國際團隊成員在文化、國籍、專業背景中有著多元化的特性，由多元帶來的差異引發的衝突與負面情緒，使國際團隊的管理面臨較一般團隊更多的挑戰，本研究欲探討國際團隊多元性、衝突與知識分享之關聯性，進一步找出在國際團隊因多元性必然會面對負面情緒、衝突時，形成怎樣的團隊規範與共識，能有效的解決與轉化其負面影響，促使團隊成員仍能協力合作，分享交流知識以完成團隊任務。
本研究利用個案研究的方法，訪談六個國際團隊，選擇台、外籍成員各一位，共有十二位受訪者。將訪談資料加以分析探討之後，歸納出本研究的六項命題如下：
命題一：國際團隊成員組成中，職位階層、部門內職務、跨功能部門等屬性的差
異性越大，越可能產生任務衝突。
命題二：國際團隊中，任務衝突易引發情緒衝突。
命題三：國際團隊成員組成中，上司下屬間國籍差異，容易使成員將任務衝突視為關係衝突。
命題四：有建立情緒智商規範的國際團隊，較能減低團隊情緒衝突轉化為關係衝突。
命題五：團隊衝突規範可降低任務衝突對知識分享的負面影響。
命題六：團隊情緒規範與團隊衝突規範，可降低多元性引發之衝突對知識分享行為的負面影響。

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目錄 I
表目錄 II
圖目錄 III
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 5
第四節 研究流程 6
第二章 文獻探討 7
第一節 國際團隊多元性 7
第二節 衝突 16
第三節 團隊情緒智商規範 23
第四節 團隊衝突規範 29
第五節 知識分享 31
第三章 研究方法 35
第一節 個案研究法 35
第二節 概念性架構 36
第三節 研究設計與資料收集方式 37
第四章 個案綜合分析與命題發展 42
第一節 國際團隊多元性 42
第二節 國際團隊多元性與衝突 44
第三節 團隊情緒智商規範與衝突 56
第四節 團隊衝突規範 61
第五節 衝突規範與知識分享行為 64
第六節 團隊多元化、衝突與知識分享 67
第五章 結論與建議 72
第一節 研究結論 72
第二節 研究建議 79
第三節 研究限制 81
參考文獻 82
逐字稿登錄表 88

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蔡達人 (民 90)，團隊多元性對知識分享、創造、創新績效之影響-以衝突為中介變項，東吳大學企業管理學系碩士論文。
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