臺灣博碩士論文加值系統

在高度網路化的環境中，虛擬團隊成員具有不同的技巧，並在團隊中扮演不同的角色，透過資訊科技媒體把不同地點的成員結合起來，共同達成組織的任務。這樣的虛擬運作模式機動性強且效率高，於是雨後春筍般的被許多公司所採用，使得企業的經營進入一個全新虛擬世代。在這樣的網路環境之中，這個研究以團隊績效IPO之架構，發展關係品質、信任、自我效能、問卷，提昇到團隊的層次，用來探討這些因素在虛擬的環境中，對知識分享與團隊績效的影響力，希望能了解這些因素在虛擬的知識經濟時代中，全新的成功關鍵與價值。
研究發現：團隊中的情感信任、關係品質與電腦自我效能對於知識分享有正向之影響，認知信任對於知識分享沒有顯著的影響，知識分享對於團隊效能有顯著的影響。其次，在中介效果部分，知識分享對於團隊信任、情感信任、關係品質、電腦自我效能對團隊效能之間皆有部分中介的效果。透過IPO模式，清楚了解信任、關係品質及電腦自我效能在輸入構面重要的角度，接著透過知識分享在過程構面的轉化，最後對於輸出構面的團隊效能不論績效或存續度兩方面皆有顯著的影響。

In the environment highly dependent on the Internet, the members of a virtual team have different skills and play different roles in the team. The members in different locations are integrated through the media of information technology and accomplish the mission of the organization together. Such virtual operational mode is with high flexibility and efficiency. Therefore, it is thriving and rapidly adopted by many companies. The management of corporations has entered a brand-new virtual era. In such environment of the Internet, with the IPO model of team effectiveness, the study develops the questionnaire of relationship quality, trust, self-efficacy, and flow in the team level to discuss the influence of these factors on knowledge sharing and team effectiveness in the virtual environment. It is hoped to understand the brand-new keys to success and value of these factors in the era of the virtual knowledge economy.
The study has found that emotional trust, relationship quality, and computer self-efficacy in the team have a positive influence on knowledge sharing. Cognitive trust does not have a significant influence on knowledge sharing. Knowledge sharing has a significant influence on team performance. Besides, in terms of mediating effect, knowledge sharing has some mediating effect on team trust, emotional trust, relationship quality, computer self-efficacy, and team performance. Through the IPO model, we can clearly understand the important angles of trust, relationship quality, and computer self-efficacy in the input dimension, then deal with the transformation of the process dimension through knowledge sharing, and finally conclude that both performance and viability have a significant influence on the team performance of the output dimension.

CHAPTER 1:INTRODUCTION 1
1.1. Research Backgroung and Motivation 1
1.2. Research Objectives and Questions 2
1.3. Research Procedure 4
1.4. Expected Results 7
1.5.Research Contribution 7
1.5.1. Contribution for Research 7
1.5.2. Contribution for Practice 8
CHAPTER 2: LITERATURE REVIEW 10
2.1. Virtual Team 10
2.1.1 The related research 10
2.1.2 Characteristic 12
2.2 Relationship Quality 14
2.2.1 Team Work 14
2.2.2 LMX & TMX Theory 15
2.3 Trust 17
2.3.1 The related research 18
2.3.2 Based on SCT 19
2.4 Self-efficacy 21
2.4.1 Social Cognitive Theory 21
2.4.2 Development of the theory of self-efficacy 23
2.4.3 Impact on Behavior 25
2.4.4 The related research 25
2.5 Knowledge Sharing 26
2.5.1 The Meaning of Knowledge Sharing 26
2.5.2 The related research findings 29
2.6 Team Effectiveness 30
2.6.1 I-P-O Model 30
2.6.2 Definition 32
CHAPTER 3: RESEARCH MODEL AND HYPOTHESES 35
3.1. Research Model 35
3.2 Research Hypotheses 38
3.2.1 Influence of Trust in team on Knowledge Sharing 38
3.2.2 Influence of Self-Efficacy on Knowledge Sharing 39
3.2.3 Influence of Relationship Quality on Knowledge Sharing 39
3.2.4 Influence of Knowledge Sharing on Performance and Viability 40
3.2.5 The Mediator Effect of Knowledge Sharing 41
CHAPTER 4: RESEARCH METHODOLOGY 43
4.1. Experiment Design 43
4.2. Experiment Task 43
4.3. Experiment Participants 44
4.4 The Operation of the Virtual Teams 45
4.5 Operational Definition & Measurement 45
4.6 Data Analytical Methods and Tools 48
4.6.1. Descriptive Statistics Analysis 48
4.6.2. Reliability and Validity Analysis 49
4.6.3. Correlative Analysis 49
4.6.4. Structural Equation Modeling 49
CHAPTER 5: Results 51
5.1. Data Collection 51
5.2. Non-response Bias 51
5.3. Descriptive Statistics 52
5.3.1. Variables 52
5.3.2. Demogrpahic Variables 53
5.4. Confirmatory factor analysis 58
5.4.1. Reliability 58
5.4.2. Validity 58
5.4.2.1 Convergent Validity Analysis 59
5.4.2.2 Discriminant Validity Analysis 62
5.5 Pearson's correlation coefficient and VIF 63
5.6 Structure Equation Modeling and Hypothesis Testing 63
5.6.1 Direct Effect Testing 63
5.6.2 Mediating Effect Testing 68
Chapter 6 Discussion 73
6.1. Trust in Team 73
6.2. Relationship Quality 74
6.3 Computer Self-Efficacy 75
6.4 Knowledge Sharing 76
Chapter 7 Conclusion 77
7.1. Implication 77
7.1.1. Theoretical Implication 77
7.1.2. Managerial Implication 80
7.2. Limitation 82
7.3. Future Research 85
References 89
Appendix 98

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