(18.232.55.103) 您好!臺灣時間:2021/04/23 01:49
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:卓明德
論文名稱:團隊多元化是否提高團隊創造力?華人團隊領導者幽默類型與團隊幽默感的干擾作用
論文名稱(外文):Does team diversity improve team creativity in Chinese context? The role of humor style and team humor
指導教授:張火燦張火燦引用關係
學位類別:碩士
校院名稱:國立彰化師範大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2007
畢業學年度:95
語文別:中文
論文頁數:92
中文關鍵詞:團隊多元化團隊創造力幽默類型團隊幽默感
相關次數:
  • 被引用被引用:5
  • 點閱點閱:303
  • 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:6
提升廣告設計業競爭力,首要條件是提升團隊創造力。團隊可透過多元化與幽默刺激擴散性思考增進團隊創造力;然而幽默為西方文化的產物,對團隊創造力有正面的影響,但在華人社會是否相同之影響? 由於不同文化對幽默類型有不同的認知,在西方個人主義文化下認為管理者使用自嘲型幽默,會將降低部屬對領導者的信心,但在華人特殊的面子文化下,自嘲式幽默將會產生不同影響。對於團隊多元化與團隊創造力之間關係,許多研究發生歧異的結果,由於研究結果上的不一致,因此兩者之間存在干擾變數。
本研究之研究目的為:1.探討團隊領導者使用自嘲型幽默與社交型幽默對團隊創造力影響的比較效果;2.探討團隊領導者使用不同幽默類型,干擾團隊多元化與團隊創造力之關係;3.探討團隊幽默對團隊多元化與團隊創造力關係的干擾效果。
本研究以立意抽樣方式,選取近五年時報廣告金像獎,預計抽取70家廣告設計業,各發放2個團隊問卷,作為研究樣本,共計回收有效問卷75個團隊,以驗證性因素分析與二階階層迴歸分析進行資料分析。
研究發現:1.團隊領導者使用自嘲型幽默比社交型幽默對團隊創造力影響大;2.團隊領導者的自嘲型幽默與社交型幽默能緩和資訊多元化對團隊創造力的負向影響;3.團隊幽默感對團隊多元化各構面對團隊創造力之影響有干擾效果。
整理上述研究結果,本研究提出以下管理意涵:1.根據不同文化運用不同幽默類型;2.培養團隊幽默感以整合團隊多元化的優點;3.拉近團隊領導者與團隊成員間的距離,容許工作中的幽默行為,以提升團隊創造力。最後提出未來研究方向。
To cope with the changing environment and satisfying customer’s need, the organizations gradually became the team-based structure, especially advertisement design team. Hence, it was important to explore how to increase team creativity. The team could stimulate divergent thinking to improve creativity through humor. But the perceptions of kinds of humor were not the same in different cultures. Mangers who used defeating humor would reduce team members’ confidence to team leader in Individualism context. Members also thought defeating humor was an improperly behavior. But in Chinese culture, we accepted defeating humor for maintaining the harmony and the group benefits. Hence, the defeating humor would make difference impact in Chinese culture.
During the process of AD design, organization needed different kinds of professions to increase creativity. Hence, we discussed how team diversity affected team creativity. The relationship between team diversity and team creativity was inconsistent. Some researches indicated diversity affected team positively, but other researches state it was hard to integrate diversity because of various opinions. Therefore, there were some moderators between team diversity and team creativity. In this study, first, we discussed how different kinds of humor used by team leader moderated the relationship between team diversity and team creativity. Second, because of the functions of humor in the workplace facilitated communication and increased creativity, we also discussed humor at team level.
This research was conducted at advertising times-award in recent five years by purposive sampling. Each of the 152 subjects was given a questionary to fill out. Total of 87 questionaries were returned. Out of those, 75 teams was valid. Valid samples were analyzed through confirmatively factor analysis and hierarchical regression analysis. Conclusion and recommendations were made from statistical results. Results suggested that team leaders used self-defeating humor affect team creativity effectively than affiliative humor, and both of two humor styles moderated the relationship between informational diversity and team creativity. Additionally, team humor moderated the relationship team diversity and team creativity. We discussed the practical implications of these results as well as the research implications for future studies.
中文摘要..................................................Ⅰ
Abstract.................................................Ⅲ
目錄.....................................................Ⅴ
圖目次...................................................VII
表目次....................................................Ⅸ
第一章 緒論................................................1
第一節 研究背景與動機.................................. ..1
第二節 研究目的.............................................4
第三節 研究流程.............................................4
第四節 名詞釋義.............................................5
第二章 文獻探討.............................................7
第一節 團隊領導者使用自嘲型幽默比社交型幽默對團隊創造力影響大.....7
第二節 團隊領導者幽默類型干擾團隊多元化對團隊創造力之影響........18
第三節 團隊幽默感干擾團隊多元化對團隊創造力之影響...............27
第三章 研究方法............................................29
第一節 研究架構與假設..................................... .29
第二節 研究對象............................................31
第三節 研究工具............................................32
第四節 調查實施............................................39
第五節 資料分析............................................39
第四章 研究結果與討論.......................................42
第一節 樣本描述............................................42
第二節 相關分析. ..........................................44
第三節 團隊領導者使用自嘲型幽默比社交型幽默
對團隊創造力影響大...................................46
第四節 團隊領導者幽默類型干擾團隊多元化對團
隊創造力之影響......................................47
第五節 團隊幽默感干擾團隊多元化對團隊創造力
之影響.............................................54
第五章 結論與建議.........................................60
第一節 研究主要發現.......................................60
第二節 研究結論...........................................64
第三節 研究建議...........................................67
第四節 研究限制...........................................73
參考文獻.................................................75
中文部份......................................................75
英文部分.................................................75
附錄....................................................86
附錄 問卷信函............................................86
參考文獻
一、中文部份
余嬪,2004。樂在工作-組織玩興研究。高雄師大學學報,1(16),19-37。
許峻豪與鄭谷苑,2005。圖像幽默理解歷程與雙路徑幽默理解模式。應用心理研究,26,117-142。
黃家齊與蔡達人,2003。團隊多元化與知識分享、知識創造及創新績效。台大管理論叢,13(2),253-279。
陳學志,2004。從哈哈到啊哈:統整知、情、意、行的幽默課程對創造力培養的影響。教育心裡學報,3(4),393-411。
二、英文部分
Alexander, P. V., Randolph, C. A., David, H. R., & Nathan M. (2003). Humor and hope: Can humor increase hope? Humor, 16(1), 79-89.
Amabile, T. M. (1983). Social psychology of creativity: A componential conceptualization. Journal of Personality and Social Psychology, 45(2), 357-377.
Amason, A. C. (1996). Distinguishing the effects of functional and dysfunctional conflict on strategic decision making: Resolving a paradox for top management teams. Academy of Management Journal, 39(1), 123-148.
Amason, A., & Sapienza, H. (1997). The effect of top management team size and interaction norms and cognitive and affective conflict. Journal of Management, 23(4), 496-516.
Ancona, D. G., & Caldewell, D. F. (1992). Demography and design: Predictors of new product team performance. Organization Science, 3(3), 321-341.
Arthur A. R. (2004). Expanding disposition theory: Reconsidering character liking, moral evaluations, and enjoyment. Communication Theory, 14(4), 348-370.

Bantel, K. A., & Jackson, S. E.(1989). Top management and innovations in banking: Does the composition of the top team make a difference? Strategic Management Journal, 10(4), 107-124.
Becker, T. E., & Colquitt, A. L. (1992). Potential versus actual faking of a biodata form: An analysis along several dimensions of item type. Personnel Psychology, 45, 389-406.
Bliese, P. D. (2000). Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis. In K.J. Klein & S. W. J. Kozlowski(Eds.), Multilevel theory, research and methods in organizations:Foundations, extensions, and new directions (pp.349-381). San Francisco: Jossey-Bass.
Bonaiuto, Marino, Elio, C., & Anitionio Pierro. (2003). Arguing and Laughing: The use of humor to negotiate in group discussion. Humor, 16(2), 183-223.
Brown, P., & Levinson, S. C. (1978). Universals in Language Usage: Politeness Phenomena. In N. G. Esther (Ed.). Questions and Politeness (pp. 56-289). New York: Cambridge University.
Byrne, D. F. (1971). The attraction paradigm. New York: Academy.
Chia, J. H., Hsiao, Y. U., Liu, S. J., & Chang. C. (2005). Positive psychological measure: constructing and evaluating the reliability and validity of a Chinese humor scale applicable to professional Nursing. Journal of Nursing Research, 13(3) 206-215.
Cheng,C. Y. (1986). The concept of face and its confucian roots. Journal of chinese philosophy, 13(4), 329-348
Chen, Z. X., & Francesco, A. M. (2003). The relationship between the three components of commitment and employee performance in China. Journal of Vocational Behavior, 62(3), 490-510.
Cocroft, B. A. K., & S. Ting-Toomey. (1994). Facework in Japan and in the United States. International Journal of Intercultural Relations, 18(4), 469–506.
Coser, L, A. (1956). The functions of social conflict. New York: Free.
Craik, K. H., Lampert, M. D., & Nelson, A. J. (1996). Sense of humor and styles of everyday humorous conduct. Humor-International Journal of Humor Research, 9(3), 273–302.
David, W. R., Kim T., & Loretta F. C. (2006). The effect humor and goal setting on individual brainstorming performance. Journal of American Academy of Business, 10(1), 31-36.
David, G., & Timothy, C,. (2003). Displaying group cohesiveness: Humor and laughter in the public lectures of management gurus. Human relation, 56(12), 1515-1544.
Decker, W. H. (1991). Style, gender, and humor effects in evaluating leader. The Mid- Atlantic Journal of Business, 27(2), 117-128.
Deluga, R.J. & Souza, J.(1991).The effects of transformational and transactional leadership style on the influencing behavior or subordinate police officers. Journal of Occupational Psychology, 64(1), 49-55.
Donnellon, A. (1993). Crossfunctional teams in product development: Accommodating the structure to the process. The Journal of Product Innovation Management, 10(5), 377-392.
Duncan, W. J. (1982). Humor in management: Prospects for administrative practice and research. Academy of Management Review, 7(1), 136-142.
Earley, P. C. (1997). Doing an about-face: Social motivation and cross-cultural currents. In P. C. Earley & M. Erez (Eds.), New Perspectives on International Industrial/Organizational Psychology (pp. 243-275). San Francisco: Jossey-Bass.
Edgar, B., & Pryor, B. (2003). Cognitive processing, creativity, apprehension, and the humorous personality. North American Journal of Psychology, 5(1),31-46.
Edmunds, Angela, & Anne Morris. (2000). The problem of information overload in business organizations: a review of the literature. International Journal of Information Management, 20(1), 17-28.
Eisenhardt, K. M., Jean L. K., & Bourgeois, L. J.(1997). How management teams can have a good fight. Harvard Business Review, 75(4), 77-85.
Eric, J. Romero, & Terry R. Pearson. (2004). The relationship between humor and group productivity: An exploratory study. Journal of management, 4(1), 53-61.
Fabio, S. (2003). Laughing all the way to the bank. Harvard Business Review. 81(9), 16-19.
Gay, L. R. (1996). Education research: Competencies for analysis and application (5th ed.). New York : Merrill.
Gladstein, F. A. (1977). Empathy and counseling outcome: an empirical and conceptual review. Counseling Psychologist, 6(4), 70-77.
Glick, W. H.(1985). Conceptualizing and measuring organizational and psychological climate: Pitfalls in multilevel research. Academy of Management Review, 10, 601-616.
Glick, W. , & Miller, C. , & Huber, W. (1993). The impact of upper echelon diversity on organizational performance, In G. Huber & W. Glick,(Eds.). Organizational Change and Redesign (pp. 176-224). Englewood Cliffs, NY:Oxford University.
Hair, J. F., Anderson, R. E., Tatham, R., & Black, W. C. (1998). Multivariate data analysis with readings(5th ed.). New Jersey: Merrill.
Hamilton, A. (2000). Goof-off guide. Time,155(24),94-96.
Hahn., Minhi., Robert Lawson, & Young G. Lee. (1992) The effects of time pressure and information load on decision quality. Psychology and Marketing, 9(5), 365-378.
Hashem, M. E. (1994). Play and humor in the college classroom: Using play as a teaching technique in interpersonal communication classes. (ERIC Document Reproduction Service No. ED372 422.)
Hoffman, M. L. (1984). Interaction of affect and cognition in empathy. In C. E. Izard, J. Kagan & R. B. Zajonc (Eds.), Emotion, cognition, and behavior (pp. 103-131). England: Cambridge.
Hofstede, G. (2001). Culture’s Consequences. Beverly Hills:Sage.
Isen, A. M., Daubam, K. A., & G. P. Nowicki. (1987). Positive affect facilitates creative problem solving. Journal of Personality and Social Psychology, 52(6), 1122-1131.
Jackson, S. E., Brett, J. F., Sessa, V. I., Cooper, D. M., Julin, J. A., & Peyronnin, K.(1991). Some differences make a difference: Individual dissimilarity and group heterogeneity as correlates of recruitment, promotions, and turnover. Journal of Applied Psychology, 76(5), 675-689.
James, L.R., Demaree, R.G., & Wolf, G. (1993). An assessment of within-group interrater agreement. Journal of Applied Psychology, 78, 306-309.
James, L. R. (1982). Aggregation bias in estimates of perceptual agreement. Journal of Applied Psychology, 67, 219-229.
Jehn, K. A., Northcraft, G. B., & Neale, M. A. (1999). Why difference make a difference: A field study of diversity, conflict, and performance in workgroup. Administratives Science Quarterly, 44(4), 741-763.
John R. Austin. (1997). A cognitive framework for understanding demographic influences in groups. The International Journal of Organizational Analysis, 5(4), 342-359.
King, N. & Anderson, N. (1990).Innovation in working group. In M.A. West & J.L. Farr(Eds.), Innovation and creativity at work: psychological and organizational strategies (pp.81-100). New York: John Wiley & Sons.
King, Y. C., & Myers, J. T. (1977). Shame as an incomplete conception of Chinese culture: A study of face. Hong Kong:The Chinese university.
Korsgaard, M. A., & Roberson, L. (1995). Procedural justice in performance evaluation: The role of instrumental and non-instrumental voice in performance appraisal discussion. Journal of Management, 21(4), 657-669.
Kramer, R. M. (1991). Intergroup relations and organizational dilemmas: The role of categorization processes. Research in Organizational Behavior, 13(2), 191-228.
Kurtzberg, T. R., & Amabile, T. M. (2001). From Guilford to creative synergy: Opening the black box of team-level creativity. Creativity Research Journal, 13(3-4), 285-294.
Lefcourt, H. M., & Martian, R. A. (1986). Humor and Life Stress : Antidote to Adversity. New York: Springer-Verlag.
Leonard, D. A., & Swap, W.C. (1999). When sparks fly. Boston : Harvard Business School.
Liao Chao-chi. (1999). Appreciating English jokes: Self-deprecating vs. other-deprecating. Studies in English Language and Literature. 5(1). 1-14.
Lisa Hope Pelled, Kathleen M. Eisenhardt, & Katherine R. Xin. (1999). Exploring the black box: An analysis of work group diversity, conflict, and performance. Administratratives Science Quarterly, 44(1), 1-28.
Long, D. L., & Graesser, A. C. (1988). Wit and humor in discourse processing. Discourse Processes, 11(1), 35-60
Martin, R. A., & Lefcourt, H. M. (1983). Sense of humor as a moderator of the relation between stress and moods. Journal of Personality and Social Psychology, 45(6), 1313-1324.
Martin, W. B. W. (1987). Students’ perceptions of causes and consequences of embarrassment in the school. Canadian Journal of Education, 12(2), 277-293.
Martin, R. A. (2004). Sense of humor and physical health: Theoretical issues, recent findings, and future directions. Humor-International Journal of Humor Research , 17(1-2), 1-19.
Martin, R. A., Patricia Puhlik-Doris, Gwen Larsen, Jeanette Gray, & Kelly Weir. (2003). Individual differences in uses of humor and their relation to psychological well-being: Development of the humor styles questionnaire. Journal of Research in Personality, 37(1), 48–75.
Mason, Charlotte H., & William D. Perreault, Jr.. (1991). Colinearity, power, and interpretation of multiple regression analysis. Journal of Marketing Research ,28(3), 268-280.
Mayer, R. E. (1999). Fifty years of creativity research. In R. J. Sternberg, (Ed.) Handbook of Creativity. (pp.449). New York: Cambridge University.
McGrath, J. E., Berdahl, J. L., & Arrow , H. (1995). Traits,expectations, culture, and cout: The dynamics of diversity in workgroups. In S. E. Jackson & M. N. Ruderman(Eds.)Diversity in WorkTeam. (pp. 17-45). Washington, DC: American Psychological.
McLeod, P. L., Lobel, S. A., & Cox, T. H. (1996). Ethnic diversity and creativity in small group. Small Group Research, 27(2), 248-264.
Morreal, J. (1991). Humor and Work. Humor-International Journal of Humor Research, 4(3), 359-373.
Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effect of diversity in organizational groups. The Academy of Management Review, 21(2), 402-433.
Mossholder, K. W., Kermery, E. R., & Wesolowski, M. A. (1998). Relationship between bases of power and work reactions: The meditational role of procedural justice. Journal of Management, 24(4), 522-533.
Nonaka, I., & Takeuchi, H. (1995). The knowledge-creating company. New York:Holt, Rinehart, and Winston.
Nezlek, A. M., & Derks, P. (2001). Use of humor as a coping mechanism, psychological adjustment, and social interactions. Humor-International Journal of Humor Research, 14(4), 395-413.
Obstefeld, David, M. (2001). Telling more what we know: Examining the social process of knowledge creation and innovation. Unpublished doctoral dissertation, State University of Michigan.
Ofra, N., Baruch, N., & Leong, S. Y., (2001). Singaporean Humor: A cross-culture, cross-gender comparison. The Journal of General Psychology, 128(2), 143-156.
Ogletree, E. J. (1996). The comparative status of the creative thinking ability of waldorf education students: A survey. (ERIC Document Reproduction Service, No.ED-400-948).
O’Reilly, C. A., Caldwell, D. F., & Barnett, W. P. (1989). Work group demography, social integration, and turnover. Administrative Science Quarterly, 34(1), 21-37.
Pamela, T., Steven, M. F., & George, B. G., (1999). An examination of leadership and employee creativity. Personnel Psychology, 52(3), 591-620.
Rareshide, S. W. (1993). Implication for teachers’ use of humor in the classroom. (ERIC Document Reproduction Service No. ED359 165).
Rodriguez, R. A. (1998). Challenging demographic reductionism: A pilot study investigating diversity in group composition. Small Group Research, 29(4).
Schmit, M.J., & Kihm, J.A. (2000) .Development of a global measure of personality. Personnel Psychology, 53(1), 53-193.
Smith, K. G., Smith, K. A., Olian, J. D., Sims, H. P., O’Bannon, D. P., & Scully, J. A. (1994). Top management team demography and process: The role of social integration and communication. Administrative Science Quarterly, 39(4), 412-438.
Spector , E. P., & Fox, S. (2003). Reducing subjectivity in the assessment of the job environment: development of the factual autonomy scale. Journal of Organizational Behavior, 24(4), 417-432.
Susan Mohammed, & Linda C. Angell. (2004). Surface- and deep-level diversity in working group: examining the moderating effects of team orientation and team process on relationship conflict. Journal of Organizational Behavior, 25(8), 1015-1039.
Sujin, K. Horwitz. (2005). The compositional impact of team diversity on performance: Theoretical Considerations. Human Resource Development Review, 4(2), 219-246.
Suls, J. (1972). A two-stage models for the appreciation of jokes and cartoons: An information processing analysis. In J. N. Goldstein & P. E. McGhee (Eds.), Handbook of Humor Research (pp.39-58). New York: Springer Verlag.
Szabo, A. (2003). The acute effects of humor and exercise on mood and anxiety. Journal of Leisure Research, 35(2),152-162.
Tajfel, Henry, M. G. Billig, R. P. Bundly, & C. Flament. (1971). Social categorization and intergroup behavior. European Journal of Social Psychology, 1(2), 149-178.
Thorson, J. A., & Powell, F. C. (1993). Development and validation of a multidimensional sense of humor scale. Journal of Clinical Psychology, 49(1), 13-23.
Ting, T. S. (1994). Face and Facework: An Introduction. In S. Ting, T. (Ed.). The Challenge of Facework (pp.1-14). NY: State University.
Tjosvold, D. (1974). Threat as a low-power person’s strategy in bargaining: Social face and tangible outcomes. International Journal of Group Tensions, 4(4), 494–510.
Tjosvold, D., Chun Hui, & Halfa Sun. (2004). Can Chinese discuss conflicts openly? Field and experimental studies of face dynamics in China. Group Decision and Negotiation, 13(4), 351–373.
Triandis, H. C. (1989). Self and social behavior in differing cultural contexts. Psychological Review, 96(3), 269-289.
Tse, D. K., Francis, J., & Walls, J., (1994). Cultural differences in conducting intra- and inter-cultural negotiations: A Sino-Canadian comparison. Journal of International Business Studies 24(3), 537–555.
Turner, John C. (1975). Social comparison and social identity: Some comparisons for intergroup behavior. European Journal of Social Psychology, 5(1), 5-34.
Vassilis, S., & Christel, S. (2002). Humor style questionnaire: personality and educational correlates in Belgian high school and college students. European Journal of personality, 16, 43-54.
Veatch, T. C. (1998). A theory of humor. Humor-International Journal of Humor Research 11(2), 160-215.
Wagner, G. W., Pfeffer, J., & O’Reilly, C. A. (1984). Organizational demography and turnover in top-management groups. Administrative Science Quarterly, 29(1), 74-92.
Wagner, R. J., Baldwin, T. T., & Roland, C. C. (1991). Outdoor training: revolution or fad. Training and Development, 45(3),50-56.
Wagner, R. J., & Roland, C. C. (1992). How effective is outdoor training. Training & Development, 46(7), 61-64.
Watson, W., Kumar, K., & Michaelsen, L. (1993). Cultural diversity’s impact on interaction process and performance: Comparing homogeneous and diverse task groups. Academy of Management Journal, 36(3), 590-602.
Wyer, R. S., & Collins, J. E. (1992). A theory of humor elicitation. Psychological Review, 99(4), 663-688.
William, F. S., Park, H, S., & Rachel K. Kim. (2004).Intentional self embarrassment.Communication Studies, 55(2), 379-399.
Williams, Y. K., & O’Reilly, C. A. (1998). Demography and diversity in organization: a review of 40 years research. Research in Organizational Behavior, 20(2), 77-140.
Woodman, R. W., Sawyer, J. E., & Griffin, R. W. (1993). Toward a theory of organization creativity. Academy of Management Review, 18(2), 293-321
Yi-Ping Lee, & Brian H. Kleiner. (2005). How to use humor for stress management. Management Research News, 28(11-12), 179-187.
Yuqin, Z. (2001). Chinese face and face Work. Intercultural Communication Studies, 10(3), 9-16.
Zillmann, D., & Stocking, S. H. (1976). Putdown humor. Journal of communication, 26(2), 154-163.
Ziv, A. (1983). The influence of humorous atmosphere on divergent thinking. Contemporary Educational Psychology, 8, 68-75.
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