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論文名稱(中文) 高階管理衝突對專案執行活動影響之研究-以A公司為例
論文名稱(英文) The Effects of the Conflict of Top Management Team On Project Activities- Case Study of Firm A
校院名稱 成功大學
系所名稱(中) 工業與資訊管理學系專班
系所名稱(英) Department of Industrial and Information Management (on the job class)
學年度 100
學期 2
出版年 101
研究生(中文) 柯雨宏
研究生(英文) Yu-Hung Ko
學號 R37991295
學位類別 碩士
語文別 中文
論文頁數 78頁
口試委員 指導教授-林清河
口試委員-耿伯文
口試委員-李昇暾
中文關鍵字 高階管理衝突  衝突管理  紮根理論  專案管理 
英文關鍵字 TMT conflict  conflict management  grounded theory  project management 
學科別分類
中文摘要 隨著政府簽訂ECAF和接踵而至的各種貿易協定,產業必須面對全球化的競爭及業界快速的變化;日新月異的市場變化中,企業的內部決策與策略方向將直接影響企業面對外部環境所能主導或抵抗被改變的能力;更加突顯出企業內部管理層決策的重要性;根據Drucker (1954)研究中提出,多數成功經營的企業均以團隊方式來共同負責最高主管的決策職務;Papadakis and Barwise (2002)研究證實高階管理團隊對組織結果的影響遠高於單一CEO的影響力;因此高階管理團隊在企業的競爭中扮演著相當重要的地位;而哈佛商業評論刊載有關高階管理團隊的研究中,在高階管理團隊評分的一項調查,『團隊中的衝突已妥善處理』的分數是所有調查項目中的最低分(3.73),因此可以確信『衝突』明顯地存在於高階管理團隊中;而每一個專案的建立及推動均有其為企業或長期或短期獲利的考量及其存在價值;然而複雜的高階管理團隊衝突過程對企業在專案執行上必然存在許多影響因素;本研究之研究目的即是探討其衝突對專案執行之影響因素為何及其各因素間交互影響的關係。
本研究主要以質性研究之紮根理論,並利用深度訪談方式,對選定研究個案公司之高階管理部分成員進行訪談。
本研究結果共歸納出六個影響因素,三個主要間接影響因素,分別為文化特性、派系關係以及組織內衝突;另外三個主要直接影響專案執行活動因素,則分別為組織氛圍與變動、品質與技術以及人員流動;同時本研究就其結果建構出一案例模型,並提出相對之管理意涵,期望能對在業界已經是高階管理團隊的一分子或是即將成為高階管理者的人員,提前意識到團隊內衝突對組織帶來的影響;同時期望能提供企業在考慮延攬、選聘外部高階管理成員時有一參考模型,以增加企業在高階管理面和專案管理面兩者之成功率。
英文摘要 The reliance of top management team (TMT) on strategic decision makings is critical for the competitiveness of the firm. TMT decisions directly affect firm capabilities in facing environmental turbulence. However, unavoidable and obvious TMT conflicts impair project performances. This research investigates how TMT conflicts affect project execution and the interdependency of these factors with grounded method. Through in-depth interviews with TMT members of the focal firm, this research induces six key factors. Cultural characteristics, clique and intra-organizational conflicts are the three indirect factors on project execution while organizational atmosphere and change, quality and technology, and turnover are the three direct factors. Based on the research findings, a conflict model is proposed. This research concludes with managerial implications, for practitioners’ reference in the recruiting and selecting of TMT members.
論文目次 摘要 I
Abstract II
致謝 III
目錄 V
表目錄 VIII
圖目錄 IX
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 3
1.3 研究方法與步驟 3
1.4 研究範圍與限制 5
1.5 研究流程 6
第二章 文獻探討 8
2.1 高階管理層團隊(Top Management Teams) 8
2.2 衝突(Conflict)的定義與類別 9
2.2.1衝突種類(Conflict Type) 11
2.3權力和TMT權力來源對組織的影響 14
2.3.1 權力的定義 14
2.3.2 TMT權力來源對組織的影響 15
2.4專案管理 16
2.4.1專案的定義 16
2.4.2專案管理的定義 17
2.5 本章小結 18
第三章 研究方法 19
3.1 研究流程架構圖 19
3.2 介紹研究方法 20
3.2.1 質性研究 20
3.2.2 紮根理論 22
3.3 紮根理論執行程序 23
3.4抽樣原則 27
3.4.1抽樣理論原則 27
3.4.2參與者選擇原則 28
3.5 資料蒐集與分析原則 28
3.5.1 理論觸覺 28
3.5.2 資料蒐集原則 29
3.5.3 資料分析原則 30
3.6質性研究之信度與效度 30
第四章 分析過程與結果 33
4.1 開放編碼過程 33
4.2主軸編碼過程 36
4.3 選擇性編碼 42
4.4 研究發現 43
第五章討論 55
5.1 對專案執行產生之間接影響因素 55
5.2 對專案執行產生之直接影響因素 57
5.3 高階管理衝突影響專案執行活動之過程模式 60
第六章 結論與建議 63
6.1 管理意涵 63
6.2 研究限制 68
6.3 未來研究 69
參考文獻 71
附錄 78
附錄一 訪談大綱 78
表目錄
表1-1高階經營團隊評分及資料說明 2
表2-1 參考文獻之TMT定義彙整表 9
表2-2 衝突(conflict)定義彙整表 11
表3-1 質性研究方法比較 22
表3-2 受訪者基本資料 28
表4-1 逐字稿與開放編碼使用的代碼意義 34
表4-2 相關概念說明 34
表4-3 文化特性之主軸編碼 36
表4-4 派系關係之主軸編碼 37
表4-5組織內衝突之主軸編碼 37
表4-6 品質與技術之主軸編碼 37
表4-7 人員流動之主軸編碼 38
表4-8組織氛圍與變動之主軸編碼 38
圖目錄
圖1-1 研究流程圖 7
圖3-1 研究流程架構圖 19
圖3-2 紮根理論研究步驟 23
圖3-3 紮根理論研究執行程序 25
圖3-4 本研究之資料分析程序 27
圖4-1 主軸編碼關聯:影響因素與現象之關聯 40
圖4-2 主軸編碼關聯:文化特性與派系關係之關聯 40
圖4-3 主軸編碼關聯:派系關係與組織內衝突之關聯 41
圖4-4 主軸編碼關聯:組織氛圍與變動與人員流動之關聯 41
圖4-5 主軸編碼關聯:人員流動與技術品質之關聯 42
圖4-6 主軸編碼關聯:高階管理衝突與各類別因素間之關聯性 42
圖4-7 高階管理衝突影響各專案執行活動之因素 43
圖5-1 高階管理衝突影響專案執行活動因果圖 61
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