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系統識別號 U0026-3007201311442500
論文名稱(中文) 探討團隊文化與網絡結構對團隊知識分享與團隊績效之影響-以某壽險公司為例
論文名稱(英文) Exploring the effect of team culture and network structure on team knowledge sharing and performance – based on the study of an insurance company
校院名稱 成功大學
系所名稱(中) 工業與資訊管理學系碩博士班
系所名稱(英) Department of Industrial and Information Management
學年度 101
學期 2
出版年 102
研究生(中文) 呂倚榕
研究生(英文) Yi-Jung Lu
學號 R36991098
學位類別 碩士
語文別 中文
論文頁數 107頁
口試委員 指導教授-鄭詩瑜
口試委員-王維聰
口試委員-姜定宇
中文關鍵字 團隊文化  網絡結構  知識分享  團隊績效 
英文關鍵字 team culture  network structure  knowledge sharing  team performance 
學科別分類
中文摘要 現今為知識經濟的時代,企業的發展將更依賴組織所擁有的知識,以獲取競爭優勢,可見知識分享的重要性,尤其壽險工作是一個需要不斷進步的行業,業務員是接觸客戶的第一線人員,自身的專業能力必須不斷的提升。而通訊處的業績與未來發展,除了是主管的努力之外,還需要團隊成員的鼎力相助,顯現出在通訊處裡,是一個「團隊勝出,英雄淡出」的運作模式。
回顧有關知識分享的歷史文獻,發現大多只關注於單一觀點,也就是以團隊文化或網絡結構的觀點來探討知識分享,而忽略了團隊文化與網絡結構建立之間的關係。因此,本研究同時納入團隊文化與網絡結構的觀點,來探討其對團隊知識分享與團隊績效之影響。
本研究以「紙本問卷」的形式,針對某壽險公司之業務團隊進行資料的蒐集,共發放82組團隊,其中包含82份主管問卷,及616份成員問卷。最後有效回收了53組團隊資料,包含了53份有效主管問卷,及314份成員問卷;團隊樣本之有效回收率為64.63%。
本研究以部份最小平方法(Partial Least Squares; PLS)進行資料分析,研究結果發現(1)團隊文化會對網絡密度有顯著之影響;(2)團隊文化對團隊知識分享有顯著之影響,其中官僚型文化會對團隊知識分享有負向影響,創新型與支持型文化則是有正向影響;(3)網絡密度對團隊知識分享有顯著之正向影響; (4)團隊知識分享會正向地影響團隊績效;(5)團隊文化對團隊績效有顯著之影響;(6)網絡密度對團隊績效有顯著之影響。根據研究結果,本研究建議壽險業務團隊應發展具創新型與支持型的文化特質,以給予成員關懷與激勵,並給予相關建議,讓團隊成員能無後顧之憂的做好個人銷售。
英文摘要 We are in the era where knowledge impacts the economy, and the development of enterprises will be more dependent on the knowledge owned by the organization to gain competitive advantage, which shows the importance of knowledge sharing. In particular, the life insurance industry needs to continue to progress; the salesperson being the first line of contact with the customers, should have their professional competence constantly improved. In addition to the executive efforts, the communication department's performance and future development also need the team members’ help, showing that the communications department operates under the motto “team wins; hero fades”.
Recalling the history of literature on knowledge sharing, it is found that most only focused on a single point of view, that is to explore knowledge sharing from the perspectives of team culture or network structure, but ignored the relationship established between team culture and network structure. Therefore, this study included the perspectives of both team culture and network structure, to explore its impact on knowledge sharing and team performance.
This study collected data from a life insurance company’s business team through a questionnaire. Questionnaires were issued to a total of 82 groups, which included 82 executives and 616 members. A total of 53 groups were considered valid questionnaire response. The response rate is at 64.63%.
PLS (Partial Least Squares) was employed to analyze the data. The findings of this study show that: (1) team culture has a significant impact on network density; (2) team culture has a significant impact on knowledge sharing, among which bureaucratic culture has a negative impact on knowledge sharing and innovative and supportive culture have positive impacts; (3) network density has a significant positive effect on knowledge sharing; (4) knowledge sharing positively affects team performance; (5) team culture has a significant impact on team performance; (6) network density has a significant impact on team performance. Based on the findings, this study suggests that the life insurance team should develop an innovative and supportive cultural characteristic in order to give members the care and encouragement as well as feedback, so that the salespersons can do their best without any worries.
論文目次 目錄
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 研究限制 2
第四節 研究流程與論文架構 3
1.4.1 研究流程 3
1.4.2 論文架構 4
第二章 文獻探討 6
第一節 團隊文化 6
2.1.1 團隊的定義 6
2.1.2 團隊文化的定義 8
2.1.3 團隊文化的分類 10
2.1.4 團隊文化對團隊的重要性 14
第二節 社會網絡 15
2.2.1 社會網絡的定義 15
2.2.2 社會網絡的分析觀點 17
2.2.3 網絡結構 18
第三節 知識分享 19
2.3.1 知識的定義 19
2.3.2 知識對團隊的重要性 21
2.3.3 知識分享的觀點 21
2.3.4 知識分享對團隊的重要性 25
第四節 團隊績效 26
2.4.1 高績效團隊的特質 26
2.4.2 團隊績效 27
第五節 各變項之關連性 30
2.5.1 「團隊文化」與「網絡結構」之關係 30
2.5.2 「團隊文化」與「團隊知識分享」之關係 30
2.5.3 「網絡結構」與「團隊知識分享」之關係 31
2.5.4 「團隊知識分享」與「團隊績效」之關係 31
2.5.5 「團隊文化」與「團隊績效」之關係 31
2.5.6 「網絡結構」與「團隊績效」之關係 32
第六節 文獻小節 32

第三章 研究方法 33
第一節 研究架構與假設 33
3.1.1 研究架構 33
3.1.2 研究假設 35
第二節 問卷設計 42
3.2.1 問卷設計流程 42
3.2.2 研究變項之定義 43
3.2.3 研究變項之衡量問項 45
第三節 研究設計 49
3.3.1 研究對象 49
3.3.2 資料蒐集方法 50
第四節 資料分析方法 51
第五節 問卷前測 55
3.5.1 問卷前測目的與流程 55
3.5.2 問卷前測對象 55
3.5.3 前測問卷之信度分析 55
第四章 實證分析結果 61
第一節 樣本結構分析 61
第二節 團隊層次資料之產生與檢測 65
第三節 測量模型分析 66
4.3.1 信度分析 66
4.3.2 效度分析 70
第四節 結構模型分析 74
4.4.1 結構模型建立 74
4.4.2 路徑分析與假說檢定 76
第五章 結論與建議 82
第一節 研究結果 82
第二節 實務貢獻與意涵 86
第三節 未來研究方向 87
參考文獻 89
附錄一 前測問卷-成員問卷 100
附錄二 正式問卷-主管問卷 103
附錄三 正式問卷-成員問卷 105
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