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研究生:劉乾彬
研究生(外文):Chien-Pin Liu
論文名稱:團隊合作對團隊績效與工作滿意度影響之研究:以個人主義為干擾變項
論文名稱(外文):The Effect of Teamwork on Team Performance and Job satisfaction- Individualism as a Moderator
指導教授:黃新福黃新福引用關係
指導教授(外文):Shin-Fu Hwang
學位類別:碩士
校院名稱:銘傳大學
系所名稱:管理研究所碩士在職專班
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:2008
畢業學年度:96
語文別:中文
論文頁數:106
中文關鍵詞:個人主義團隊績效工作滿意度團隊合作
外文關鍵詞:IndividualismTeam PerformanceJob satisfactionTeamwork
相關次數:
  • 被引用被引用:42
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  在科技的快速發展與全球化的高度競爭環境下,台灣高科技產業需要不斷地研發與開創具有附加價值的技術,以迎合多變的世界需求。以專案型態來解決個別的問題已成為企業營運的模式,而研發人員更是掌握企業競爭優勢的關鍵因素。組織為了有效運用資源與降低成本、提高生產力與工作效率,往往運用研發團隊運作方式,以最少的人力來創造最佳績效,進而維持組織的競爭優勢。因此,本研究以研發及專案團隊為對象,針對研發及專案人員的團隊合作對績效與工作滿意的影響進行研究,並探討個人主義的干擾效果。根據研究所得結果,提供相關改善建議,使其對團隊績效與工作滿意度的提高有所助益。
  本研究採用問卷調查法,並使用SPSS分析軟體,透過信度分析、次數分配表、描述性統計分析、相關分析、迴歸分析及T 檢定等方式檢定各研究假設,結果發現:
一、團隊合作與團隊績效呈顯著的正關聯。
二、團隊合作與工作滿意度呈顯著的正關聯。
  依據上述的調查結果,本研究對研發及專案人員與企業提出下列建議:
一、實施責任分工,輪替領導。
二、公司應明定績效獎勵辦法,讓員工的報酬更公平。
三、強化團隊成員的合作,以提升團隊績效與工作滿意度。
四、做好任務衝突管理以創造雙贏局面。
Under the situation of speedy advanced technology and global high degree competition, high technical industries in Taiwan have to develop and create continuously the techniques which have the additional values in order to satisfy changeful requirements. To solve the individual questions with specialized projects it has been the form of the enterprise management. Research personnel is the main factor that hold the superiority of competition for the enterprise. In order to effectively utilize resource, lower cost, raise productivity and work efficiency the enterprise often utilize the way of the operation of the teamwork to create best team performance, advance to maintain the superiority of competition of the enterprise. Hence, the research investigates the effect of the team performance and the Job satisfaction for the teamwork of the research and project personnel and discusses the effects of interference of individualism. According to the result of the research, it provides concerned suggestions to be improved in order to raise team performance and Job satisfaction.
The research adopts the questionnaire and SPSS by the ways of reliability, frequency distribution , descriptive statistics, correlation, regression analysis and T-test as follow:
A.The teamwork and team performance appear the obvious positive correlation.
B.The teamwork and Job satisfaction appear the obvious positive correlation.
Acccording to the above-mentioned results, the research provides the suggestions for the research and project personnel and the enterprise as follow:
A.Enforce the system of personal responsibility and division of labour and lead by turns.
B.The enterprise should lay down the system of encouragement of Performance in order to be more fair for the remuneration.
C.Strengthen the cooperation of the team in order to advance the team performance and the Job satisfaction.
D.Manage well the conflict of mission in order to create the win of the both sides.
目錄 Ⅰ
圖目錄 Ⅲ
表目錄 Ⅳ
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究問題與目的 4
1.3 研究方法與流程 5
1.4 研究對象與範圍 8
1.5 重要名詞界定 9
第二章 文獻探討 11
2.1 團隊合作 11
2.2 個人主義 17
2.3 團隊績效 23
2.4 工作滿意度 32
2.5 各變數間的關係 38
第三章 研究設計 41
3.1 研究架構與假設 41
3.2 變數的操作型定義 45
3.3 測量工具 47
3.4 抽樣方法 51
3.5 資料分析方法 52
第四章 調查結果分析 54
4.1 信度與效度分析 54
4.2 基本資料分析 58
4.3 團隊合作與團隊績效的關聯分析 63
4.4 團隊合作與工作滿意度的關聯分析 65
4.5 個人主義的干擾效果分析 67
4.6 假設驗證結果 73
第五章 結論 75
5.1 研究發現 75
5.2 研究建議 77
參考文獻 82
附錄 研究問卷 93
圖 目 錄
圖1-1 本研究之流程圖 7
圖3-1 本研究架構圖 42
表 目 錄
表2-1 個人/集體主義的指標 20
表2-2 個人主義與集體主義分析 21
表2-3 明尼蘇達滿意問卷20個量表 36
表3-1 團隊合作量表 48
表3-2 個人主義量表 49
表3-3 團隊績效量表 50
表3-4 工作滿意度量表 51
表4-1 可信度高低與Cronbach α係數之對照表表 54
表4-2 前測問卷信度 55
表4-3 問卷發放及回收狀況 56
表4-4 各構面的信度係數 57
表4-5 性別基本資料分析 58
表4-6 年齡基本資料分析 59
表4-7 教育程度基本資料分析 60
表4-8 服務年資基本資料分析 60
表4-9 職級基本資料分析 61
表4-10 團隊合作構面描述性統計分析 61
表4-11 個人主義各構面描述性統計分析 62
表4-12 團隊績效各構面描述性統計分析 62
表4-13 工作滿意度各構面描述性統計分析 63
表4-14 團隊合作與團隊績效各構面之相關分析 64
表4-15 團隊合作與團隊績效各構面之迴歸分析表 65
表4-16 團隊合作與工作滿意度各構面之相關分析表 66
表4-17 團隊合作與工作滿意度各構面之迴歸分析表 67
表4-18 個人主義各構面變項與團隊績效之 T–test 分析表 68
表4-19 個人主義的價值概念干擾團隊合作與整體團隊績效之迴歸係數 69
表4-20 個人主義的價值概念干擾團隊合作與專案效能之迴歸係數 69
表4-21 個人主義的價值概念干擾團隊合作與績效管理之迴歸係數 69
表4-22 個人主義的規範概念干擾團隊合作與整體團隊績效之迴歸係數 71
表4-23 個人主義的規範概念干擾團隊合作與專案效能之迴歸係數 71
表4-24 個人主義的規範概念干擾團隊合作與績效管理之迴歸係數 72
表4-25 個人主義各構面變項與工作滿意度之 T–test 分析表 73
表4-26 本研究假設與分析結果 73
表4-27 本研究假設與分析結果(續) 74
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102.Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H., Manual for The Minnesota Satisfaction Questionnaire (Minnesota Studies on Vocational Rehabilitation, 22), Minneapolis: University of Minnesota Industrial Relations Center, 1967.
103.Wellins, R. S., Byham, W. C., & Dixon, G. R., Inside Teams: How 20 World-class Organizational Are Winning Through Teamwork, San Francisco: Jossey-Bass, 1994.
104.Werner, B. M., & Souder, W. E., “Measuring R & D performance: State of The Art,” Research Technology Management, Vol.40, No.2, 1997, pp.34-42.
105.West, M. A., “A Measure of Role Innovation at Work,” British Journal of Social Psychology, Vol.26, 1987, pp.83-85.

二、中文部分
1.王海明,「利他主義與利己主義」,河南師範大學學報:哲學社會科學版,第28期,民國90年,頁19-26。
2.王建忠,「團隊領導與團隊效能:團隊內互動的中介效果」,國立臺灣大學心理學研究所碩士論文,民國90年。
3.王溥,「影響專案工程團隊績效之團隊管理研究」,國立中山大學人力資源管理研究所碩士論文,民國89年。
4.玉井智子,「團隊組織特徵、運作過程、團隊績效之關係研究-台日學生之差異比較」,國立中山大學企業管理學系碩士論文,民國90年。
5.李元松,「績效獎勵制度的相關影響因素及效果研究—以資訊公司為實證對象」,中原大學企業管理研究所碩士論文,民86年。
6.李文斌,「西方個人主義價值觀研究」,中國青年政治學院學報,第20期,民國90年,頁55-58。
7.李弘暉、鍾麗英,「團隊運作過程對團隊績效影響之研究」,人力資源管理學報,第11 期,民國88年,頁1-29。
8.李志華,「台灣企業績效評估方式之研究」,國立政治大學企業管理研究所碩士論文,民國81年。
9.李長貴,績效管理與績效評估,台北:華泰書局,民國86年。
10.李俊杰,「組織生涯管理、員工個人生涯規劃、人格特質與工作滿意度之關聯研究」,國立成功大學工業與資訊管理學系碩士班碩士論文,民國 93年。
11.李健源,「企業流程內在績效評估指標建立之研究-以系統科學理論為探討」,中原大學企業管理學系碩士論文,民國93年。
12.李粵強,「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」,朝陽科技大學企業管理系碩士論文,民國91年。
13.李漢雄,人力資源策略管理,台北:揚智文化,民國89年。
14.林威宇,「醫院醫療事務部門實施績效獎金制度前後對其員工認知、態度及工作滿意度改變之相關研究」,台灣大學醫療機構管理研究所碩士論文,民89年。
15.周建華,「利己主義能夠“合理”嗎? — 對合理利己主義道德原則的質疑」,理論天地,民國90年,頁25-28。
16.郭玉芳,「工作滿意度與組織依附之關係研究:驗證工作壓力模式」,銘傳大學管理研究所碩士論文,民國95年。
17.吳育東,「多變量統計方法應用於行動電話消費者購買行為與滿意度之研究」,成功大學統計學研究所碩士論文,民89年。
18.吳堯峰,「有效處理績效不良人力之策略」,政府人力的健康檢查–雕塑公務人力最適規模研討會,民國90年。
19.吳稟恩,組織行為學,台北:華泰書局,民國82年。
20.邱皓政,量化研究與統計分析,台北:五南圖書出版社,民國95年。
21.邱薇拉,「技術策略、直屬主管信任與團隊績效關聯性之研究-以高科技產業研發團隊為例」,國立彰化師範大學人力資源管理研究所碩士論文,民國94年。
22.洪清香,「工作特性對教育行政人員工作滿足之影響」,國立政治大學教育研究所碩士論文,民國68年。
23.孫本初,「團隊建立的途徑與步驟」,游於藝雙月刊,第二十期第三版,民國89年,頁20-25。
24.孫本初、呂育誠,「從分析單元論團隊的意義及其對公共管理之影響」,政治大學學報,第73 集,下卷,民國85年,頁145-177。
25.袁彥,「西方個人主義與當代中國道德建設」,蘇州鐵道師範學院學報,第17期,民國89年,頁28-33。
26.張大軍,「自利․他利․互利-重讀國富論與斯密話三利」,中共中央黨校學報,第5期,民國90年,頁4-9。
27.張火燦,績效評估的模式及相關理論,人事行政,民國89年。
28.張笠雲,組織社會學,台北:三民書局,民國69年。
29.張瑞春,「組織變革中組織氣候對工作滿足投入、組織承諾及工作滿足影響之研究-以中國石油公司高雄營業處為例」,國立中山大學人力資源管理研究所碩士論文,民國87年。
30.張鳳麗,「正確認識人的自利性與市場經濟的道德建設」,行政論壇,民國87年,頁45-46。
31.莫兆鳳,「利已與利他概念的分析」,第四次社會科學研討會論文集,中央研究院三民所主辨,民國78年,頁353-361。
32.陳怡全譯,「建立團隊的要訣」,世界經理文摘,民國81年,頁125。
33.陳盈純,「互依性和社會支持對研發團隊績效的影響-以溝通為干擾變項」,國立中央大學人力資源管理研究所碩士論文,民國91年。
34.陳森壬、黃國隆,「員工個人屬性、需求層次、工作特性與工作滿足的關係」,管理評論,第1期,民國71年,頁18-38。
35.陳惠民等,高效率團隊-實務操演手冊,台北市:科技圖書股份有限公司,民國87年。
36.許彩娥,「領導型態、工作特性與我國女性公務人員工作滿足之研究」,國立政治大學公共行政研究所碩士論文,民國70年。
37.許士軍,管理學,台北:東華書局,民國89年。
38.曾介宏,「組織設計的新型態-團隊式組織-打破金字塔組織型態,締造績效目標導向」,考銓季刊,第20期,民國88年,頁139-160。
39.曾素雲,「工作團隊中工作價值觀、團隊特性與團隊績效之相關研究」,國立中山大學人力資源管理研究所碩士論文,民國90年。
40.曾淑芬,「組織氣候、領導風格、整合式談判程度與團隊績效知覺之關聯性研究」,國立雲林科技大學企業管理系碩士論文,民國92年。
41.曾麗娟,施蕙華,「工作壓力感受、社會支持、工作滿意與離職傾向之關聯性研究-以職業軍官為例」,復興崗學報,民國92年。
42.黃同圳,「績效管理」,李誠主編,人力資源管理的十二堂課,台北:天下遠見,民國91年,頁152。
43.黃英忠,現代人力資源管理,台北:華泰書局,民國94年。
44.黃敏萍,「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」,國立臺灣大學商學研究所博士論文,民國89年。
45.楊力彥,「團隊績效獎勵制度知覺對於員工薪資滿意度與工作態度之影響」,國立中央大學企業管理研究所碩士論文,民國90年。
46.廖洲棚,「團隊型組織之溝通訊息傳遞過程:符號與資訊科技互動的研究」,國立政治大學公共行政學系碩士論文,民國86年。
47.葉純愿,「品質改善團隊採用知識管理機制對團隊績效之影響」,元智大學企業管理研究所碩士論文,民國94年。
48.鄭仁偉,郭智輝,「個人與組織契合、工作滿足與組織公民行為關係之研究」,人力資源管理學報2004 冬季號,第4卷第4期,民國93年,頁85-104。
49.鄭仁偉、廖華立,「團隊能力、工作滿足、組織承諾與團隊績效的關係」,人力資源管理學報,2001夏季號第一卷,民國90年,頁59-83。
50.鄭伯壎、任金剛、鄭弘岳,「組織文化與組織氣候之關係」,工業技術研究院委託之研究報告,民國82年。
51.鄭毅萍,「以資訊處理觀點探討研究發展專案的協調活動對績效之影響」,國立交通大學經營管理研究所博士論文,民國87年。
52.劉平文,經營分析與企業診斷—企業經營系統觀,台北:華泰書局,民國80年。
53.盧佩秋,「團隊領導對集體效能與團隊表現之影響」,國立政治大學心理研究所碩士論文,民國92年。
54.魏裕興,「個人/群體主義、僱用身分和角色衝突對組織承諾與組織公民行為的影響」,國立中央大學企業管理研究所碩士論文,民國94年。
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