由於團隊扮演連結個體與企業組織間的橋樑，而越來越受重視。「團隊創造力」可透過新新點子、並將其轉化成可供使用的產品或技術，而常被視為團隊的外在表現。「團隊績效」就像是內隱知識可以孕育策略、架構、人員採用與管理風格等多項因素來達成企業組織的目標。
本研究建構一個模型及七個假說嘗試來探索「團隊智能」及「團隊情商」兩個「團隊商數」對「團隊創造力」及「團隊績效」的影響。同時提出「團隊敏捷度」的中介變數，並據以檢討此中介變數是否可用來預測「團隊創造力」及「團隊績效」。根據前述模型及假說設計問卷，採立意抽樣方法進行抽樣調查，回收了190份的有效問卷。
研究中採用偏最小二乘法 (PLS)來分析資料、驗證各項假說。結果顯示：除了「資料獲取」及「情緒管理」在統計學上無法顯著地展現其對「團隊敏捷度」的影響外，其餘大多數的假說皆成立。分析結果同時顯示：「團隊敏捷度」顯著地可以做為「團隊商數」與「團隊創造力」之間的中介變數。整體研究提出並驗證了提升「團隊創造力」及「團隊績效」的因果關係，提供未來持續學術研究與實際應用一個有價值的參考。

Team plays a bridging role for linking individuals and organizations. Team creativity is like an external showing by creating new ideas and transferring them into useful technologies or products to users. Team performance is like an internal showing that team depends on many factors to achieve organizational goals, such as strategy, structure, people employed and management style.
A model and seven hypotheses are proposed in this research to explore the possible factors that may have influence on the team creativity, team performance. A questionnaire survey was carried out with 190 valid respondents. Partial Least Square (PLS) method was applied using the software SmartPLS 2.0 to verify the aforementioned hypotheses.
Analytical results show that most of the hypotheses are accepted except two of them. The team agility can significantly be used as a mediator between team quotient and team creativity. The findings and implications may be useful for practitioners and can be used for further study.

論文審定書 i
摘要 ii
Abstract iii
Table of Contents iv
List of Figures vi
List of Tables vii
1. Introduction 1
1.1. Research Background 1
1.2. Research Motivation 3
1.3. Research Purposes 4
2. Theoretical Background 5
2.1 Team Intelligence 5
2.2 Team Emotional Intelligence 8
2.3 Team Agility 11
2.4 Team Creativity 12
2.5 Team Performance 13
3. Research Methodology 15
3.1 Research Model 15
3.2 Research Hypotheses 16
3.2.1. Team Agility and Team Creativity 16
3.2.2. Team Agility and Team Performance 16
3.2.3. Team Intelligence and Team Agility 17
3.2.4. Team Emotional Intelligence and Team Agility 18
3.2.5. Relationship between Team Intelligence 19
3.2.6. Control Variables 19
3.3 Sampling and Data Collection 21
3.4 Constructs and Measurements 22
4. Data Analysis 24
4.1 Sample Demographics 24
4.2 Common Method Variance 27
4.3 Reliability and Validity 32
4.4 Cross Factor Loading 39
4.5 Hypotheses Test: The Structural Model 43
4.6 Analysis of Mediating Effect 46
4.7 Discussion 50
4.7.1 Information Acquisition and Team Agility 50
4.7.2 Emotional Management and Team Agility 51
5. Conclusions and Implications 52
5.1 Conclusion 52
5.2 Implications for academic 53
5.3 Implications for practice 53
5.4 Limitations, and suggestions for Future Study 54
REFERENCE: 55
Appendix A (Questionnaire): 61

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