臺灣博碩士論文加值系統

隨著資訊科技的快速發展，傳統溝通方式已逐漸被網際網路所取代，因網際網路可解決傳統溝通需在同一時間、同一空間及在組織內部所進行的缺點，另外團隊也成為組織重要的工作單位，因此團隊透過線上溝通工具進行分工與合作，也逐漸受到重視，本研究以團隊成員之社會資本及組織承諾為依變數，自變數則是線上團隊合作效能，欲暸解社會資本構面及組織承諾構面對線上合作效能之間的關係為何。資料蒐集部分，共發放540份問卷，發放時間為97年3月8日至97年4月5日，實際有效問卷數為417份，有效回收率約為77.22%，使用結構方程模式為主要資料的分析方法。
資料分析結果顯示，信度分析、效度分析及配適度檢定皆為良好程度。而假說驗證之結果顯示，組織承諾對合作效能具有顯著正向關係；結構社會資本對組織承諾具有顯著正向關係；認知社會資本對組織承諾具有顯著正向關係；而關係社會資本對組織承諾則不具有顯著關係，本研究最後根據資料分析結果，提出結論及對實務上之建議，並說明研究上之限制與提供後續研究者研究方向及建議。

With the prompt development of information technology, the traditional form of communication has been replaced by Internet. The Internet could solve the drawbacks of the traditional form of communication limited to one spatiotemporality. Given that teamwork plays an important role in organizations, team collaboration through online communication has gained people’s attention. This thesis explored the relationship among dimensions of social capital, organizational commitment and online collaboration effectiveness. A total of 540 questionnaires were distributed during March 8 to April 5 2008, and 417 usable ones were collected, and the response rate is 77.22%. This structural equation modeling (SEM) is used to analyze data in this study.
The results of the study revealed that reliability analysis, convergent validity and goodness-of-fit indices were acceptable. The path from organizational commitment to collaboration effectiveness was positive and significant. The path from structural social capital to organizational commitment was positive and significant. The path from cognitive social capital to organizational commitment was positive and significant. However, relational social capital showed no significant influence on organizational commitment. Suggestions for theory and practice as well as for future research directions were discussed at the end of the thesis.

摘要 i
Abstract ii
誌謝 iii
目錄 iv
表目錄 vi
圖目錄 vii
第一章 緒論 1
1.1 研究背景 1
1.2 研究動機 3
1.3 研究目的 4
1.4 研究範圍 5
1.5 論文架構 5
1.6 研究流程 6
第二章 文獻探討 8
2.1 社會資本 8
2.1.1 關係社會資本 10
2.1.2 結構社會資本 12
2.1.3 認知社會資本 13
2.2 組織承諾 14
2.2.1 組織承諾之定義 14
2.2.2 組織承諾之分類 15
2.3 合作效能 18
第三章 研究方法 20
3.1 研究架構 20
3.2 研究假說 21
3.3 研究變數定義 23
3.4 研究設計 25
3.4.1 資料蒐集 26
3.4.2 問卷設計 26
3.4.3 問卷內容 28
3.5 資料分析方法 28
第四章 資料分析 33
4.1 樣本資料分析 33
4.2 信度分析 35
4.3 驗證性因素分析 37
4.3.1 配適度檢定 37
4.3.2 收斂效度 39
4.3.3 區別效度 41
4.4 研究假設檢定 42
第五章 結論與建議 45
5.1 研究結論 45
5.2 管理意涵 46
5.3 研究限制 48
5.4 未來研究建議 49
參考文獻 50
附錄 正式問卷 57

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