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研究生:阮奕婷
研究生(外文):JUAN, YI-TING
論文名稱:知識網絡屬性對團隊績效之影響─以社會資本異質性與人力資本同質性為干擾效果
論文名稱(外文):The Impact of Knowledge Network Attribute on Teams’ Performance─The Moderating Effect of the Social Capital Heterogeneity and Human Capital Homogeneity
指導教授:任慶宗任慶宗引用關係
指導教授(外文):Jen, Ching-Tsung
學位類別:碩士
校院名稱:國防管理學院
系所名稱:後勤管理研究所
學門:商業及管理學門
學類:行銷與流通學類
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:82
中文關鍵詞:知識網絡團隊績效社會資本人力資本
外文關鍵詞:Knowledge NetworkTeams’PerformanceSocial Capital HeterogeneityHuman Capital Homogeneity
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隨著資訊與虛擬經濟時代的來臨,企業擁有的知識或無形資產的價值已經逐漸超越一般有形資產,各界亦越來越重視知識創新的議題,促使企業及政府等單位多以「知識創新能力」為評估團隊績效的依據。然而,知識的創新來自於人際間的互動,唯有透過組織成員間的交流,才能促進創新知識的產生。而社會網絡理論主要在說明網絡中人際互動的影響力與個體在網絡中不同位置對資源的控制能力,此一觀點有利於釐清組織內部人際互動與知識創新如何交互運作的內涵,進一步掌握組織內部動態的知識創新歷程。因此,本研究主要目的是探索不同的社會網絡結構屬性對於團隊知識創新績效的影響,運用社會網絡理論與社會網絡分析法,透過社會網絡量表蒐集相關性資料,以完整實證資料探討社會網絡結構與團隊績效的關聯。
研究樣本係以國內某大型研發單位31個部門團隊752位成員為主要研究對象,並獲得研究對象之協助與配合,因此克服了社會網絡分析最困難的具名問卷及關係性資料蒐集,個人樣本有效回收率達90.8%。分析單位主要以部門層次觀點進行實證分析,探討團隊知識網絡屬性對創新績效的影響效果。研究結果發現:(1)團隊知識網絡結構洞與創新績效存有倒U型曲線關係,即團隊擁有適中的結構洞數有助於創新績效的產出。(2)團隊知識網絡密度與創新績效間呈現負向之關係,即團隊成員知識交流愈頻繁愈不利創新績效的產出。(3)團隊知識網絡核心度與創新績效間呈現正向之關係,亦即組織內部的知識交流愈集中則團隊創新績效的產出愈好。
In the age of the information and virtual economy, the knowledge or the invisible asset value which the enterprise had already gradually surmounts the general visible asset, from all walks of life also more and more took the knowledge innovation the subject, urged the enterprise and the government unit are many take the knowledge innovation ability as the appraisal teams’ performance basis. Society network theory in explanation network interpersonal interaction influence and individual in network different position to resources control, this viewpoint is advantageous the question which how innovates to the organization interior interpersonal network and the knowledge alternately operates.
This research using the real diagnosis analysis by the department level, the goal exploration different society network attribute regarding the team knowledge teams’ performance influence, by complete real diagnosis material discussion society network attribute and team achievements connection. This research finding that:(1) The team knowledge network structure hole and the teams’ performance have the reverse U curve relations. (2) The team knowledge network density and the teams’ performance present relations the negative direction. (3) The team knowledge network centralization and the teams’ performance present relations the positive direction.
誌謝 Ⅰ
中文摘要 II
英文摘要 III
目錄 IV
圖目錄 VI
表目錄 VII
第一章 緒論 1
1.1 研究背景 1
1.2 研究動機 2
1.3 研究目的與問題 3
1.4 研究流程 4
第二章 文獻探討 6
2.1 社會交換理論 6
2.2 知識網絡 15
2.3 社會資本理論 21
2.4 人力資本理論 26
2.5 團隊績效 31
2.6 本研究各構面之關聯 35
第三章 研究方法 42
3.1 研究假設與架構 42
3.2 研究變數與操作性定義 43
3.3 網絡資料處理及衡量方法 47
3.4 研究樣本與資料蒐集 51
3.5 資料分析工具及方法 51
3.6 研究信度及效度分析 52
第四章  研究結果 53
4.1 樣本資料分析 53
4.2 研究結果分析 54
4.3 研究假說驗證結果 61
第五章 結論與建議 62
5.1 研究結論 62
5.2 研究貢獻與意涵 65
5.3 研究限制 68
5.4 後續研究建議 68
參考文獻 70
附錄 問卷 82
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