臺灣博碩士論文加值系統

現今，愈來愈多的組織利用工作團隊來提昇組織的競爭優勢，不僅在學術上受到各界熱烈的討論，實務上也受到重視。然而，對工作團隊效率而言，也許忽略了與其它變數之間有相互影響的變項。因此，本研究提出『工作鑲嵌』之術語，並利用工作鑲嵌驗證是否在知識密集組織之知識工作者自主權與組織學習對工作團隊效率中具有交互作用之影響。

本研究針對電腦軟體服務業、電腦系統整合服務業為研究對象，共回收144份有效問卷進行資料分析。研究結果顯示：(1)知識工作者自主權(產品自主權、計畫自主權、人們自主權)對工作團隊效率具有顯著的正向影響；(2)組織學習(學習承諾、願景認同度)對工作團隊效率具有顯著的正向影響；(3)工作鑲嵌(組織配適、組織連結、組織貢獻)對工作團隊效率具有顯著的正向影響；(4)工作鑲嵌對於知識工作者自主權影響工作團隊效率的過程中具有交互作用之影響；(5)工作鑲嵌對於組織學習影響工作團隊效率的過程中具有交互作用之影響。透過本研究的驗證結果，期望能提供對知識密集組織的工作團隊效率之議題更進一步地了解與參考。

Nowadays, the increasing use of work teams in organization to get competitive advantage has being received great attention in both academia and practice. However, in terms of work team effectiveness, it may ignore how such variables interact with each other. Therefore, this study proposes a term of “job embeddedness”. It goes further to employ job embeddedness theory to examine the relationship of moderating factor the relationship between knowledge workers’ autonomy and work team effectiveness in knowledge-intensive organizations.

The objects of the project are questionnaire are surveyed from computer software industry and computer system integrated service industry.A total of 144 questionnaires are collected for data analysis.The results of the analysis indicate that (1) Knowledge workers’ autonomy (including product autonomy , planning autonomy , people autonomy) positively affects the work team effectiveness.(2) Organization learning (including commitment to learning ,vision identification) positively affects the work team effectiveness.(3)Job embeddedness (including organization fit , organization linking , organization sacrifice) positively affects the work team effectiveness.(4)The job embeddedness is served as a moderating factor between knowledge workers’ autonomy and work team effectiveness. (5)The job embeddedness are served as a moderating factor between organization learning and work team effectiveness.Besides enhancing a greater understanding of the issue of knowledge-intensive, hopefully, this study will provide advances in understanding the issue of work team effectiveness in knowledge-intensive organizations.

一、緒論 1
1.1 研究背景與動機 1
1.2 研究目的 2
1.3 研究流程 3
二、文獻探討 5
2.1 知識管理：工作團隊效率(Team Effectiveness) 5
2.1.1 知識管理的定義與內涵 5
2.1.2 知識管理的重要性 7
2.1.3 工作團隊的定義 8
2.1.4 工作團隊效率的意涵 9
2.1.5 團隊績效 10
2.1.6 組織承諾 10
2.1.7 工作滿足 11
2.2 知識密集組織：知識工作者(Knowledge Workers) 12
2.2.1 知識工作者 12
2.2.2 知識工作者的重要性 13
2.2.3 知識工作者的特性 14
2.2.4 知識工作者自主權 16
2.3 組織學習(Organization Learning) 18
2.4 社會資本：工作嵌鑲(Job Embeddedness) 19
2.4.1 社會資本的內涵與定義 19
2.4.2 社會資本之構面 21
2.4.3 工作鑲嵌的內涵 22
2.5 小結 23
三、研究方法 24
3.1 研究架構 24
3.2 研究假設推導 25
3.3 研究變數與操作性定義 27
3.3.1 知識工作者自主權變數 27
3.3.2 組織學習變數 28
3.3.3 工作鑲嵌變數 28
3.3.4 工作團隊效率變數 29
3.3問卷設計 30
3.4.1 問卷設計之理由 30
3.4.2 問卷設計之原則 31
3.4.3 問卷結構 31
3.5 問卷前測 33
3.6 樣本特性 33
3.6.1 問卷對象與回收狀況 33
3.6.2 樣本特性分析 34
3.7 研究工具與資料分析方法 36
四、資料分析與研究結果 37
4.1 因素分析 37
4.1.1 知識工作者自主權量表 38
4.1.2 組織學習量表 38
4.1.3 工作鑲嵌量表 40
4.2 信度及效度分析 41
4.2.1 信度分析 41
4.2.2 效度分析 42
4.3 相關分析 43
4.4 迴歸分析 44
4.4.1 知識工作者自主權對工作團隊效率影響之因果關係 45
4.4.2 組織學習對工作團隊效率影響之因果關係 47
4.4.3 工作鑲嵌對工作團隊效率影響之因果關係 49
4.4.4 知識工作者自主權變數與工作鑲嵌變數之交互作用對工
作團隊效率之迴歸分析 52
4.4.5 組織學習變數與工作鑲嵌變數之交互作用對工作團隊效
率之迴歸分析 55
4.4.6 知識工作者自主權與工作鑲嵌之交互作用對工作團隊效
率之迴歸分析 57
4.4.7 組織學習與工作鑲嵌之交互作用對工作團隊效率之迴歸
分析 58
4.5 本章總結 59
五、結論與建議 61
5.1研究結論 61
5.1.1 知識工作者自主權對工作團隊效率之影響 61
5.1.2 組織學習對工作團隊效率之影響 61
5.1.3 工作鑲嵌對工作團隊效率影響之影響 61
5.1.4 知識工作者自主權與工作鑲嵌之交互作用對工作團隊效
率之影響 62
5.1.5組織學習與工作鑲嵌之交互作用對工作團隊效率之影響 62
5.2 理論貢獻 62
5.3 管理實務上的建議 63
5.4 研究限制 64
文獻參考 66
附錄一 73

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