臺灣博碩士論文加值系統

團隊成員透過團隊網絡進行知識分享，除了可以增加團隊成員之間對團隊的認同，也可以增加團隊成員對團隊承諾的程度，並更進一步影響團隊效能。Ginnette (1993)指出溝通分享是團隊組成重要的因子，當團隊在建構溝通與分享模式時，就是在建立一個更穩固且更有績效的團隊。Swezy &; Salas (1992) 研究也指出個別成員為了達成相同且重要的目標或任務時，組織間會有彼此依賴且有適切性的互動出現，每位成員則負責扮演特殊的角色或發揮特殊的功能，能夠彼此支援，因此，團隊合作在今日已具不可或缺之重要性。
護理人員在醫院中是扮演一個相當重要的角色，許多知識(know-how)是無法透過文字之間表達，僅能靠經驗傳承及經驗分享，若是組織內部團隊彼此願意進行高度經驗分享，不但可以提升團隊整體效能，還可以大幅減少人力成本及資源之浪費。換言之，在強調團隊合作的現今，個人的知識增長是有限的，必須透過團隊內的知識分享來增加知識經驗，醫護人員則更需要進行團隊知識分享，才能因應今日的社會。有鑑於團隊知識分享對醫護人員的重要性，本研究旨在探究網絡密度、團隊認同、團隊知識分享、團隊承諾及團隊效能間之關係。
研究結果顯示網絡密度對團隊認同、團隊知識分享、團隊承諾具有正向影響，表示團隊成員間的網絡密度越高，其對團隊的認同度、承諾及知識分享意願會越高；且團隊認同對團隊效能也具有正向影響，表示團隊成員對團隊的認同度越高，團隊效能的產出也越高，因此，本研究結果對於醫院在建立團隊工作方式時，具有一定的參考價值。

Abstract
Team members sharing knowledge through networks, additionally lead to increase identity of team and also increase commitment. Furthermore, it affects the team effectiveness. Gineete (1993) point out that communication and sharing is important factor for construct an efficiency team, when team constructing the communication and sharing channel, mean that is to establish a stable an efficient team. Swezy & Salas (1992) point out that when individual members all pursuing the same orientation (goal or task), dependence and relevance interaction would be occur within the organization, and every one are responsible for their particular duty or provide their feature skill to support the organization, and that is why, now a day teamwork has become an important unit for organization.
In a hospital, nurses are playing at an importance roles, because of their knowledge (know-how) are being kinds of experiential type and they had learn it through daily experience, which cannot be learn from the book, and if they are willing to share the experience to each other it can be drive up/ increase the entire team’s efficiency and save/reduce the training costs. In other words, recently teamwork are become importance being personal knowledge growth is limited and it must learn through the network for getting more knowledge, especially nurses, they need to learn more about medical knowledge for treating patient. In the light of team sharing knowledge is important for health care workers. This research is exploring network density, teamwork identity, team knowledge sharing, team commitment and the relationship between team effectiveness. I believe that the results of this research contribute to the hospital in the establishment of team approach to work.
Result shown that net work density has positive effect to team identity, team knowledge sharing, team commitment, and team effectiveness, it’s mean that in a network relation, the strong density between team members, the higher degree of recognition to team and the higher degree of commitment to knowledge sharing will also high; team identity has positive effect to team effectiveness, means that members showed higher degree of approval to team the more effectiveness will produce, therefore, the results of this study have some reference value when try to build team work within the hospital.
Keyword: Network density, the team knowledge sharing, team effectiveness, team

目錄
致謝 I
摘要 I
ABSTRACT I
目錄 I
圖目錄 I
表目錄 I
第一章 緒論 - 1 -
1.1 研究背景 - 1 -
1.2 研究動機 - 5 -
1.3 研究目的 - 5 -
1.4 研究流程 - 6 -
第二章 文獻回顧 - 7 -
2.1 社會網絡 - 7 -
2.1.1 社會網絡 - 7 -
2.1.2 團隊的定義 - 11 -
2.1.3 團隊網絡 - 14 -
2.2 團隊知識分享 - 16 -
2.2.1 知識的定義 - 16 -
2.2.2 知識管理 - 18 -
2.2.3 知識分享 - 19 -
2.3 團隊認同 - 23 -
2.3.1 團隊認同 - 23 -
2.3.2 凝聚力 - 25 -
2.4 團隊承諾 - 27 -
2.4.1 承諾 - 27 -
2.4.2 組織承諾 - 28 -
2.5 團隊效能 - 31 -
第三章 研究方法 - 33 -
3.1 研究架構與假說 - 33 -
3.1.1 研究架構 - 33 -
3.1.2 研究假說 - 34 -
3.2 研究變數 - 40 -
3.2.1 社會網絡 - 40 -
3.2.2 團隊認同 - 40 -
3.2.3 團隊知識分享 - 40 -
3.2.4 團隊承諾 - 41 -
3.2.5 團隊效能 - 42 -
3.3 研究設計 - 43 -
3.3.1 研究對象及方式 - 43 -
3.3.2 資料蒐集 - 43 -
3.4 分析工具 - 43 -
3.4.1 資料分析方法 - 43 -
3.4.2 信效度分析 - 48 -
3.4.3 效度分析 - 49 -
3.4.4 敘述統計分析 - 51 -
第四章 研究結果分析 - 54 -
4.1 社會網絡 - 54 -
4.2 結構方程模式最小平方法(SMART PLS) - 56 -
4.3 信度分析 - 58 -
4.4 結構模型檢定 - 59 -
第五章 結論及建議 - 62 -
5.1 結論 - 62 -
5.1.1 網絡密度對團隊認同 - 62 -
5.1.2 網絡密度對團隊知識分享 - 63 -
5.1.3 網絡密度與團隊承諾 - 63 -
5.1.4 團隊認同與團隊知識分享 - 63 -
5.1.5 團隊認同與團隊效能 - 63 -
5.2 研究貢獻 - 63 -
5.3 研究限制 - 64 -
5.4 未來研究建議 - 64 -
參考文獻 - 65 -
附錄 - 79 -


圖目錄
圖 1、2007年 台灣醫院護理人員人數佔全體員工人數之比例 - 1 -
圖 2、民國98年9月~99年5月台閩地區護理人員執業人數 - 2 -
圖 3、2009年台灣醫院參與品質評鑑之醫院家數統計 - 3 -
圖 4、研究流程圖 - 6 -
圖 5、研究架構圖 - 33 -


表目錄
表 1、社會網絡的定義 - 8 -
表 2、社會網絡之特質 - 10 -
表 3、團隊與團體之差異 - 12 -
表 4、團隊的定義 - 13 -
表 5、團隊網絡之內涵 - 15 -
表 6、知識的種類 - 17 -
表 7、各項目所代表的意涵 - 18 -
表 8、知識分享定義 - 19 -
表 9、知識觀點與知識分享重點對照表 - 21 -
表 10、知識分享定義 - 22 -
表 11、Patchen(1970)針對認同性質概念 - 24 -
表 12、團隊認同的定義 - 24 -
表 13、凝聚力文獻 - 26 -
表 14、承諾相關文獻歸納 - 27 -
表 15、主要的組織承諾 - 28 -
表 16、組織構面層面表 - 29 -
表 17、影響組織承諾的三個主要構面因素 - 29 -
表 18、團隊承諾之文獻 - 30 -
表 19、團隊效能之文獻彙整 - 32 -
表 20、網絡衡量構面 - 40 -
表 21、團隊認同衡量構面 - 40 -
表 22、團隊知識分享衡量構面 - 41 -
表 23、團隊承諾衡量構面 - 41 -
表 24、團隊效能衡量構面 - 42 -
表 25、部分最小平方法相關實證研究之彙整 - 45 -
表 26、Cronbach α 係數之可信程度 - 49 -
表 27、樣本個人特徵分配表 - 51 -
表 28、樣本工作年資分配特徵 - 52 -
表 29、品管圈各團隊社會網絡之密度及標準差 - 54 -
表 30、相關矩陣與平均變異抽取量之平方根 - 57 -
表 31、各構面的組成信度與平均變異抽取量 - 58 -
表 32、分析結果彙整表 - 60 -

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