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研究生:張鈺瑜
研究生(外文):Chang, Yuyu
論文名稱:「團隊的分裂與癒合」: 團隊潛在斷層與活性斷層間關係及其影響性研究 —以認知衝突、工作價值觀多元化與集體主義為干擾變數
論文名稱(外文):A Study Of The Influence Of Dormant Faultlines And Activated Faultlines In Teams:Cognitive Conflict, Work Value And Collectivism As Moderators
指導教授:方祥明方祥明引用關係
指導教授(外文):Fang, Hsiangming
口試委員:林晏瑜岑淑筱
口試委員(外文):Lin, YenyuTsen, Shuhsiao
口試日期:2012-06-11
學位類別:碩士
校院名稱:靜宜大學
系所名稱:企業管理學系
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:2012
畢業學年度:100
語文別:中文
論文頁數:134
中文關鍵詞:潛在斷層活性斷層認知衝突工作價值觀關係衝突過程衝突集體主義團隊效能
外文關鍵詞:Dormant FaultlinesActivated FaultlinesCognitive ConflictWork Valuesrelationship conflictprocess conflictCollectivismgroup effectiveness
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隨著全球化與快速變化的社會,企業以團隊為營運模式早習以為常,期望透過團隊合作,來因應更快速、更有彈性的需求,並提高組織的創新能力與競爭力,然而,近年來團隊成員的組成愈來愈多元,彼此特徵差異也愈來愈大,而團隊成員總是會基於一種安全感尋找與自己相似的個人,進而分裂成子群體,Lau and Murnighan(1998) 便針對這樣的現象,引用地質學名詞,提出了「斷層理論」(faultline theory)。
本研究主要是探討在團隊中潛在斷層與活性斷層之間的關係,以及了解團隊成員的認知衝突與工作價值觀多元化是否會對潛在斷層與活性斷層間關係產生干擾作用;其次,探討各團隊的活性斷層產生程度對成員間關係衝突與過程衝突的影響,以及團隊成員共同具有的集體主義程度是否會對活性斷層與兩種衝突間關係產生干擾作用;最後,探討關係衝突與過程衝突對團隊效能的影響。本研究首先是根據研究的背景與動機、相關文獻與理論的探討,進行閱讀、彙整與探討分析以尋求初步的研究概念;其次,藉由文獻探討結論確認欲研究的變數構念與相互關係,並建立實證研究架構並建構研究工具,且提出九項研究假設;隨後,針對201人所組成的36個企業團隊,以問卷調查方式蒐集資料進行實證研究,並驗證研究假設,最後得到以下結論:
一、團隊的潛在斷層強度對活性斷層產生程度會有顯著的正向影響。
二、認知衝突與工作價值觀多元化皆對潛在斷層與活性斷層間關係具有顯著的正向干擾作用。
三、活性斷層對關係衝突與過程衝突具有顯著的正向影響。
四、集體主義對活性斷層與關係衝突間關係、活性斷層與過程衝突間關係皆具有顯著的負向干擾作用。
五、關係衝突與過程衝突皆對團隊效能具有顯著的負向影響。
最後,除了提出本研究結論於理論與實務上的涵義外,也敘述本研究的限制,並對未來後續相關研究提出建議。
With globalization and rapidly changing society, the corporations always manipulate teams to respond efficiency and more flexible requirement to improve the organizations’ creativity and competitiveness. However, recently, the composition of the team members become more and more diversity, the characteristic of the team members are different, and team members always find someone who is like themselves to get together, split a team into subgroups, Lau and Murnighan(1998) called the situation as faultline theory.
The main study investigated the relationship between the group’s dormant faultlines and activated faultlines, and Cognitive Conflict and Work Value will moderate the relationship between the group’s dormant faultlines and activated faultlines or not; second, study investigated the affect between the group’s activated faultlines and relationship conflict, process conflict, and the collectivism will moderate the relationship between the group’s activated faultlines and relationship conflict, process conflict; finally, study investigated the relationship between the relation conflict, process conflict and group effectiveness.
The investigated of this study is according the research’s background, motive, relevant literature to organize and discussion and get initial concept. Then make sure the variables and the relationship between those variables based on the literature review. And constructing the research framework, questionnaire, nine hypothesizes. Above all, using the questionnaire to collect data with 201 employees from 36 teams of enterprises to support the research hypothesizes. The results of research are as follows:
1. “The group dormant faultline strength” would result in significant positive effect on “activated faultline’s intentions.’’
2. The “cognitive conflict” and “work value” have significant positive moderate effects on the relationship between the group’s dormant faultlines and activated faultlines intentions.
3. “The group activated faultline’s intentions’’ would result in significant positive effect on “relationship conflict” and “process conflict.”
4. “Collectivism” has significant negative moderate relationship between “the group’s activated faultlines intentions” and “relationship conflict”, “process conflict.”
5. “Relation conflict” and “process conflict” would result in significant negative effect on “group effectiveness.’’
Finally, this study shows not only the implication of the academic research but also the practical suggestions in its application, and the limitation of the research for the future study on the same subject matter.
中文摘要 II
英文摘要 IV
目錄 VI
表目錄VIII
圖目錄X
第一章 緒論1
第一節 研究背景與動機 1
第二節 研究目的與問題 4
第三節 研究程序 6
第二章 文獻探討 8
第一節 團隊斷層 8
第二節 衝突 27
第三節 工作價值觀 31
第四節 集體主義 34
第五節 團隊效能 36
第六節 研究變數之間的關係 40
第三章 研究方法 49
第一節 研究架構 49
第二節 研究假 50
第三節 研究工具與變數操作性定義 50
第四節 研究對象與問卷發放 63
第五節 資料分析工具與方法 64
第六節 量表信度、效度與因素分析 66
第四章 研究結果 73
第一節 敘述性統計分析 73
第二節 各研究變數之相關分析 75
第三節 各變數間之影響性分析 78
第五章 結論與建議 85
第一節 研究假設驗證結果 85
第二節 研究結論 87
第三節 研究意涵 92
第四節 研究限制 95
第五節 未來研究建議 96
參考文獻 98
附錄一 119
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