臺灣博碩士論文加值系統

全球化以及科技快速發展，促使分散工作進行。虛擬團隊透過電信或資訊科技跨越時空距離共同完成任務。本研究目的在於探討虛擬團隊領導、團隊信任、個人信任傾向、溝通頻率、與團隊效能(團隊績效與合作滿意度)的關係，研究對象為來自不同科系修習非同步遠距教學課程的學生，隨機組成14個團隊，每隊12至13人，可使用MSN、電子郵件、教學支援平台同步與非同步之會議室和遠距教學平台聊天室，完成為期6週的專案任務。研究發現摘要如下：
1.領導人同時扮演多種領導角色程度愈高，領導效能、團隊信任與團隊合作滿意度愈高。就單一角色而言，生產者角色對領導效能解釋力最高，協調者次之；促進者和指揮者對團隊信任的影響較大；團隊績效與合作滿意度則是受部份角色影響，監督者與指揮者對團隊績效影響顯著，創新者對團隊合作滿意度解釋力最高。
2.領導效能高，預期團隊績效與合作滿意度高，然而團隊信任在領導效能與團隊效能間有中介作用，所以是團隊合作成功的重要關鍵因素。
3.團隊溝通頻率與領導效能和團隊信任無顯著相關。
4.個人信任傾向對團隊信任與團隊合作滿意度有直接影響，對團隊績效則是透過團隊信任造成間接影響。
建議虛擬團隊領導者扮演之角色是工作導向為主，輔以人際社交的溝通，同時展現多元的領導風格有利於任務完成。建立和維護團隊成員間的信任是首要目標，然而在建構虛擬團隊時，可以同時考量成員能力與個人信任傾向，以利日後團隊運作。

Globalization and the exponential development in communication technology facilitate the dispersion of work. Virtual teams may communicate and work through telecommunications and information technologies to accomplish a task. The objective of this thesis is to investigate the relationship among the leadership, team trust, propensity to trust, communication frequency and team effectiveness (performance and cooperative satisfaction) in virtual teams. We create 14 virtual teams, each composed of 12 to 13 members from different departments in the asynchronous distance-learning class. Each team is assigned a mandatory task and uses several internet technologies to complete a research project on a given topic for 6 weeks. The findings of the study are summarized as follows:
1.The leaders play several roles at the same time to improve the higher leadership effectiveness, team trust and cooperative satisfaction. The producer role has the best prediction on leadership effectiveness. The facilitator and director have the best prediction on team trust. Team performance is influenced by director role and monitor role. The innovator role has the best prediction on team cooperative satisfaction.
2.Trust is a mediator between leadership effectiveness and team effectiveness.
3.No statistical significance was found between team communication frequency and leadership effectiveness, or team trust.
4.Propensity to trust has significantly positive effect on team trust and team cooperative satisfaction. It impacts indirectly on team performance.
In conclusion, the virtual team leader’s critical behavior is task-oriented and it sometimes needs to be consideration-oriented. Building and maintaining team trust is the first important task for leaders. Propensity to trust should be regared on forming virtual teams.

目錄
第1章 緒論 1
第1節 研究背景與動機 1
第2節 研究目的與預期貢獻 4
第3節 研究範圍 4
第4節 研究流程 5
第2章 文獻探討 6
第1節 虛擬團隊與團隊效能 6
第2節 虛擬團隊領導 11
第3節 虛擬團隊信任 21
第4節 團隊溝通型態 28
第3章 研究方法 31
第1節 研究架構 31
第2節 研究假說 32
第3節 研究對象與程序 36
第4節 研究用平台 38
第5節 構面定義與操作化 41
第6節 資料分析方法 44
第4章 資料分析與結果 47
第1節 信效度分析 47
第2節 敘述性統計分析 48
第3節 研究假說之驗證 57
第4節 研究結果整理 65
第5章 結論與建議 66
第1節 研究結論 66
第2節 研究建議 70
第3節 研究限制 72
參考文獻 73
中文部分 73
英文部分 74
附錄A 各組專案主題 79
附錄B 虛擬團隊正式問卷 80
表目錄
表 2 1 領導的定義 11
表 2 2 各種領導理論比較 16
表 2 3 領導行為的四大關鍵議題 18
表 2 4 各種領導理論觀點下的虛擬團隊有效率領導人之特質 18
表 2 5 領導效能構面 20
表 3 1 專案報告主題 37
表 3 2 虛擬團隊的工作時程規劃表 38
表 4 1 各構面與整體的CRONBACH’S Α 47
表 4 2 研究樣本基本資料統計表 49
表 4 3 各團隊在研究變項之得分 51
表 4 4 高、中、低績效團隊之平均數分析 52
表 4 5 高、低信任團隊之平均數分析 53
表 4 6 各研究變項之PEARSON相關係數矩陣表 56
表 4 7 同時表現多種領導角色程度對領導效能、團隊信任與團隊效能之迴歸分析結果 57
表 4 8 各種領導角色對領導效能之迴歸分析結果 58
表 4 9 領導效能、團隊信任、團隊效能各變項之迴歸分析結果 60
表 4 10 各種領導角色對團隊效能各變項之迴歸分析結果 61
表 4 11 各種領導角色對於團隊信任之迴歸分析結果 62
表 4 12 領導角色、團隊信任、團隊效能之迴歸分析結果 63
表 4 13 個人信任傾向、團隊信任、團隊效能變項之迴歸分析結果 64
表 4 14 團隊溝通頻率、領導效能、團隊信任之相關檢定 64
表 4 15 研究結果摘要 65

圖目錄
圖 1 1 研究流程圖 5
圖 2 1 虛擬團隊的維度 7
圖 2 2 虛擬團隊原則系統 7
圖 2 3 團隊行為模式 8
圖 2 4 影響虛擬團隊效能的變數研究模型 10
圖 2 5 領導者角色模型 13
圖 2 6 組織信任整合模型 23
圖 2 7 全球虛擬團隊信任模型 24
圖 2 8 團隊初期信任程度至最終信任程度的不同所顯現的個別團隊行為特點 25
圖 2 9 虛擬團隊領導促進三階段信任發展之行動 27
圖 2 10 三種常見的小團體溝通模式 29
圖 3 1 本研究架構 31
圖 3 2 教學支援平台所有團隊非同步會議室 39
圖 3 3 教學支援平台團隊非同步會議室張貼文章區 40
圖 3 4 教學支援平台團隊同步會議功能 40
圖 5 1 影響領導效能、團隊信任、團隊績效與團隊合作滿意度的關鍵領導角色 68

中文部分
1.王彥程（民89），臺灣企業員工人際溝通能力之衡量及其量表發展之研究，長榮管理學院經營管理研究所碩士論文。
2.王建忠（民90），團隊領導與團隊效能：團隊內互動的中介效果，國立台灣大學心理學研究所碩士論文。
3.王佑中（民93），團隊虛擬化程度、團隊內互動與團隊效能之關係研究，國立中興大學企業管理學研究所碩士論文。
4.王怡雰（民93），電腦溝通媒介與任務型態對媒介認知之影響，中華大學資訊管理研究所碩士論文。
5.方世煌（民91），虛擬團隊之團隊結構、團隊運作與知識分享相關性之研究，國立中山大學資訊管理研究所碩士論文。
6.田靜婷（民92），影響高科技產業研發團隊學習績效相關因素之研究，國立彰化師範大學工業教育研究所博士論文。
7.李元墩（民88），組織溝通研究之回顧與展望，長榮管理學院學報，第59期。
8.呂婉瑜（民89），功能性角色對虛擬團隊效能之影響，國立中山大學資訊管理研究所碩士論文。
9.何駿才（民93），領導者角色扮演對虛擬團隊績效影響之研究，國立中山大學資訊管理研究所碩士論文。
10.李粵強（民91），團隊績效管理導向對組織信任及組織團隊績效影響之研究，朝楊科技大學工業教育研究所碩士論文。
11.邱皓政（民93），結構方程模式- Lisrel 的理論、技術與應用。台北：雙葉書廊。
12.吳明隆（民92），SPSS統計應用學習實務：問卷分析與應用統計。台北：知城數位科技。
13.黃敏萍（民89），跨功能任務團隊之結構與效能─任務特性與社會系絡之影響，國立台灣大學商學研究所博士論文。
14.許雅婷（民91），人格特質與團隊組合對知識分享、創新績效的影響，東吳大學企業管理研究所碩士論文。
15.游佳萍（民91），虛擬群組之信任與群組發展之研究：以中山網路大學為例，國立中山大學資訊管理研究所博士論文。
16.張水泉（民92），領導行為與效能之研究-以某空軍主官為例，國立中山大學人力資源管理研究所碩士論文。
17.張潤書（民74），組織行為與管理。台北：五南。
18.楊中芳（主編）（民90），中國人的人際關係、情感與信任—一個人際交往的觀點。台北：遠流。
19.楊玉琪（民90），成員互動行為對虛擬團隊合作績效影響之研究，國立中山大學資訊管理研究所碩士論文。
20.鄒平儀（民88），醫療社會工作績效評估模式之建構，東海大學社會工作研究所博士論文。
21.蔡青宏（民85），企業主管領導效能評量之研究，國立成功大學企業管理研究所碩士論文。

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