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系統識別號 U0026-2107201113545600
論文名稱(中文) 任務衝突與員工創造力行為及員工績效之關聯性研究-以知識分享為中介變數
論文名稱(英文) The Relationship among Task Conflict, Creative Behavior, and Performance - With Knowledge Sharing as a Mediator
校院名稱 成功大學
系所名稱(中) 企業管理學系專班
系所名稱(英) Department of Business Administration (on the job class)
學年度 100
學期 2
出版年 100
研究生(中文) 王本禕
研究生(英文) Pen-I Wang
學號 R47981357
學位類別 碩士
語文別 中文
論文頁數 71頁
口試委員 口試委員-徐郁茹
召集委員-簡俊成
指導教授-史習安
中文關鍵字 任務衝突  知識分享  員工創造力行為  員工績效 
英文關鍵字 task conflict  knowledge sharing  creative behavior  performance 
學科別分類
中文摘要 本研究希望瞭解團隊中產生的任務衝突對員工創造力行為及員工績效之影響關係,以知識分享為中介影響探討變數。本研究以台灣企業中3人以上的工作團隊為主要研究調查對象,調查方式分為A、B兩式問卷調查,A式問卷請工作團隊之主管或領導者針對員工創造力行為及員工績效進行填答;B式問卷請工作團隊成員針對任務衝突及知識分享程度進行填答,共發出80組問卷,回收71組問卷,回收率為88.75%。本研究主要使用結構方程模式來進行檢驗整體模型的配適度,並進行研究假說之驗證。經實證分析,本研究分析結果如下:
(一) 任務衝突與知識分享有顯著負向的影響。
(二) 知識分享對於員工創造力行為無顯著影響。
(三) 知識分享對於任務衝突對與員工創造力行為不具中介影響。
(四) 知識分享對於員工績效表現有顯著正向的影響。
(五) 知識分享對於任務衝突對與員工績效具中介影響。
本研究主要之貢獻敘述如下:
1.本研究提出一個整合性的研究架構,結合了「任務衝突」與「知識分享」及「知識分享」與「員工創造力行為」及「員工績效」的研究模型。不同於其他學者的研究在於本研究模型將「知識分享」設為中介影響變數,試圖說明:團隊運作中任務衝突無可避免,而「知識分享」扮演影響員工創造力行為及績效的重要角色。
2.本研究結果顯示知識分享是影響團隊績效極為重要的因素,團隊領導者可透過對任務衝突程度的控制,提高團隊中的知識分享意願及程度,進而提升團隊成員之績效。
英文摘要 The research is focused on how task conflict practices influences creative behavior and performance. With knowledge sharing as mediator.
In this study, we survey work teams consisted with more than three people in Taiwanese companies. The survey is divided into A, B questionnaires. Supervisor or team leader were requested to fill out A questionnaire about employee’s creative behavior and performance ; B questionnaire is filled out by team members about task conflict and knowledge sharing. We issued total 80 sets of questionnaires and got 71 matched response questionnaires returned. The ultimate return rate is 88.75%. We used structural equation modeling(SEM) to examine the model fittness and research hypotheses. After analyzing the samples,we concluded as follows:
(A) there is a positive negative relationship between task conflict and knowledge sharing.
(B) there is no relationship between knowledge sharing and employ’s creative behavior.
(C) there is no mediator effect of knowledge sharing to task conflict and employ’s creative behavior.
(D) The positive negative relationship existed between knowledge sharing and performance.
(E) knowledge sharing has mediator effect to task conflict and employ’s performance.

This research has following contributions:
1 The research proposes an integrated framework that combined with task conflict and knowledge sharing and the model of knowledge sharing, employee’s creative behavior and performance. Other than the research of other scholars, we make knowledge sharing as a mediator and try to explain the following: Since the task conflicts are unavoidable, knowledge sharing plays an important role to employ’s creative behavior and performance. .

2 This study shows that knowledge sharing is an important factor on team performance , team leader can improve team members’ performance by controlling the level of task conflict to encourage them to share knowledge.
論文目次 摘   要 I
ABSTRACT II
誌   謝 III
目   錄 V
表 目 錄 VI
圖 目 錄 VII
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、 論文架構 3
第二章、 文獻探討 4
第一節、 任務衝突 4
第二節、 知識分享 7
第三節、 員工創造力行為及員工績效 11
第四節、 知識分享的中介效果 16
第三章、 研究方法 17
第一節、 研究架構 18
第二節、 研究假設 19
第三節、 研究變數 19
第四節、 問卷設計 21
第五節、 抽樣方法 24
第六節、 資料分析方法 26
第四章、 實證分析與結果 29
第一節、 樣本基本資料分析 29
第二節、 信度分析 35
第三節、 結構方程式模型 39
第五章、 研究結論與建議 52
第一節、 研究結果與發現 52
第二節、 研究貢獻 55
第三節、 研究限制 56
第四節、 後續研究建議 58
參考文獻 62
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