(3.236.214.19) 您好!臺灣時間:2021/05/09 22:56
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

我願授權國圖
: 
twitterline
研究生:李珮婷
研究生(外文):Pei-Ting Li
論文名稱:業務團隊領導風格與業務人員人格特質對團隊發展之影響-個案研究
論文名稱(外文):The Effects of Leadership Style of the Sales Team and the Personality of the Salesperson on the Team Development: A Case Study
指導教授:楊仁壽楊仁壽引用關係
學位類別:碩士
校院名稱:國立雲林科技大學
系所名稱:企業管理系碩士班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2005
畢業學年度:93
語文別:中文
論文頁數:106
中文關鍵詞:領導風格業務團隊人格特質團隊發展
外文關鍵詞:sales teamleadership styleteam developPer
相關次數:
  • 被引用被引用:6
  • 點閱點閱:363
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:0
在現今市場競爭激烈的經營環境裡,業務團隊的優劣已成為一家公司的競爭優勢來源之一。一個優秀團隊的形成包含許多的影響因素,如團隊領導人的領導風格、成員的人格特質、以及是否能有效管理團隊發展。
團隊有其固定的發展歷程,通常會由形成期、衝突期、規範期、最後演變到績效期,團隊發展需到達績效期才能展現出績效來。理論上,團隊的組成與領導風格會影響其發展歷程,進而影響團隊績效。但過去這方面的研究仍然較少。因此本研究的目的是,透過個案研究探討團隊成員人格特質與領導者的領導風格對於團隊發展歷程的影響。
本研究採取個案研究方法,資料蒐集與分析的方法兼用質性和量化方法,在質的部分運用了公司資料以及訪談的資料,並以質性分析軟體Nvivo進行紮根理論過程的分析;在量的部分則根據文獻設計問卷做調查研究。本研究的對象為某公司的6個業務團隊。本研究嚴謹使用質性與量化方法來實證研究問題,應可以得到比較可靠的研究結果。
從質與量的分析結果發現:(1)領導風格的不同會影響團隊發展的快慢;(2)人格特質的不同亦影響團隊發展的快慢;(3)領導風格與成員人格特質相配合亦影響團隊發展階段。
上述的研究結果在理論上的貢獻包括:(1) 驗證了團隊投入變項(inputs)中的領導風格與人格特質對於團隊發展的影響,(2) 了解何種領導風格或人格特質有助於團隊發展的速度。至於實務上的意涵則是:(1) 為加速團隊發展到績效期,公司應依據有助於團隊發展的領導風格以及人格特質來甄選團隊領導者與業務人員,(2) 當無法透過甄選來改善時,公司應注重領導者的訓練,改變其領導風格。
In the competitive operating environment, the advantage of the leadership of the sales team has become one of the main competitive advantages in a company. A formation of an excellent team includes many factors, such as the leadership style of the leader, the personality of the team members, and the effective management of the team development.
The developmental process of a team is fixed. Usually, the process begins from the period of form, storm, norm, and finally reaches the period of performance. Only when the team development reaches the period of performance will the team performance be shown. Theoretically, the formation and the leadership style of the team will affect its developmental process and team performance. So far, few studies have touched this field; thus, the purpose of the current study was to investigate the effects of the personality of the team members and the leadership style of the leaders on the developmental process of the team on the basis of case study.
The current study was conducted based on case study, data collection and analysis. It adopted both qualitative and quantitative methods. In terms of the qualitative methods, the data from the companies and interviews was used and analyzed with ground theory by qualitative analysis software, Nvivo. As for the quantitative methods, the questionnaire was designed for investigation on the basis of the reviewed literature. The subjects in the current study were six sales teams in one company. In order to obtain more reliable results, the current study adopted both qualitative and quantitative methods.
The results from both the qualitative and quantitative methods showed that 1) different leadership styles will affect the speed of the team development; 2) different personality will affect the speed of the team development ; 3) the differences leadership styles with peoples personality will affect the stage of the team development.
Based on the results of the current study, the theoretical contributions of this study include 1) the effects of leadership style and personality in team inputs on team inputs have been verified; 2) what kind of leadership style or personality accelerating the speed of team development will be understood. As for the implication for the practice, it was found that 1) in order to accelerate the speed of the team development to reach the period of performance, companies have to choose the team leaders and salespersons by the leadership style and personality which will be helpful for team development; 2) companies should emphasize the training for the leaders and change their leadership style when the way for choosing good leaders and salespersons is unavailable.
中文摘要 i
英文摘要 iii
目錄 v
表目錄 vi
圖目錄 vii
第一章、 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 3
第四節 研究程序 4
第二章、 文獻探討 5
第一節 『團隊』與『團體』的定義與區別 5
第二節 團隊發展的定義 9
第三節 領導風格的定義 15
第四節 人格特質 23
第三章、 研究方法 27
第一節 個案公司描述 27
第二節 研究問題 28
第三節 研究設計 28
第四節 研究變項之操作性定義 29
第五節 資料蒐集 31
第六節 資料分析方法 35
第四章、 研究結果 37
第一節 質化研究分析 38
第二節 量化研究分析 48
第三節 研究問題驗證 60
第五章、 結論與建議 64
第一節 研究結論 64
第二節 研究建議 67
第三節 研究限制 69
第六章、參考文獻 70
附錄一 79
附錄二 80
附錄三 87
陳定國、林正誼,1978,「基層幹部領導作風對士氣之影響」,國立政治大學企業管理研究所碩士論文。
吳靜吉、施永發,1979,「主管人員武斷性格與其領導方式關係之研究」國立政治大學公共行政研究所碩士論文。
林財丁,1990,「業務員人員特質及徵選評量表研究」,東海學報,31期,頁399-418。
林財丁、黃康齡,1990,「以自陳式量表衡量業務人員人格特質之研究」,私立東海大學企業管理研究所碩士論文。
楊文銘,1991,「研究發展部門主管領導型態之研究」,私立中國文化大學企業管理研究所碩士論文。
吳秉恩,1993,「組織行為學」,台北:華泰。
Robbins, S. P.,著李茂興、李慕華、林宗鴻 譯,1994,「組織行為 (精華版)」,台北:揚智。
林財丁,1994,「業務人員心理學」,書華出版社。
林財丁、高金豐、陳玄愷,1994,「業務組織管理」,書華出版社。
Robbins, S. P. 著,王秉鈞 譯,1995,「管理學 (四版)」,台北:華泰。
許士軍,1995,「管理學」,台北:東華。
鄭國華,1995,「S量表項目分析與常模表之相關研究(84年版)」,東海大學企業管理研究所碩士論文。
Stephen P. Robbins著、李青芬、李雅婷、趙慕芬合譯,1995,「組織行為論」,華泰。
吳思正,1996,「跨界者與非跨界者在個人管理技能量表之差異研究」,東海大學企業管理研究所碩士論文。
廖川億,1996,「研究發展團隊特性與創新績效關係之研究」,國立中山大學人力資源管理研究所碩士論文。
林玫玫,1996,「領導風格對組織承諾之影響--以組織氣候及內外控為中介變項」,國立中正大學企業管理研究所碩士論文。
Anselm Strauss and Juliet Corbin合著、徐宗國譯,1997,「質性研究概論」,巨流,台北。
Burger J. M.著、林宗鴻譯,1997,人格心理學,台北:揚智。
李弘暉,1997,「高績效團隊管理的理論基礎 - 團隊理論模型綜述」,中國行政評論,第6 卷,第4 期,頁87-104。
李郁文,1998,「團體動力學:群體動力的理論與實務」,台北:桂冠。
鄭瓊芳,1998,「團隊建立法應用於非營利組織運作之研究」,國立政治大學公共行政研究所碩士論文。
李弘暉、鍾麗英,1999,「團隊運作過程對團隊績效之影響之研究」,人力資源學報,第11 期,頁1-18。
房冠寶,2000,「人格特質與工作績效的關聯性研究:以證券業後勤行政人員為例」,國立台灣科技大學/管理研究所碩士論文。
楊玉琪,2001,「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。
王建忠,2001,「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。
蔡居隆,2001,「領導型態與主管效能之研究─以台灣南區郵政管理局為例」,國立中山大學人力資源管理研究所碩士論文。
黃世忠,2002,「組織結構、領導風格、員工個人特質、工作特性與工作滿足關係之研究-以中山科學研究院電子系統研究所為例」,私立中原大學企業管理研究所碩士論文。
劉世閔、吳璟,2002,「NVivo:新世紀的質性研究電腦輔助軟體」,慈濟大學人文社會科學學刊, 頁135-151。
沈慶龍,2002,「業務員人格特質、推銷行為及其績效之研究--以汽車代理商為例」,人力資源管理學報,頁107-126。
鄭勝泰,2002,「人格特質對工作績效影響之探討─以某運輸服務業之T公司為例」,國立中央大學/人力資源管理研究所碩士在職專班碩士論文。
鄭勝文,2003,「空軍飛機修護基層主管領導型態與領導效能關係之研究」,國立中正大學企業管理研究所碩士論文。
劉怡攸,2003,「團隊虛擬化程度與情境配適對團隊效能影響之研究」,雲林科技大學企業管理研究所碩士論文。
涂政源,2003,「主管的領導風格、情緒能力與員工對上司承諾關係之研究」,國立中正大學企業管理研究所碩士論文。
陳儀蔓,2003,「任務特性、成員特性、領導風格與工作滿意關係之研究」,私立逢甲大學企業管理研究所碩士論文。
張翊祥,2004,「團隊成員人格特質組合對團隊效能影響之研究 — 以團隊互動過程為中介變項」,中原大學企業管理研究所碩士論文。
黃瓊億,2004,「團隊成員人格特質、團隊運作對團隊效能的影響」,國立中興大學企業管理學系研究所碩士。
謝明宏,2005,「業務人員銷售技能發展之研究─以一般消費性產業及醫藥物流產業為例」,朝陽科技大學企業管理研究所碩士論文。
Allport, G.. W., 1937, Personality: A Psychological Interpretation, New York: Holt, Rinehart & Winson.
Arnold, J. S. & McMurry, R. N., 1968, How to Build a Dynamic Sales Organization, New York: McGraw - Hill Book Co.
Ainger, A., Kaura, R. & Ennals, R., 1995, Executive Guide to Business Success though Human-centered Systems, New York: Springer.
Bengem, E. J., 1965, “What Traits and Work Habits Characterize Duccessful Salesman?”, Sales Management, pp. 54-56.
Busch, P. & Wilson, T. D., 1976, “An Experimental Analysis of a Salesman’s Expert and Referent Bases of Social Power in the Buyer-seller Dyad,” Jounal of Marketing Research, Vol.13(Febryary), pp. 3-11.
Bales, R. F., & Strodtbeck, F. L., 1951, “Phase in Group Problem-solving,” Journal of Abnormal and Social Psychology, Vol. 46, pp. 485-495.
Bennis, W. G.. & Shepard, H. A., 1956, “A Theory of Group Development,” Human Relations, Vol. 9, pp. 415-457.
Bion, W. R., 1961, Experiences in Groups, New York: Basic BooksInc.
Bales, R. F. & Cohen, S. P., 1979, Symlog: A System for the Multiple Level Observation of Groups, New York: Free Press.
Buchholz, S., Roth, T. & Hess, K., 1987, Creating the High-PerformanceTeam, New York: John Wiley & Sons, Inc.
Barrick, M. R., & Mount. M. K., 1991, “The Big Five Personality Dimensions and Job Performance : A Meta – analysis,” Personality Psychology, Vol. 44, pp. 1-26.
Barry, B. & Stewart. G.. L., 1997, “Composotion, Process, and Performance in Self-managed Groups: The Role of Personality”, Journal of Applied Psychology, Vol.82, pp. 62-78
Barrick, M. R., & Stewart. G. L., 1998, “Relating Member Ability and Personality to Work-team Processes and Team Effectiveness ,” Journal of Applied Psychology, Vol. 83, pp. 377-391.
Cattell, R. B., 1946, The Description and Measurement of Personality Yonkers, New York: World Book.
Chen, J. L. C., 1983, “Interdependence and Coordination in Organizations : A Role -System Analysis,” Academy of Management Journal, Vol. 26, No 1, pp. 156-162.
Dalrymple, D. J., 1982, Sales Management:Concepts & Case, New York: Wiley.
Elsby, F. H., 1969, Marketing and the Sales Manager, Pergamon Press Co.
Fisher, A. C., 1970, “Cost of Ending the Draft: Reply,” American Economic Review, Vol. 60, Issue 5, p979, 5p.
Fisher, B. A., 1975, “Decision Emergence:Phases in Group Decision-making,” Speech Monographs,Vol.37, pp. 53-66.
Gersick, C. J. G., 1988, “Time an Transition in Work Teams:Toward a New Model of Group Development,” Academy of Management Journal, Vol. 31, Issue 1, p9, 33p.
Gladstein, D. L., 1984, “Group in Context : A Model of Task Group Effectiveness,”Administrative Science Quarterly , Vol. 29 , pp 499-517.
Gersick, C. J. G., & Hackman, J. R., 1990, “Habitual Routines in Task-Performing Groups,” Organizational Behavior & Human Decision Processes, Vol. 47, Issue 1, p65, 33p.
Herbert, M.G. & Mayer, D., 1964, “What Makes a Good Salesman,” Harvard Business Review, pp. 119-125.
Hall ,C. S. & Lindzey, G., 1970, Theories of Personality, New York:John Wiley and Sons.
Hersey & Blanchard, 1977, Management of Organizational Behavior, 4th dition, Englewood Cliffs, NJ: Prentice-Hall.
Hackman, J. R., 1987, The Design of Work Team. Handbook of Organizational Behavior, NJ: Prentice- Hall.
Hackman, J. R., 1990, Group that Work, San Francisco : Jossey- Bass.
Jsckson, Jr. D. W. & Cunningham,W. H., 1988, Selling: The Personal Force in Marketing, New York: John Wiley & Sons.
Jessup, H. R., 1992, “The Road To Results For Teams,” Training & Development, Vol. 46, Issue 9, p65, 4p, 1 diagram.
Jones & Bearley, 2001, “Facilitating Team Development: A View From the Field,” Group Facilitation:A Research and Applications Journal-Number3,Spring
Knowles, M., & Knowles, H., 1959, Introduction to Group Dynamics, New York: Associated Press.
Katzenback, J. R., & Smith, D. K., 1993, “The Wisdom of Teams: Creating High Performance Organization,” Harvard Business Review, March- April, pp.111-120.
Kathuria, R., & Anandarajan, M. & Igbaria, M., 1999, “Linking IT Applications with Manufacturing Strategy: An Intelligent Decision Support System Approach,” Decision Sciences, Vol. 30, Issue 4, p959, 33p.
Lipnack, J., & Stamps, J., 1997, Virtual Teams: Reaching Across Space, Time, and Organizations with Technology, New York: John Wiley & Sons.
Lamont, L. M.& Lundstrom,W. J., 1977, “Identifying Successful Industrial Saesmen by Personality and Personal Characteristics,” Joutnal of Marketing Research , Vol.14 (November) , pp. 517-529.
Lacoursiere, R. B., 1980, The Life Cycle of Groups:Group Development Stage Theory, New York:Human Sciences Press.
Lewis, J. P., 1993, How to Build and Manage a Winning Project Team, NY: American Management Association.
Ledford Jr., G. E., & Lawler, E. E., 1995, “Reward Innovations in Fortune 1000 companies”, Compensation & Benefits Review, Vol. 27 Issue 4, p76, 5p, 3 charts.
Murray, H. A., 1938, Exploration in Personality, New York: Oxford University Press.
Moss, S., 1978, “What Sales Executives Look for in New Salespeople,” Sales and Marketing Management, Vol. 47.
Mohrman, S. A., Cohen, S. G. & Mohrman, A. M., Jr., 1995, DesigningTeam-Based Organizations: New Forms for Knowledge Work, San Francisco:Jossey-Bass.
McFletcher, D., 1996, Teaming by Design : Real Teams for Real People, Chicago, IL: Irwin Professional Publishing.
Quick, T. L., 1992, Successful Team Building, New York: American Management Association.
Robbins, S. P. & Decenzo, D. A., 2001, Fundamentals of Management: Essential Concepts and Applications, 3rd Ed., NJ: Prentice Hall Inc.
Robinson, D., 1981, The Salesman Ambassador of Progress, Published by Sales and Marketing Executives Internation.
Robbins, S. P., 1990, “Organization Theory:Structure, Design, and Applicaion,” New Jersy: Prentice-Hall Inc, pp. 176-177.
Robbins, S. P., 1996, Organizational Behavior: Concepts, Controversies,Applications, Englewood Cliffs, NJ: Prentice- Hall.
Stogdill, R. M. & Coons, A. E., 1957, “Leader Behavior: It’s Description and Measurement,” Ohio: Bureau of Business Research, The Ohio State university, No. 88, pp. 1-27.
Schutz, M. K., 1977, “Interpersonal Underworld,” Human Relations, Vol. 30, Issue 9, p803, 13p, 2 charts.
Shipp Jr., R. D., 1980, Practical Selling, Boston: Houghton Miffin Co.
Shonk, J. H., 1982, Working In Teams: A Practical Manual For Imporving Work Groups, New York: AMACOM.
Spiro, R. L. & Weitz, B. A., 1990, “Adapative Selling:Conceptualization,Management and Nomological V Ability,” Journal of Marketing Research, Vol.27(February), Issue. 61, pp.156-165.
Salas, E., Dickinson, T. L., Converse, S. A. & Tannenbaum, S. I., 1992,Toward an Understanding of Team Performance and Training, In Swezey R. W.& Salas E. (Eds.), Teams: Their Training and Performance, NJ: Ablex, pp.3-29.
Senge, P. M., 1996, “Leading Learning Organizations,” Training & Development, Vol. 50, Issue 12, p36, 2p.
Tuckman, B. W., 1965, “Development Sequence in Small Groups,” Psychological Bulletin, Vol.63, pp. 348–399.
Terry, G.. R., 1960, Principle of Management, 3rd edition. Homewood: Richard D. Irwin, Inc, 5
West, M. A., & Anderson, N. R., 1996, “Innovation in Top Management Teams,” Journal of Applied Psychology, Vol. 81, Issue 6, p680, 14p.
Wheelan, S. A. & Hochberger, J. M., 1996, “Validation Studies of the Group Development Questionnaire,” Small Group Research, Vol. 27, pp.143-170.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
系統版面圖檔 系統版面圖檔