過去研究在理論上與實證上，大多聚焦在正向團隊情感氛圍 (positive group affective tone)與團隊創造力關係的探討，但亦有學者認為，在某些情況下，團隊的負向團隊情感氛圍也能促進團隊創造力的產生 (如：George & King, 2007)；然而，負向團隊情感氛圍雖可能提升團隊創造力、但同時也可能增加團隊內人際間反生產力行為。對於企業而言，是否能創造一個良好的團隊情境，以提升負向團隊情感氛圍對團隊創造力的正面影響、並同時降低其造成反生產力行為的可能性，實為一重要的研究問題。
本研究假設：若團隊成員在一段時間內可以經歷到正向與負向的團隊情感氛圍時，能藉由雙重調諧效果而增強團隊創造力，並降低人際間反生產力行為的產生；此外，本研究亦認為團隊信任此一情境變數扮演重要的干擾角色，若團隊處於高信任的狀況下，更可以加強正、負向團隊情感氛圍交互作用對團隊創造力的正向影響、及對人際間反生產力行為的負向影響。本研究樣本收集自高科技產業的68個研發團隊 (包含270位團隊成員)，階層迴歸顯示，高正向與高負向團隊情感氛圍確實可以降低反生產力行為的發生，而高團隊信任可加強此一效果；此外本研究意外發現高正向團隊情感氛圍和高團隊信任，反而會降低團隊創造力的產生，而高團隊信任、低正團隊情感氛圍的情況下，負向團隊情感氛圍與團隊創造力呈正相關。

Past studies have focused on the relationship between positive group affective tone (PGAT) and team creativity. However, George & King (2007) indicated that under some situations, negative group affective tone (NGAT) can enhance the formation of team creativity. Furthermore, NGAT may also increase interpersonal counterproductive working behavior (CWB) within teams. Thus, the present study is designed to find out the situation under which the positive effects of NGAT on team creativity will be strengthened, whereas the effects of NGAT on CWB will be weakened.
This study proposed that PGAT and NGAT would interact to increase team creativity and decrease CWB through the dual-tuning effects. Moreover, higher levels of team trust can enhance this interaction effects. The sample is composed of 68 R&D teams (including 270 members) and the results of hierarchical regression analyses showed that PGAT and NGAT interacted to decrease CWB, and this interaction effect was enhanced by team trust. Moreover, it is surprising that PGAT and team trust interacted to decrease team creativity. Finally, under the situation of high team trust and low PGAT, NGAT can increase team creativity.

目錄
中文摘要 .............................................. II
英文摘要 .............................................. III
圖目錄 .............................................. V
表目錄 .............................................. V
第一章 緒論.......................................... 1
第一節 研究動機....................................... 1
第二章 文獻探討 ...................................... 5
第一節 團隊情感氛圍................................... 5
第二節 團隊情感氛圍對創造力的影響....................... 5
第三節 團隊情感氛圍對反生產力工作行為的影響.............. 8
第四節 團隊信任對團隊情感氛圍與創造力關係的干擾效果....... 11
第五節 團隊信任對團隊情感氛圍與反生產力行為的干擾效果..... 13
第三章 研究方法 ...................................... 15
第一節 研究架構....................................... 15
第二節 研究樣本與施測程序.............................. 15
第三節 研究工具與信效度證據............................ 17
第四節 團隊資料整合................................... 20
第五節 研究分析方法................................... 20
第四章 研究結果 ...................................... 21
第五章 結論與建議 .................................... 27
第一節 結果討論....................................... 27
第二節 管理意涵....................................... 32
第三節 研究限制與未來研究建議........................... 34
參考文獻 .............................................. 36
附錄一團隊主管問卷 ..................................... 44
附錄二團隊成員問卷 ......................................47

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