接受的五大人格特質衡量研發團隊成員人格特質、團隊互動中團隊凝聚力、團隊知識分享意願對團隊未來持續合作可能性及創新績效的影響。研究先從個人層次著手分析再擴展至團隊層次分析，以91年「第二屆產業研發經理人專班」學員所屬各該企業中的研發團隊為對象，此培訓計畫是每年由中國生產力中心及國立清華大學主辦，針對國內產業界及法人機構中的研發主管進行研發管理課程的訓練，此次樣本共蒐集39套研發團隊（內含39位團隊主管及239位研發團隊成員）的資料，經階層迴歸分析結果顯示神經性越低、外向性及和善性程度越高，其團隊凝聚力、團隊知識分享意願越高，其中外向性程度高者對團隊未來持續合作採正向而樂觀的態度，而嚴謹性及經驗開放性程度越高，其團隊知識分享意願亦越高。另外，若團隊凝聚力及團隊知識分享意願越高則團隊對未來更願意繼續合作。最後，外向性人格特質會透過團隊運作影響團隊未來持續合作的看法。
本研究亦從平均水準、變異程度、最大及最小值探討團隊人格組成對各變數的影響，研究發現整體而言似乎團隊人格特質組成對行為面互動及績效較有影響，只有團隊整體外向性程度越高，團隊凝聚力越高，其餘結果不顯著。但可從中窺探出團隊人格特質組成對各依變數的影響關係，其中團隊神經性人格組成對各變項呈現負向關係，而外向性、嚴謹性、經驗開放性及和善性組成與各變項呈現正向預測；在變異程度上，除了嚴謹性人格組成變異程度大會對各變項傾向負向關係，其餘各人格特質較傾向正向預測，另外，在極端值部份亦會對行為面指標有些微的影響關係。
當企業組織在進行成員的徵選或團隊成立前的選才時，除了考量成員的學經歷背景、工作績效、領導能力等因素外，亦可考量成員的人格特質是否適合團隊工作模式以及與其他成員的互動和諧等。

A successful organization depends on the performance from different teams. In a changeable environment, it is difficult to fulfill a task by only one person. With the more and more complex task of an organization,「 team」 is an important role of an organization. The purpose of this research, we focus on the personality characteristics of team members which would affect the thinking and attitude in teams inter-process or not. Besides expand the research scope to the team level, the team personality composition would affect the teams’ process and teams’ performance.
In this research we exploit the I-P-O model which is involve three elements, the first is “Big Five” personality, the second is the team cohesion, and knowledge sharing in teams’ process, the third is the probability of future cooperation and innovation performance. Then we explore the relationship between the three elements. In this research we consider from the individual level to the team level, and survey the R&D teams. The sample consists of the 39 sets from R&D teams. Through the hierarchical regression analysis found that, Extraversion, Agreeableness have positive effects and Neuroticism is negative effect on the team cohesion and knowledge sharing. Among Extraversion is positive effect on the probability of future cooperation. And the Conscientiousness and Openness to experience have positive effects on the knowledge sharing. Beside, team cohesion and knowledge sharing have positive effects on the probability of future cooperation. Final, Extraversion would through the team’s process to affect the thinking of probability of future cooperation.
Mean, variance, maximum, and minimum were 4 scoring methods used to examine the team composition variables. We found that the team personality composition has a little affect the behavior variables, and only we found the scores of the team on Extraversion are high will escalate the team cohesion, other variables are not significant. But we can see the rough sketch relationship between team personality composition and all independent variables. The Neuroticism has negative effect on all independent variables; other variables would have the positive effect. The variance of Conscientiousness has negative affect on all independent variables; other variables would have positive effect. Besides, we found some extreme team personality composition would slightly affect the behavior variables.
In recruiting process, not only consider the education and work history, work performance, leader capability elements but also consider the personality characteristics which suit the team work model or interaction with other members or not.

目錄
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻探討 5
第一節 團隊與團隊效能 5
第二節 人格特質 24
第三節 團隊運作歷程 33
第四節 人格特質、團隊運作與團隊效能 40
第五節 團隊內互動的中介效果 54
第三章 研究方法 58
第一節 研究架構及假設 58
第二節 研究工具設計 62
第三節 研究程序 71
第四節 資料分析 73
第四章 研究結果 75
第一節 樣本基本資料分析 75
第二節 個人層次分析 77
第三節 團隊層次分析 92
第四節 小結 106
第五章 結論與建議 110
第一節 結果與討論 110
第二節 管理意涵 118
第三節 研究限制 121
第四節 未來研究方向 123
參考文獻 125

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