臺灣博碩士論文加值系統

在團隊工作盛行的風氣之下，團隊成員間的溝通及協調需求也隨之上升，顯示團隊觀念及情緒感受是否一致的重要性。過往探討團隊績效的相關研究已個別指出成員間認知與情緒的互相影響對團隊績效具有正向效果，然而對於團隊中的認知共識與情緒共識，目前較少有量化的實徵研究共同探討其作用歷程。有鑑於此研究缺口，本研究聚焦於認知共識與情緒共識，探討此兩種共識對於團隊績效的影響，並進一步檢驗認知契合度與團隊凝聚力的中介效果。此外，本研究將女性化作風作為認知契合度與團隊凝聚力對於團隊績效的調節變項，了解兩種共識的適用情境。本研究採問卷調查法，進行部屬級員工的問卷施測，共發放了75組團隊，最後回收60組團隊有效問卷，有效回收率為80%。結果發現：(1)認知共識與情緒共識能夠正向預測團隊績效；(2)認知契合度會中介認知共識與團隊績效間關係；(3)團隊凝聚力不會中介情緒共識與團隊績效間關係；(4)團隊女性化作風的程度，對於認知共識透過認知契合度正向預測團隊績效的間接效果，具有調節式中介作用，當團隊女性化作風高時會弱化其正向關係。綜合上述，本研究釐清認知共識與情緒共識的作用歷程，並且了解其適用情境。

Under the prevailing atmosphere of team work, showing the importance of the team’s concepts and emotional feelings. Previous studies on team performance have individually pointed out that the mutual influence of cognition and emotion among members has a positive effect on team performance. However, there are few quantified actual researches to discuss their effects on the cognitive consensus and emotional consensus in the team. In view of this research gap, this research focuses on cognitive consensus and emotional consensus, explores the impact of two consensus types on team performance, and further examines the mediating effect of perceived fit and team cohesion. In addition, this study takes femininity as a moderating variable of perceived fit and team cohesion for team performance, and understands the applicable context of the two consensuses. In this study, the questionnaire survey method was adopted to conduct questionnaire surveys for subordinate-level employees. A total of 60 teams of valid questionnaires were finally recovered, with an effective recovery rate of 80%. The results found: (1) Cognitive consensus and emotional consensus can positively predict team performance; (2) Perceived fit mediates the relationship between cognitive consensus and team performance; (3) Team cohesion cannot mediate the relationship between emotional consensus and team performance; (4) Femininity has a moderating mediating effect on the indirect effect of cognitive consensus on the positive prediction of team performance through perceived fit. When femininity is high, its positive relationship will be weakened. Based on the above, this study clarifies the role of cognitive consensus and emotional consensus, and understands their applicable contexts.

書名頁 i
論文口試委員審定書 ii
中文摘要 iii
英文摘要 iv
誌謝 v
目錄 vi
表目錄 viii
圖目錄 ix
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 4
第二章 文獻回顧 5
第一節 共識的意義 5
第二節 認知契合度 8
第三節 團隊凝聚力 10
第四節 女性化作風 12
第三章 研究方法 15
第一節 研究對象 15
第二節 研究工具 18
第三節 分析方法 23
第四章 研究結果 25
第一節 資料聚合 25
第二節 相關分析 26
第三節 模型適配度檢驗 29
第四節 迴歸分析結果 31
第五章 討論與建議 38
第一節 研究結果 38
第二節 理論貢獻與實務意涵 39
第三節 研究限制 40
第四節 未來方向 40
參考文獻 42
附錄 問卷 49

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