臺灣博碩士論文加值系統

本研究主要探討團隊認同、心理安全感與團隊績效之間的關係，並關心團隊資訊交換能否中介上述關係，以及關心資源豐富性能否強化團隊資訊交換與團隊績效之間的關係。本研究之對象設定為臺灣地區登記成立之公司，以問卷調查法收集實證資料，總計發放200組配對問卷，包括200份主管問卷與1000份員工問卷，共回收106份主管問卷與490份員工問卷。
經過統計分析得到以下結果：第一，團隊認同對團隊資訊交換有正向影響。第二，心理安全感對團隊資訊交換有正向影響。第三，團隊資訊交換對團隊績效有正向影響。第四，團隊資訊交換中介團隊認同和團隊績效之間的關係。第五，團隊資訊交換中介心理安全感和團隊績效之間的關係。第六，資源豐富性在團隊資訊交換和團隊績效之間正向調節效果不存在。最後，依據上述結果對學術界和實務界提供相關建議。

This research studies the relationship between team identification, psychological safety, and team performance. The sample of this study was the companies in Taiwan. This research used the questionnaire survey method to collect data from 106 supervisors and 490 subordinates and found the following findings:
1.Team identification is positively related to team information exchange.
2.Psychological safety is positively related to team information exchange.
3.Team information exchange is positively related to team performance.
4.The relationship between team identification and team performance is mediated by team information exchange.
5.The relationship between psychological safety and team performance is mediated by team information exchange.
6.The relationship between team information exchange and team performance is not moderated by resource abundant.

論文及格證明書 II
摘要 III
ABSTRACT IV
誌謝 V
目次 VI
表目錄 VIII
圖目錄 X
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 2
1.3 研究流程 3
1.4 論文架構 5
第二章 文獻探討 7
2.1 團隊認同(Team identification) 7
2.2 心理安全感(Psychological Safety) 9
2.3 團隊資訊交換(Team information exchange) 11
2.4 團隊績效(Team performance) 12
2.4.1 影響團隊績效之因素 12
2.4.2 團隊績效之內涵 13
2.5 假設推論 15
2.5.1 團隊認同與團隊資訊交換之關係 15
2.5.2 心理安全感團隊與資訊交換之關係 16
2.5.3 團隊資訊交換與團隊績效之關係 16
2.5.4 團隊資訊交換之中介效果 17
2.5.5 資源豐富性之調節效果 18
第三章 研究方法 20
3.1 研究架構 20
3.2 研究假設 20
3.3 研究對象 21
3.4 變數之操作型定義與問卷發展 21
3.4.1 團隊認同 21
3.4.2 心理安全感 22
3.4.3 團隊資訊交換 23
3.4.4 團隊績效 24
3.4.5 資源豐富性 25
3.4.6 基本資料 26
3.5 研究設計 27
3.6 資料分析與統計方法 28
3.6.1 驗證性因素分析 28
3.6.2 信度分析 28
3.6.3 效度分析 29
3.6.4 相關分析 29
3.6.5 層級迴歸分析-中介效果測試 30
3.6.6 層級迴歸分析-調節效果測試 31
第四章 實證分析 32
4.1研究樣本回收情形 32
4.2 基本資料之敘述性統計 33
4.2.1 主管基本資料之敘述性統計 33
4.2.2 團隊成員基本資料之敘述性統計 35
4.3 個人資料加總至團隊資料之分析 37
4.4 信度分析 38
4.3.1 團隊認同 38
4.3.2 心理安全感 39
4.3.3 團隊資訊交換 40
4.3.4 團隊績效 41
4.3.5 資源豐富性 42
4.4 建構效度分析 43
4.4.1 收斂效度分析 43
4.4.2 區別效度分析 46
4.5 研究變數之相關分析 46
4.6 假設檢定 48
4.6.1 團隊認同、團隊資訊交換、團隊績效之層及迴歸分析 48
4.6.2 心理安全感、團隊資訊交換、團隊績效之層及迴歸分析 51
4.6.3 團隊資訊交換、團隊績效、資源豐富性之層及迴歸分析 54
第五章 結論與建議 56
5.1研究結論 56
5.2 學術界之研究意涵與管理實務界建議 57
5.2.1 學術界之研究意涵 57
5.2.2 實務界之建議 58
5.3 研究限制與研究建議 58
參考文獻 59
附錄一 主管問卷 65
附錄二 員工問卷 67

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