「創新」是現今企業生存的必要條件之一，而團隊多元化則是達成企業創新的方式之一。本研究將團隊多元化分成關係相關多元化、工作相關多元化及潛在屬性多元化三種類型，並探討各類型之多元化對團隊創新之影響。與過去研究不同的是，本研究加入領導者創新特質及能力作為調節變數，用以探討此變數對於各類型多元化對團隊創新之調節效果。本研究以問卷調查法，針對製造業、服務業及設計產業中的24個團隊進行問卷發放，並將回收之資料進行檢驗分析。研究結果發現，當團隊關係相關多元化程度較低時，對團隊創新有正向影響；工作相關多元化程度不高時，較無法激發多元性觀點，並對於團隊創新無顯著正向影響；此外，潛在屬性多元化程度愈高，會因為成員對彼此認知差異愈高而增加認知偏誤，進而降低團隊創新。進一步分析領導者創新特質及能力之調節效果後發現，創新領導者有機會將影響團隊創新的負面因素如潛在屬性多元化轉為正向影響，同時對於工作相關多元化與團隊創新之關係也有正向強化的效果，顯示創新領導者之創新特質及能力對於創新團隊的重要性。由於過去研究對於創新領導者如何影響團隊創新著墨不多，因此未來研究者亦可針對此主題進行延伸探究。

Innovation is essential for enterprises to maintain their competitive advantage. Therefore, many enterprises attempt to find the influencing factor of innovation. Prior studies have found that team diversity is a key factor to innovation. Furthermore, we also find that team leader innovative characteristic and ability play an important role in the relationship between team diversity and team innovation through interview with the employees of manufacturing and service industries. However, few studies have investigated the moderating effect of team leader innovative characteristic and ability on innovation. Therefore, we regard team leader innovative characteristic and ability as the moderator to explore the relationship between team diversity and innovation. In this study, we draw on data from 24 teams in manufacturing, service and design industries. Our results revel that the relation-oriented diversity has positive effect on team innovation, and attitudinal diversity has negative effect on team innovation. Moreover, this finding also show that team leader innovative characteristic and ability has partly positive moderating effect in this study.

論文審定書 i
中文摘要 ii
英文摘要 iii
目錄 iv
圖次 v
表次 vi
第一章緒論 1
第一節 研究背景與動機 1
第二節 研究目的與研究問題 5
第三節 研究流程 6
第二章文獻探討 7
第一節 團隊多元化 7
第二節 團隊領導者創新特質及能力 11
第三節 團隊創新 15
第四節 假設推論 17
第叁章 研究設計與實施 20
第一節 研究架構 20
第二節 研究方法 21
第三節 問卷調查 22
第四節 資料處理 31
第四章 結果分析與討論 33
第一節 敘述性統計 33
第二節 信度分析 37
第三節 相關性分析 38
第四節 階層迴歸分析 39
第伍章 結論與建議 48
第一節 研究結論 48
第二節 管理意涵 52
第三節 研究建議 54
參考文獻 56

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