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研究生:阮氏鶯
研究生(外文):NGUYEN THI OANH
論文名稱:團隊內部衝突對團隊績效之影響: 以轉換型領導為調節變數
論文名稱(外文):Impact of Intra-Team Conflict on Team Performance: Transformational Leadership as a Moderator
指導教授:謝昌隆謝昌隆引用關係
指導教授(外文):HSIEH, CHANG-LUNG
口試委員:浦心蕙江雲驊謝昌隆
口試委員(外文):PU, HSIN-HUICHIANG, YUN-HWAHSIEH, CHANG-LUNG
口試日期:2017-05-12
學位類別:碩士
校院名稱:銘傳大學
系所名稱:國際企業學系碩士班
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:2017
畢業學年度:105
語文別:英文
論文頁數:75
外文關鍵詞:Intra-Team ConflictTask ConflictRelationship ConflictTeam PerformanceTransformational Leadership
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In research of organization, intra-team conflict (task conflict and relationship conflict), team performance and transformational leadership had been given much attention and research interest. However, less attention was paid to the relationship between intra-team conflict and team performance in Chinese business context, especially when this relationship was moderated by transformational leadership. As a result, this study considered all of the mentioned constructs in one research conceptual model.

This study hypothesized that (H1) Task conflict negatively influences team performance; (H2) Relationship conflict negatively influences team performance; (H3) Transformational leadership moderates the relationship between task conflict and team performance; (H4) Transformational leadership moderates the relationship between relationship conflict and team performance. Furthermore, this research was particularly conducted in Taiwan, where people were strongly and deeply affected by the Confucianism and the parental leadership (paternalistic leadership). Therefore, paternalistic leadership as controlled for the validity of results.

Regarding methodology, this quantitative study used the means of surveys, which was distributed personally to teams (of four members each) coming from 117 different companies in Taipei and New Taipei areas. After data was collected, the statistical computer package SPSS 20.0 was applied to analyze the data. Descriptive statistics, validity test, reliability test, correlation analysis, and multiple regression analysis were used to examine those hypotheses. All results and implications were discussed.

ACKNOWLEDGEMENT I
ABSTRACT II
TABLE OF CONTENT III
LIST OF FIGURES VI
LIST OF TABLES VII
CHAPTER ONE INTRODUCTION 1
1.1 Motivation of Study 1
1.2 Objectives of Study 2
1.3 Significance of Study 3
1.4 Questions of Study 4
CHAPTER TWO LITERATURE REVIEW 5
2.1 Intra-Team Conflict 5
2.1.1 Task Conflict 7
2.1.2 Relationship Conflict 8
2.2 Team Performance 10
2.2.1 Team Performance 10
2.2.2 Relationship between Team Performance and Task Conflict 11
2.2.3 Relationship between Team Performance and Relationship Conflict 12
2.3 Transformational Leadership 13
2.3.1 Transformational Leadership 13
2.3.2 Transformational Leadership and Intra-Team Conflict 16
2.3.3 Transformational Leadership and Team Performance 17
2.4 Control Variables 18
2.4.1 Paternalistic Leadership 19
2.4.2 Team Size 20
CHAPTER THREE METHODOLOGY 22
3.1 The Concept of Research Model 22
3.1.1 Independent Variables 23
3.1.2 Dependent Variable 23
3.1.3 Moderating Variable 23
3.1.4 Control Variables 24
3.2 Hypotheses of Study 24
3.3 Participants and Sampling Methods 27
3.4 Instruments 28
3.4.1 Task Conflict and Relationship Conflict 28
3.4.2 Transformational Leadership 29
3.4.3 Paternalistic Leadership 29
3.4.4 Team Performance 29
3.4.5 Demographic Data 30
3.5 Data Collection Process 30
3.6 Data Analysis Method 30
CHAPTER FOUR RESULTS & FINDINGS 32
4.1 Description of Survey Responses 32
4.2 Summary of Demographic Statistics 32
4.3 Descriptive Statistics and Correlation Analysis 34
4.3.1 Mean and Standard Deviation of Variables 34
4.3.2 Correlations 35
4.4 Validity and Reliability Tests 36
4.4.1 Factor Analysis 36
4.4.2 Reliability 39
4.5 Hypotheses Testing 39
CHAPTER FIVE CONCLUSION & RECOMMENDATIONS 45
5.1 Summary 45
5.2 Contribution 46
5.3 Limitations 47
5.4 Recommendations 48
5.4.1 Recommendations for Practice 48
5.4.2 Recommendations for Future Studies 49
5.5 Conclusion 50
REFERENCES 51
APPENDIX A 58
APPENDIX B 64

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