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系統識別號 U0026-0812200911583611
論文名稱(中文) 文化調適、溝通品質與信任對虛擬團隊績效的影響
論文名稱(英文) The Impact on Performance of Virtual Teams: Cultural Adaptation, Communication Quality, and Trust
校院名稱 成功大學
系所名稱(中) 企業管理學系碩博士班
系所名稱(英) Department of Business Administration
學年度 94
學期 2
出版年 95
研究生(中文) 趙書含
研究生(英文) Shu-Han Chao
學號 r4692402
學位類別 碩士
語文別 英文
論文頁數 89頁
口試委員 指導教授-張心馨
口試委員-康信鴻
口試委員-莊雙喜
中文關鍵字 績效  信任  溝通品質  文化調適  虛擬團隊 
英文關鍵字 Trust  Communication quality  Performance  Cultural adaptation  Virtual team 
學科別分類
中文摘要 虛擬團隊是一種任務導向的網路組織,由不同文化背景的成員所組成,且成員分散各地。隨著科技的發達,虛擬團隊逐漸受到研究者的青睞。本研究提出一個虛擬團隊的模型,分別採用質性與量性的研究方法,探討文化調適、溝通品質及信任對虛擬團隊績效的影響,以及各變數間的關係。藉由訪談四位來自不同團隊的成員,瞭解虛擬團隊的實際運作情形,並且結合實務與理論,再修正研究雛型,接著設計問卷,以量化分析驗證研究假設。資料分析結果顯示,文化調適與信任程度都對虛擬團隊的績效有正面的影響。另外,研究發現溝通品質對虛擬團隊的績效有負面的影響,在信任感高的團隊中,成員可能由於依賴性而互相推卸責任。最後,結果強調團隊領導者應該要正視成員間的文化差異問題,清楚的權責分配可以提升團隊的穩定性,以及制定明確的規範也有助於在虛擬環境中建立信任感。



英文摘要 A virtual team is a pattern of a network group form where a temporary team is gathered together on a required basis for the period of a mission and made up by members from different cultures. It has emerged because of modern progress in communication technologies. The tendency toward the physically spread work team has forced a necessary investigation into the interaction among virtual team members. The present research proposes a general model of virtual teams to investigate how related variables (cultural adaptation, communication quality, and trust) affect the performance of virtual teams and their interaction to each other. A comprehensive framework was built according to previous researches. Qualitative and quantitative methods are both applied in the study. Four virtual team members from diverse teams are interviewed in order to explore how virtual teams work and whether hypotheses are confirmed in practice. After the case study, differences between theory and practice are modified. Questionnaire survey is adopted to test the hypotheses of the research framework. The analysis results reveal that both cultural adaptation and trust have positive effects on the performance of virtual teams. However, a negative and significant effect was found for communication quality and performance of virtual teams, which is totally different from the previous literature. For virtual teams, research findings implicate that team leaders should be aware of cultural differences as well as project issues within teams. Besides, a clear announcement of duties to reduce the uncertainty and increase the stability is needed. Setting rules clearly also enable trust to be built in the virtual environment.



論文目次 CHAPTER 1.Introduction........................................................1
1.1 Research Background....................................................1
1.2 Research Objectives....................................................3
1.3 Research Procedures and Research Structure.............................4

CHAPTER 2. Literature Review..................................................6
2.1 Virtual Teams..........................................................6
2.2 Effects on the Performance of Virtual Teams...........................10
2.2.1 Cultural Adaptation.............................................10
2.2.2 Communication Quality...........................................13
2.2.3 Trust...........................................................15
2.2.4 Performance of Virtual Teams....................................17
2.3 Relationship among Cultural Adaptation, Communication
Quality, Trust and the Performance of Virtual Teams...................21
2.3.1 Impacts of Cultural Adaptation on Communication Quality.........21
2.3.2 Impacts of Cultural Adaptation on Trust.........................22
2.3.3 Impacts of Cultural Adaptation on the Performance of
Virtual Teams...................................................23
2.3.4 Impacts of Communication Quality on the Performance of
Virtual Teams...................................................24
2.3.5 Impacts of Trust on the Performance of Virtual Teams............26

CHAPTER 3. Conceptual Model and Research Design..............................29
3.1 Conceptual Model......................................................29
3.2 Research Design.......................................................30
3.3 Measurement...........................................................31

CHAPTER 4. Case Study........................................................34
4.1 Interviewee A.........................................................35
4.2 Interviewee B.........................................................37
4.3 Interviewee C.........................................................38
4.4 Interviewee D.........................................................42
4.5 Case Summary..........................................................44

CHAPTER 5. Questionnaire Survey..............................................48
5.1 Pilot Study...........................................................48
5.2 Formal Samples........................................................53
5.2.1 Reliability Analysis.............................................53
5.2.2 Validity Analysis................................................56
5.3 LISREL Analysis.......................................................57
5.4 Summary of Statistical Support for Research Hypotheses................61

CHAPTER 6. Discussion and Conclusion.........................................63
6.1 Discussion of Results.................................................63
6.2 Managerial Implications...............................................67
6.3 Limitations and Suggestions for Further Research......................68

REFERENCES...................................................................70

APPENDIX A:INTERVIEW QUESTIONNAIRE IN ENGLISH...............................81
APPENDIX B:INTERVIEW QUESTIONNAIRE IN CHINESE...............................83
APPENDIX C:SURVEY QUESTIONNAIRE IN ENGLISH..................................84
APPENDIX D:SURVEY QUESTIONNAIRE IN CHINESE..................................87
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