臺灣博碩士論文加值系統

近年來，越來越多企業開始重視以幽默方式帶領整個團隊，並藉由幽默的領導方式，使得團隊中的產出提升。許多研究也漸漸重視團隊當中的非正式領導者對於團隊當中的影響力，而此非正式領導者也稱為網絡中心者(Network Central Actor, NCA)，指的是該團隊當中，網絡中心性最高的那一位。因此，本研究之目的為了探討團隊整體之幽默行為以及領導者與網絡中心者的幽默行為對於團隊效能之影響，並以團隊心情為中介效果，以及在情緒渲染機制之下，團隊心情的中介角色。
本研究使用問卷調查法，收集台灣地區企業組織工作團隊，並使用了網絡式問卷，以265位團隊成員以及53位領導者所組成的53個工作團隊為研究對象。經過SPSS統計軟體以及使用UCINET軟體找出各團隊之網絡中心者後，結果顯示團隊中幽默行為對於績效有顯著的正向影響效果，而網絡中心者的幽默行為會透過團隊正向心情對於團隊效能有影響效果；但相反的，團隊領導者的幽默行為會透過團隊負向心情對於團隊效能有所影響。本研究針對相關之結果提出探討以及管理實務意涵。

In recent years, more and more companies start to focus the way of humor to lead the team, and by the leadership of humor, so that team output increase. Many studies have also gradually emphasis on team among the informal leader of the team which influences, and this is also known as the informal leader of the center's network (Network Central Actor, NCA). Therefore, the purpose of this study to investigate the behavior of the team as a whole as well as the leader of humor and the network central actor ‘s behavior of humor impact team performance. And the team mood as an intermediary, under mood contagion mechanism, the team's mood intermediary role .
The study uses questionnaire survey to collect Taiwan organizational team by network questionnaire, while the samples are 265 team members and 53 leaders. After the SPSS and use the UCINET to find the network central actor by each team. According the outcome, Team Humor is positive with the team performance, and team positive mood for NCA’s humor and team effectiveness has mediating effect. Team negative mood for leader’s humor and team effectiveness has mediating effect.

中文摘要 i
英文摘要 ii
致謝 iii
目錄 iv
表目錄 v
圖目錄 vi
第一章、緒論 1　　第一節、研究背景與動機 1
第二節、研究目的 2
第三節、研究流程 3
第二章、文獻探討 4
第一節、團隊幽默 4
第二節、團隊幽默與團隊效能之關係 12
第三節、團隊心情 15
第四節、團隊心情之中介效果 19
第五節、研究架構 24
第三章、研究方法 25
第一節、研究樣本 25
第二節、施測程序 29
第三節、變項與測量工具 30
第四節、資料分析 37
第四章、研究結果 39
第一節、各變項之相關分析 39
第二節、成員幽默行為、團隊正負向心情對團隊效能之影響 41
第三節、領導者幽默行為、團隊正負向心情對團隊效能之影響 45
第四節、網絡中心者幽默行為、團隊正負向心情對團隊效能之影響 49
第五章、結論與建議 53
第一節、研究結果討論 53
第二節、管理與實務意涵 57
第三節、研究限制與未來研究方向 59
參考文獻 61
附錄　研究問卷 67

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