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系統識別號 U0026-0307201615151600
論文名稱(中文) 團隊衝突與創意間之關係研究
論文名稱(英文) Team Conflict and Creativity
校院名稱 成功大學
系所名稱(中) 企業管理學系
系所名稱(英) Department of Business Administration
學年度 104
學期 2
出版年 105
研究生(中文) 林倍妤
研究生(英文) Bei-Yu Lin
學號 R46031094
學位類別 碩士
語文別 中文
論文頁數 77頁
口試委員 指導教授-史習安
口試委員-劉玉雯
口試委員-許竹君
中文關鍵字 任務衝突  關係衝突  集體主義  資訊交換  團隊效力  團隊創意 
英文關鍵字 Task conflict  Relationship conflict  Collectivism  Information exchange  Team potency  Team creativity 
學科別分類
中文摘要 科技日新月異,產業變動速度愈加快速,各企業無不費盡心思思考如何永續存活。目前許多大企業早已開始跨領域、跨產業發展。因此一方面若是產業原有的企業無法透過創意,發展出特有的競爭優勢,其存活機率將大幅降低;另一方面欲多角化發展之企業,若無法以創意建立與不同於原有產品或服務的特色,則其跨足它產業之成功機率可能會不如預期。於是要如何成功發展創意就是當前企業的一大課題,而團隊合作就是激發創意最好的方法之一。因此,本研究從團隊衝突的角度開始探討,了解任務衝突與關係衝突間的關係,並探討以集體主義為調節變數下,任務衝突與關係衝突間是否會產生影響,接者,探討資訊交換與團隊效力於關係衝突與團隊創意間的中介效果。
本研究主要以台灣企業為主要研究對象,總計發放460套問卷,回收有效樣本為303組,有效樣本回收率約為65.9%。本研究主要使用層級迴歸分析來進行研究假說之驗證。透過實證分析,本研究分析結果如下:
(一) 任務衝突會導致關係衝突。
(二) 關係衝突與資訊交換、團隊效力呈負向關係。
(三) 資訊交換、團隊效力與團隊創意呈正向關係。
(四) 關係衝突與團隊創意間的關係,受到資訊交換與團隊效力之中介效果所影響。
本研究主要貢獻分述如下。首先,本研究探討任務衝突與關係衝突間之關係;再來,研究員工集體主義的傾向並驗證其於任務衝突與關係衝突間關係之調節效果;接下來,本研究探討關係衝突對於資訊交換與團隊效力之影響;並接著探討資訊交換與團隊效力對團隊創意之影響;最後,本研究驗證了資訊交換與團隊效力對團隊創意之中介效果,以作為後續研究參考。
英文摘要 Nowadays, technology changes rapidly and the environment of industry become more and more dynamic. Therefore, companies must think how to survive in this environment sustainably. Due to the Matthew effect, the rich will get richer and the poor get poorer. Many large companies with abundant resources have already started to develop into different fields and industries. Thus, on the one hand, if the existing companies cannot have unique competitive advantage by developing creativity, it will be tougher for them to overcome the threat from potential competitors and survive. On the other hand, if the companies which would to diversify their business cannot build the advantage that is different from the original one in the existing market, the performance of new market may not meet with what they expected. Consequently, it will be important for companies to know how to develop creativity successfully and team work is definitely one of the best way to do this.
Therefore, this study explore from team conflict to know the relationship between task conflict and relationship conflict. Then we use collectivism as moderator to see if this will affect the relationship between task conflict and relationship conflict. Furthermore, we also explore the mediating effect of information exchange and team potency to the relationship between relationship conflict and team creativity.
The research is performed through the questionnaires survey to Taiwanese companies. We have sent 460 questionnaires and a total of 303 valid questionnaires are returned. The final response rate is 65.9%. We use hierarchical regression analysis to verify all hypotheses. Our findings can be summarized as following: First, task conflict will cause relationship conflict. Second, collectivism will moderate the relationship of task conflict and relationship conflict. Third, relationship conflict will be negatively related to information exchange and team potency. Fourth, information exchange and team potency will be positively related to team creativity. Finally, information exchange and team potency will mediate the relationship between relationship conflict and team creativity.
論文目次 考試合格證明 I
摘 要 II
TEAM CONFLICT AND CREATIVITY III
誌 謝 VIII
目錄 X
表目錄 XII
圖目錄 XII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 章節架構 4
第二章 文獻探討 6
第一節 任務衝突 7
第二節 關係衝突 8
第三節 集體主義 10
第四節 團隊創意 12
第五節 資訊交換 13
第六節 團隊效力 17
第三章 研究方法 21
第一節 研究架構 21
第二節 研究假設 22
第三節 研究變數 23
第四節 問卷設計 26
第五節 抽樣方法 32
第六節 資料分析方法 33
第四章 實證分析結果 35
第一節 樣本基本資料分析 35
第二節 驗證性因素分析 39
第三節 信度分析 40
第四節 建構效度分析 44
第五節 相關係數分析 46
第六節 層級迴歸分析 48
第五章 結論與建議 55
第一節 研究假設結果彙整 55
第二節 研究結論 56
第三節 研究貢獻與限制 59
第四節 研究建議 61
參考文獻 64
附錄一: 問卷 73
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