團隊結構、溝通機制與研究績效-國家型電信計畫之研究

Hung, Yu and Guo (2010) 研究發現，在電信計畫的執行單位裡，有些團隊表現較卓越，有些團隊表現較差，因此，本研究想探討，在團隊的專案管理下，團隊的溝通技巧和組織結構是否也會對這些研究團隊的績效有所影響本研究以績效評估方法，找出計畫中相對績效好與績效差的計畫，透過問卷調查，探討團隊溝通機制與團隊結構安排對績效的影響，並提出能夠提高團隊研究績效的改善建議。本研究提出兩個構面，分別為團隊溝通機制與團隊結構，並探討兩個構面對於電信計劃團隊績效的影響，在研究架構中，團隊溝通機制包含兩個子構面，團隊結構包含六個子構面，透過問卷調查，共回收74個樣本。研究結果顯示，團隊溝通機制可由內部溝通與外部溝通兩個子構面反映出特性，表示團隊溝通機制對團隊績效存在正向影響，而在團隊結構方面，研究結果顯示，雖然績效高的群組與績效低的群組特性並未顯著，但績效中等的群組與績效低的群組卻為顯著，部分支持團隊結構對團隊績效存在正向影響。

關鍵字

團隊溝通機制；團隊結構；團隊績效

並列摘要

This study proposes two frameworks, the communication mechanism and the team structure, to predict the performance differences of research teams. This research empirically evaluates the proposed model by 74 research teams of National Taiwan Telecommunication Program. For the communication mechanism, this research further investigates two sub-dimensions including internal and external communication mechanism. On the other side, the team structure has six sub-dimensions ranging from the definition of team’s goals, the delineation of research strategy, resource supporting plan, the scope and spillover of laboratory experience, the coordination and control mechanism, to the team incentive. Consequently, the PLS model only shows signaificant positive effects from the communication mechanism to team performance. The team structure partially reveals positive effects to research performance from four sub-dimensions. The four sub-dimensions are the definition of team’s goals, the delineation of research strategy, the scope and spillover of laboratory experience, and the team incentive, which all show comparatively poor conditions for teams of low research performace. Finally, this research implications give suggestions to ex ante allocate resources and ex post audit research project for national-level science and technology programs.