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  • 學位論文

團隊斷層、團隊創新氣候對團隊知識分享行為之影響

A Study on the Relationships among Team faultline, Team Innovation Climates, Team knowledge sharing

指導教授 : 陳銘薰
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摘要


面對瞬息萬變的環境,企業以團隊為營運模式越來越常見,而企業期望透過團隊合作提高創新能力,而創新能力來自於團隊成員知識分享。然而團隊成員組成愈來愈多元化,彼此特徵差異也愈來愈大,差異造成團隊的斷層進而影響團隊知識分享。本研究探討組織內部擁有知識的個別成員是否會因所屬之團隊組成之人口屬性或工作價值觀不同形成斷層,影響團隊彼此分享知識之行為;團隊出現斷層時,是否影響團隊成員之間的信任程度,進而對知識分享產生行為之改變。又團隊成員共同感知的團隊創新氣候程度是否會對斷層與信任間關係及知識分享行為產生影響。本研究首先根據研究的背景與動機、相關文獻與理論探討進行閱讀彙整與探討分析以尋求初步的研究概念;其次運用個案訪談找出影響斷層的因素進而提出八個假說;隨後,針對265人所組成的51個專案團隊,以問卷調查方式蒐集資料進行實證研究,並以最小偏平方方法進行驗證研究假設,其獲得結論為人口屬性斷層強度愈強,則團隊知識分享行為愈少;同時考量人口屬性斷層強度與廣度時,則團隊創新氣候愈強時,團隊知識分享行為愈多;團隊創新氣候透過團隊信任中介效果,影響團隊知識分享行為。而工作價值觀斷層對團隊信任及團隊知識分享皆無影響,主要原因可能是專案團隊為短期任務編組,而工作價值觀為深層變數需經過長期相處後其差異才會產生。期透過此研究協助管理者瞭解影響團隊成員人口屬性斷層的形成因素,利於未來團隊組成的參考依據及強化團隊創新氣候有助於消弭團隊組成差異性造成的斷層,以便有效的進行團隊內的知識分享行為,使知識能為組織營造更佳的競爭優勢。

並列摘要


With rapidly changing societies and globalization, corporations must manipulate their team environments to allow for flexibility and creativity. An organization’s creativity stems from knowledge sharing; however, when the diversity of a team increases, as is common in recent years, like individuals tend to form subgroups, which hinders communication. These situations, according to Lau and Murnighan (1998), are known as faultlines, and they depend on the alignment of individual members’ characteristics. Although team diversity is a potential source of creativity, the occurrence of faultlines within a team may result in trust and relationship problems and reduced knowledge sharing. In this study, questionnaires were issued to a total of 51 teams, including 265 individuals, from different organizations. The PLS (Partial Least Squares) method was used to analyze the data and confirm the hypotheses. The findings of this study reveal that: (1) The strength of faultlines based on demographic attributes has significant negative effects on team knowledge sharing; (2) Team innovation climates can affect team knowledge sharing through enhanced team trust; (3) Team trust has significant positive effects on team knowledge sharing; (4) The strength of work value faultlines has no effect on team knowledge sharing or team trust. The results of this research will provide valuable information for organizations including suggestions about team member selection and ways in which teams can enhance knowledge sharing without sacrificing team innovation or trust.

參考文獻


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