臺灣博碩士論文加值系統

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

蔡維奇、紀乃文 (2008)。團隊情感氛圍形成的前因、情境調節、及個人層次後果變項之研究。組織與管理，1(1)，1-37。
Aiken, L. S., & West, S. G. (1991). Multiple Regression: Testing and Interpreting Interactions. Newbury Park, CA: Sage.
Alloy, L. B., & Abramson, L. T. (1979). Judgment of contingency in depressed and non-depressed students: Sadder but wiser? Journal of Experimental Psychology: General, 108, 441–485.
Alloy, L. B., & Abramson, L. T. (1982). Learned helplessness, depression, and the illusion of control. Journal of Personality and Social Psychology, 42, 1114–1126.
Amabile, T. M. (1997). Motivating creativity in organizations. California Management Review, 40, 22–26.
Amabile, T. M., Barsade, S. G., Mueller, J. S., Staw, B. M. (2005). Affect and creativity at work. Administrative Science Quarterly, 50, 367-403.
Amabile, T. M., Conti R., Coon H., Lazenby J., & Herron M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39, 1154–1184.
Aydin, B., & Oztutuncu, F. (2001). Examination of adolescents' negative thoughts, depressive mood and family environment. Adolescence, 36, 77-83.
Bagozzi, R. P., Yi, Y., & Phillips, L. W. (1991). Assessing construct validity in organizational research. Administrative Science Quarterly, 36, 421-458.
Bandura, A. (1977). Social learning theory. Englewood Cliffs, NJ: Prentice-Hall.
Baron, R. A., & Neuman, J. H. (1996). Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes. Aggressive Behavior, 22, 161-173.
Barsade, S. G. (2002). The ripple effect: Emotional contagion and its influence on group behavior. Administrative Science Quarterly, 47, 644-675.
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85, 349-360.
Brown, V. R., & Paulus, P. B. (2002). Making group brainstorming more effective: Recommendations from an associative memory perspective. Current Directions in Psychological Science, 11, 208-212.
Chen, P. Y. & Spector, P. E. (1992). Relationships of work stressors with aggression, withdrawal, theft and substance use: An exploratory study. Journal of Occupational and Organizational Psychology, 65, 117-184.
Chi, N. W., & Tsai, W. C. (2008). A multilevel investigation of mechanisms and boundary conditions of the linkage between positive group affective tone and team creativity. Paper presented at the Academy of Management Annual Meeting, Anaheim, CA, USA.
Cook, J., & Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need nonfulfillment. Journal of Occupational Psychology, 53, 39- 52.
Fisher, C. D. (1986). Organizational socialization: an integrative review. In K. M. Rowland & G. R. Ferris (eds), Research in Personnel and Human Resources Management, Vol. 4. Greenwich, CT: JAI Press, pp. 101-145.
Fong, C. T. (2006). The effects of emotional ambivalence on creativity. Academy of Management Journal, 49, 1016–1030.
Fox, S., Spector, P.E., & Miles, D. (2001). Counterproductive Work Behavior (CWB) in Response to Job Stressors and Organizational Justice: Some Mediator and Moderator Tests for Autonomy and Emotions. Journal of Vocational Behavior, 59, 291-309.
Fredrickson, B. L. (2001). The role of positive emotions in positive psychology. American Psychologist, 56, 218–226.
Frijda, N. H. (1988). The laws of emotion. American Psychologist, 43, 349–358.
George, J. M. (1990). Personality, affect, and behavior in groups. Journal of Applied Psychology, 75, 107-116.
George, J. M. (1991). State or trait: effects of positive mood on prosocial behavior at work. Journal of Applied Psychology, 76, 299-307.
George, J. M. (1995). Leader positive mood and group performance: The case of　customer service. Journal of Applied Social Psychology, 25, 778-794.
George, J. M. (1996). Group affective tone. In M. A. West (Eds.). Handbook of Work Group Psychology (pp. 77-93). Chicester, UK: Wiley.
George, J. M., & King, E. B. (2007). Potential pitfalls of affect convergence in teams:Functions and dysfunctions of group affective tone. In E. A. Mannix, M. A.Neale, and C. P. Anderson (Eds.), Research on Managing Groups and Teams (vol.10, pp. 97-124), CT: JAI Press.
George, J. M., & Zhou, J. (2002). Understanding when bad moods foster creativity and good ones don’t: The role of context and clarity of feelings. Journal of Applied Psychology, 87, 687-697.
George, J. M., & Zhou, J. (2007). Dual tuning in a supportive context: Joint contributions of positive mood, negative mood, and supervisory behaviors to employee creativity. Academy of Management Journal, 3, 605–622.
Gibson, C. B. (2003). The efficacy advantage: Factors related to the formation of group efficacy. Journal of Applied Social Psychology, 33, 2153-2186.
Gibson, C. B., & Earley, P. C. (2007). Collective cognition in action: Accumulation,　interaction, examination, and accommodation in the development and operation of group efficacy beliefs in the workplace. Academy of Management Review, 32,　438-458.
Glomb, T. M., & Liao, H. (2003). Interpersonal aggression in work groups: Social influences, reciprocal and individual effects. Academy of Management Journal, 46, 486-496.
Grawitch, M. J., Munz, D. C., & Kramer, T. J. (2003). Effects of member mood states on creative performance in temporary workgroups. Group Dynamics: Theory, Research, and Practice, 7, 41-54.
Grawitch, M. J., Munz, D. C., Elliott, E. K., & Mathis, A. (2003). Promoting creativity in temporary problem-solving groups: The effects of positive mood and autonomy in problem definition on idea-generating performance. Group dynamics: Theory, research, and practice, 7, 200-213.
Ilies, R., Wagner, D. T., & Morgeson, F. P. (2007). Explaining affective linkages in teams: Individual differences in susceptibility to contagion and individualism/collectivism. Journal of Applied Psychology, 92, 1140-1148.
Janssen, O. (2000). Job demands, perceptions of effort-reward fairness and innovative work behavior. Journal of Occupational and Organizational Psychology, 73, 287-302.
Johnson-George, C. E., & Swap, W. C. (1982). Measurement of specific interpersonal trust: Construction and validation of a scale to assess trust in a specific other. Journal of Personality and Social Psychology, 43, 1306-1317.
Jones G. R., & George J. M. (1998). The experience and evolution of trust: implications for cooperation and teamwork. Academy of Management Review, 23, 531-546.
Jordan, P. J., Lawrence, S. A., & Troth, A. C. (2006). The impact of negative mood on team performance. Journal of Management and Organization, 12, 131-145.
Jung, D. I., & Avolio, B. J. (1999). Effects of leadership style and followers’ cultural orientation on performance in group and individual task conditions. Academy of Management Journal, 42, 208–218.
Karasek, R.A., & Theorell, T. (1990). Healthy Work, Stress, Productivity and the Reconstruction of Working Life. Basic Books, New York.
Kavanagh, D. J., & Bower, G, H. (1985). Mood and self-efficacy: Impact of joy and sadness on perceived capabilities. Cognitive Therapy and Research, 9, 507-525.
Kelly, J. R., & Barsade, S. G. (2001). Mood and emotions in small groups and work teams. Organizational Behavior and Human Decision Processes, 86, 99-130.
King, E. B., George, J. M., & Hebl, M. R. (2005). Linking personality to helping　behaviors at work: An interactional perspective. Journal of Personality, 73,　585-607.
Kratzer, J., Leenders, R.Th.J.A. and Van Engelen, J.M.L. (2006). Team polarity and creative performance in innovation teams. Creativity and Innovation Management,15, 96-104.
Larsen, J. T., McGraw, A. P., & Cacioppo, J. (2001). Can people feel happy and sad at the same time? Journal of Personality and Social Psychology, 81, 684–696.
Larsen, R. J. (2000). Toward a science of mood regulation, Psychological Inquiry, 11, pp. 129-141.
Lau, C. S., Au, W. T., & Ho, M. C. (2003). A qualitative and quantitative review of antecedents of counterproductive behavior in organizations. Journal of Business and Psychology, 18, 73-99.
Lazaro, L., Shinn, M., & Robinson, P. E. (1985). Burnout, performance and job withdrawal behavior. Journal of Health and Human Resources Administration, 7, 213–234.
Lewis, J. D., & Weigert, A. (1985). Trust as a social reality. Social Forces, 63, 967-985.
Madjar, N., Oldham, G. R., & Pratt, M. G. (2002). There’s no place like home? The contributions of work and nonwork creativity support to employees’ creative performance. Academy of Management Journal, 45, 757–767.
Martin, L. L., & Stoner P. (1996). Mood as input: What we think about how we feel determines how we think. In L. L. Martin & A. Tesser (Eds.), Striving and feeling: Interactions among goals, affect, and self-regulation: 279–301. Mahwah, NJ: Erlbaum.
Mason, C. M., & Griffin, M. A. (2003). Group absenteeism and positive affective tone: A longitudinal study. Journal of Organizational Behavior, 24, 667-687.
Mayer, R. C., Davis, J. H., & Schoorman, F.D. (1995). An integrative model of organizational trust. Academy of Management Review, 20, 709-734.
McAllister D. J. (1995). Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38, 24–59.
McEvily, B., Perrone, V., Zaheer, A. (2003). Trust as an organizing principle. Organization Science, 14, 91-103.
Mohrman, S., Cohen, S., & Mohrman, A. (1995). Designing team based organizations: New forum for knowledge work. San Francisco: Jossey-Bass.
Paulus, P. B., & Yang, H. C. (2000). Idea generation in groups: A basis for creativity in organizations. Organizational Behavior and Human Decision Processes, 82, 76-87.
Pirola-Merlo, A., & Mann, L. (2004). The relationship between individual creativity and team creativity aggregating across people and time. Journal of Organizational Behavior, 25, 235-257.
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12, 531-544.

Rempel, J. K., Holmes, J. G., & Zanna, M. D. (1985). Trust in close relationships. Journal of Personality and Social Psychology, 49, 95- 112.
Rhee, S. Y. (2007). Group emotions and group outcomes: The role of group-member interactions. In E. A. Mannix, M. A. Neale, and C. P. Anderson (Eds.), Research on Managing Groups and Teams (vol. 10, pp. 65-96), CT: JAI Press.
Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38, 555-572.
Robinson, S. L., & O’Leary-Kelly, A. M. (1998). Monkey see, monkey do: The influence of work groups on the antisocial behavior of employees. Academy of Management Journal, 41, 658-672.
Rotter, J. B. (1971). Generalized expectancies for interpersonal trust. American Psychologist, 35, 1-7.
Rubensom, D. & Runco, M. (1992). The psycho economic view of creative work in group and organization. New Idea in Psychology, 10, 131-147.
Sackett, P. R., & Larson, J. R. (1990). Research strategies and tactics in I/O psychology. In M. D. Dunnette & L. Hough (eds.). Handbook of industrial and organizational psychology (2nd ed., pp. 428-442). Palo Alto, CA: Consulting Psychologists Press.
Salancik, G. J., & Pfeffer, J. (1978). A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23, 224–253.
Scherer, K. R., & Tannenbaum, P. H. (1986). Emotional experiences in everyday life: A survey approach. Motivation and Emotion, 10, 295–314.
Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-453.
Schoorman, F. D., Mayer, R. C., & Davis, J. H. (1996). Organizational trust: philosophical perspectives and conceptual definitions. Academy of Management Review, 21, 337–340.
Schwarz, N. (2002). Situated cognition and the wisdom of feelings: Cognitive tuning. In L. Feldman Barrett & P. Salovey (Eds.), The wisdom in feelings (pp.144-166). New York, NY: Guilford.
Schwarz, N., & Bohner, G. (1996). Feelings and their motivational implications. Moods and the action sequence. In: P. M. Gollwitzer&J.A. Bargh (Eds), The Psychology of Action: Linking Cognition and Motivation to Behavior (pp. 119–145). New York: Guilford Press.
Shin, S. J., & Zhou, J. (2007). When is educational specialization heterogeneity related to creativity. Journal of Applied Psychology, 92, 1709-1721.
Sinclair, R. C., & Mark, M. M. (1992). The influence of mood state on judgment and action: Effects on persuasion, categorization, social justice, person perception, and judgmental accuracy. In: L. L. Martin&A. Tesser (Eds), The Construction of Social Judgments (pp. 165–193). Hillsdale, NJ: Erlbaum.
Spector, P. E. (1978). Organizational frustration: A model and review of the literature. Personnel Psychology, 31, 815-829.
Spector, P. E., & Fox, S. (2002). An emotion-centered model of voluntary work behavior:Some parallels between counterproductive work behavior (CWB) and organizational citizenship behavior (OCB). Human Resource Management Review, 12, 269–292.
Spector, P. E., & Fox, S. (2005). The stressor-emotion model of counterproductive work behavior (CWB). In S. Fox & P.E. Spector (Eds.) Counterproductive Work Behavior: Investigations of Actors and Targets. APA Press.
Sy, T., Cote, S., & Saavedra, R. (2005). The contagious leader: Impact of leader’s mood on the mood of group members, group affective tone, and group processes. Journal of Applied Psychology, 90, 295–305.
Taggar, S. (2002). Individual creativity and group ability to utilize individual creative resources: A multilevel model. Academy of Management Journal, 45, 315–330.
Tiedens, L. Z., Sutton, R. I., & Fong, C. T. (2004). Emotional variation in workgroups: Causes and performance consequences. In: L. Z. Tiedens & C. W. Leach (Eds), The social life of emotions (pp. 164-186). New York, NY: Cambridge University Press.
Van der Vegt, G. S., & Janssen, O. (2003). Joint impact of interdependence and group diversity on innovation. Journal of Management, 29, 729-751.
Verhoeven C., Maes S., Kraaij V., & Joekes K. (2003). The job demand-control-social support model and wellness/health outcomes: A European study. Psychology and Health, 18, 421-440.
Warren, C., & De Chermont, K. (2003). The affective underpinnings of job perceptions and attitudes: a meta-analytic review and integration. Psychol Bull, 129, 914-945.
Watson, D. (2000), Mood and temperament. New York, NY: Guilford Press.
Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54, 1063-1070.
Wong, E., Yik, M. O., & Kwong, J. Y. Y. (2006). Understanding the emotional aspects of escalation of commitment: the role of negative affect. Journal of Applied Psychology, 91, 282-297.
Woodman, R. W., Sawyer, J. E., & Griffin, R. W. (1993). Toward a theory of organizational creativity. Academy of Management Review, 18, 293-321.
Zahra, S. A. (1996). Governance, ownership, and corporate entrepreneurship: the moderating impact of industry technological opportunities. Academy of Management Journal, 39, 1713–35.
Zand, D. E. (1972). Trust and managerial problem solving. Administrative Science Quarterly, 17, 229–239.