Responsive image
博碩士論文 etd-0204109-003033 詳細資訊
Title page for etd-0204109-003033
團隊多元性與團隊情緒智商對團隊績效之影響: 團隊社會資本的中介作用影響
The Influence of Group Diversity and Group Emotional Intelligence on Group Performance in Institutions: The Mediating Effects of Group Social Capital
Year, semester
Number of pages
Advisory Committee
Date of Exam
Date of Submission
group emotional capital, social capital, group performance, group conflict, group diversity
本論文已被瀏覽 5722 次,被下載 0
The thesis/dissertation has been browsed 5722 times, has been downloaded 0 times.
1. 團隊多元性會導致團隊關係衝突,降低團隊績效表現?
2. 當團隊情緒智商高時,能有效降低團隊多元性產生的關係衝突,進而提高團隊績效表現?
3. 團隊智商高的團隊有助於累積的社會資本,進而強化團隊的績效表現?
As the trend of progressive development of technological information and globalization, organization use teams to manage the complex operational activities in dynamic environment. Organizations use cross-functional team to encourage individuals’ knowledge sharing; however, the team members are composed by talents with different professional background and the way they think, work and express emotion are different. Hence, whether or not the group members with high level of group emotional intellectual and whether or not the group can from their social capital in their group determine their group performance and organizational success.
Through a series of questionnaire survey of groups in health care Industory and using hierarchical regression analysis to deal with the data, our research indicate will investigate the following questions:
1. Whether the diversity of group will lead to relational conflict and negatively influence group performance.
2. Whether group emotional intelligence can decrease the relational conflict and then positively influence performance.
3. Whether group emotional intelligence can contribute to accumulate social capital and then strengthen team performance.
In consequence, our study has empirically demonstrated that GEI could reduce the negative effect of relationship confluct, meanwhile increase positive effect of group identity on group effectiveness. The dimension of creating resource working with emotions and creating an affirmative environment are found to be two of most significant factors that attribute to this effect, and GEI can definetly contribute to accumulate social capital and strengthen team performance. This study finally suggested that organizations shall endeavor to assist team build positive attitude and move group memvers from striking together to working cooperatively.
目次 Table of Contents
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 5
第二章 文獻探討與理論建構 7
第一節 團隊多元性管理與團隊互動理論基礎 7
第二節 團隊衝突 13
第三節 團隊情緒智商 21
第四節 團隊社會資本 32
第五節 團隊績效 35
第三章 研究方法 39
第一節 研究架構與假設 39
第二節 抽樣與樣本收集 42
第三節 測量工具與操作型定義 43
第四節 統計分析方法 45
第四章 研究結果與討論 49
第一節 各研究變項的相關分析 49
第二節 團隊情緒智商與團隊績效之關係:關係衝突的中介模式 55
第三節 團隊社會資本的中介模式 61
第四節 團隊情緒智商的調節效果分析 67
第五章 結論與建議 69
第一節 研究結論 69
第二節 管理意涵與建議 72
第三節 後續研究建議 74
參考文獻 75
參考文獻 References
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。

Acquaah, M. (2007). Managerial social capital, strategic orientation, and organizational performance in an emerging economy. Strategic Management Journal, 28: 1235-1255.
Adler, P. S., & Kwon, S. (2002). Social capital: Prospects for a new concept. Academy of Management Review, 27: 17–40.
Amason. A. C., Schweiger. D. M. (1994). Reso1ving he paradox of conflict strategic decision making and organizational performance. International Journal of Conflict Management. 5. pp.239-254.
Amason, Allen C., Thompson, Kenneth R., Hochwarter, Wayne A. and Harrison, Allison W. (1995). Conflict: An important dimension in successful management teams. Organizational Dynamics, Volume 24, Issue 2, Pages 20-35.
Amason‚ Allen C. (1996). Distinguishing the effects of funcational and dysfunctional conflict on strategic decision making: Resolving a paradox for top management teams. Academy of Management journal‚ 39‚ 123-148.
Ancona, D. G., & Caldwell, D. F. (1992). Bridging the boundary: External activity and performance in organizational teams. Administrative Science Quarterly, 37: 634-665.
Anderson, J. C., & Gerbing, G. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychology Bulletin, 103: 411-423.
Ashforth, B.E, F Mael (1989). “Social Identity Theory and The Organization,” Academy of Management Review, 14:20-39.
Ashkanasy, N. M. & Daus, S. C. (2002). Emotion in the workplace: the new challenge for managers. Academy of Management Executive, 16, 76-86.
Balkundi P., & Harrison D. A.. (2006). Ties, leaders, and time in teams: Strong inference about network structure’s effects on team viability and performance. Academy of Management Journal, 49(1): 49-68.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51: 1173-1182.
Barsade, S. G., & Gibson, D. E. (1998). Group Emotion: A view from top to bottom. In D. Gruenfeld, B. Mannix, & M. Neale (Eds.), Research on managing groups and teams: Composition (Vol. 1, pp. 81-102). Greewich, CT: JAI Press.
Barsade, S. G. (2002). The ripple effect: Emotional contagion and its influence on group behavior. Administrative Science Quarterly, 47, 644–675.
Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88: 588-606.
Berscheid, E., & Walster, H. (1978). Interpersonal attraction. Reading, MS: Addison-Wesley.
Borisoff. D., & Victor, D. A. (1998). Conflict management: A communication skills approach.
Bourdieu, P. (1986). The Forms of Capital. in J. G. Richardson (ed.). Handbook of Theory and Research for the Sociology of Education, pp.241-258. New York: Greenwood Press
Boyatzis, R. E. (1982). The competent manager: A model for effective performance. New York: John Wiley & Sons.
Brooks, K., & Nafukho, F. M. (2005). Human resource development, social capital, emotional intelligence: Any link to productivity? Journal of European Industrial Training, 30(2): 117-128.
Browne MW, Cudeck R. (1993). Alternative ways of assessing model fit. In K.A. Bollen, & J.S. Long (Eds.)Testing structural equation models: 136-162. Sage: Newbury, CA.
Burt, R. S. (1992). Structural holes: The social structure of competition. Cambridge, MA: Harvard University Press.
Byrne, D. (1971). The attraction paradigm. New York: Academic Press.
Cohen, S. Bailey G., & Bailey, D. E., 1997. What makes team work: Group effectiveness research from the shop floor to the executive suite? Journal of Management, 23(3); 239-290.
Coleman, J. S. (1988). Social capital in the creation of human capital. American Journal of Sociology, 94(Supplement): S95–S120.
Coleman, J. S. (1990). Foundations of social theory. Cambridge, MA: Harvard University Press.
Cooperrider, D. L. (1987). Appreciative inquiry in organizational life. In R. W. Woodman & W. A. Pasmore (Eds.), Research in organizational change and development (Vol. 1, pp. 129-169). Greenwich, CT: JAI Press.
Cummings, N. J. (2004). Work groups, structural diversity, and knowledge sharing in a global organization. Management Science, 50(3), 105-120.
Davenport, T. H., & Prusak, L. (1998). Working knowledge: How organizations manage
De Dreu, C. K. W. & Van De Vliert E. (eds). (1997). Using Conflict in Organizations. Sage: London.
De Dreu, C. K. W. & Van Vianen, A. E. M. (2001). Managing relationship conflict and the effectiveness of organizational teams. Journal of Organization Behavior, 22, 309-328.
De Dreu, C. K. W. & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88, 741-749.
De Jong, Rendel D. (2003). Global teams. Personnel Psychology, 56(1), 251-254.
DiStefano, J. J. & Maznevski, M. L. (2000). Creating value with diverse teams in global
Druskat, V. U. (1996). A team competency study of self-managed manufacturing teams. Unpublished doctoral dissertation. Boston, MA: Boston University.
Druskat, V. U. & Wolff, S. B. (2001a). Building the emotional intelligence of groups. Harvard Business Review, 79, 81-90.
Druskat V. U., & Wolff, S. B. (2001b). Group emotional intelligence and its influence on group effectiveness. In (Eds.) C. Cherniss, & D. Goleman, 2001. The emotionally intelligent workplace. Jossey-Bass, CA: Wiley Company.
Eisenhardt, K., Kahwajy, J., & Bourgeois, L. (1997). Conflict ans strategic choice: How top management teams disagree. Conflict Management Review, 39 , 42-62.
Ellemers, N., Gilder, D. D., & Haslam, S. A. (2004). Motivating individuals and groups at work: A social identity perspective on leadership and group performance. Academy of Management Review, 29(3): 459-478.
Emerson, R. M. (1981). Social Exchange Theory. In M. Rosenberg and R. H. Turner. Social Psychology: Sociological Perspectives, 30-65. New York:Basic Books.
Fukuyama, F. (1995) Trust: The Social Virtues and the Creation of Prosperity. New York: The Free Press.
George, J. M. (1990). Personality, affect, and behavior in groups. Journal of Applied Psychology, 75(2): 107-116.
George, J. M. (2002). Affect regulation in groups and teams. In R. G. Lord, R. J. Klimoski, & R. Kanfer (eds), Emotions in the workplace: Understanding the structure and role of emotions in organizational behavior (pp. 182-217). San Francisco, CA: Jossey-Bass.
Gibson, C. B., & Earley, P. C. (2007). Collective cognition in action: Accumulation, interaction, examination, and accommodation in the development and operation of group efficacy beliefs in the workplace. Academy of Management Review, 32(2): 438-458.
Goleman, D. (1995). Emotional intelligence: Why it can matter more than IQ? Bantam Books, New York.
Goleman, D. (1998). Working with emotional intelligence. New York: Bantam.
Goleman, D., Boyatzis, R., & McKee A. (2002). The emotional reality of teams. Journal of Organizational Excellence, Spring: 55-65.
Goodman, P. S., Ravlin, E., & Schminke, M. (1987). Understanding groups in organizations. In L. Cummings & B. Staw (Eds.), Research in organizational behavior, vol. 9: 121–173. Greenwich, CT: JAI Press.
Govindarajan, V. & Gupta, A. K. (2001) . Building an effective global business team. MIT Sloan Management Review, 42(4), 63-71.
Goyal, A., & Akhilesh, K. B. (2007). Interplay among innovativeness, cognitive intelligence, emotional intelligence and social capital of work teams. Team Performance Management, 13(7): 206-226.
Gratton, L., & Erickson, T. J. (2007). Eight ways to build collaborative teams. Harvard Business Review, November: 100-109.
Guielford, J. P. (1965), Fundamental Statistics in Psychology and Education, 4th Edition, New York: McGraw-Hill.
Hackman, J. R. (1987). The design of work teams. In J. Lorsch (Eds.), Handbook of organizational behavior: 315–342. Englewood Cliffs, NJ: Prentice-Hall.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1995). Multivariate data analysis with readings (4th ed.). Prentice-Hall: Upper Saddle River NJ.
Harmon, H. H. (1967). Modern factor analysis (2nd Ed.). University of Chicago Press: Chicago.
Hollingshead, Andrea B. (1996). Information Suppression and Status Persistence in Group Decision Making The Effects of Communication Media. Human Communication Research, 23 (2), 193–219.
HongSeok, O., Labianca, G.., & Chung, M-H. (2006). A multilevel model of group social capital. Academy of Management Review, 31(3): 569-582.
Hoyle, R. H., & Smith, G. T. (1994). Formulating clinical research hypotheses as structural equation models: a conceptual overview. Journal of Consulting and Clinical Psychology, 62(3): 429–440.
Hu, L.T., & Bentler, P. M. (1998). Fit indices in covariance structure modeling: sensitivity to under parameterized model misspecification. Psychological Methods, 3(4): 424–453.
Hughes M., Terell J. (2007) The Emotionally Intelligent Team, San Francisco Jossey-Bass
Huy, G. N. (1999). Emotional capability, emotional intelligence, and radical change. Academy of Management Review, 24, 325-345.
James, L. R., Demaree, R. G., & Wolf, G. (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69: 85–98.
Jehn, K. A. (1994). Enhancing effectiveness: an investigation of advantage and disadvantages of value-based intragroup conflict, International Journal of Conflict Management, Vol. 5 No. 3, pp. 223-38.
Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40, 256-282.
Jehn, K. A. (1997). A qualitative analysis of conflict types and dimensions in organizational groups. Administrative Science Quarterly, 42, 530-557.
Jehn, K. A., Northcraft, G. B., & Neale, M. A. (1999). Why differences make a difference: A field study of diversity, conflict, and performance in workgroups. Administrative Science Quarterly, 44, 741-763.
Jehn, K. A. & Chatman, J. A. (2000). The influence of proportional and perceptural conflict composition on team performance. International Journal of Conflict Management, 11, 56-73.
Jehn, K. A. & Mannix, E. A. (2001). The dynamic nature of conflict: a longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44(2), 238-251.
Jehn, K. A. & Bendersky, Corinne (2003). Intrgroup conflict in organizations: A contingency perspective on the conflict-outcome relationship. Research in Organizational Behavior, 25, 187-242.
Jordan, P. J., & Troth, A. C. (2002). Emotional intelligence and conflict resolution: Implications for human resource development. Advances in developing human resources, 4(1), 62-79.
Jordan, P. J., & Troth, A. C. (2004). Managing emotions during team problem solving: Emotional intelligence and conflict resolution. Human Performance, 17(2): 195-218.
Katzenbach, J., & Smith, D. (1993). The discipline of teams. Harvard Business Review, 71(2): 111-120.
Katzenbach, J. R., & Smith, D. K. (2005). The discipline of teams. Harvard Business Review, July-August: 162-171.
Kelly, J. R. & Barsade. S. G. (2001). Mood and Emotions in Small Groups and Work Teams. Organizational Behavior and Human Decision Processes, 86(1), 99-130.
Koman, E. S., Wolff, S. B. (2008). Emotional intelligence competencies in the team and team leader: A multi-level examination of the impact of emotional intelligence on team performance. Journal of Management Development, 27(1), 55-75.
Kozlowski, S. W. J., & Bell, B. S. (2003). Work groups and teams in organizations. In W. Borman, D. Ilgen, & R. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology, vol. 12: 333–375. New York: Wiley.
Labianca, G., & Brass, D. J. (2006). Exploring the social ledger: Negative relationships and negative asymmetry in social networks in organizations. Academy of Management Review, 31: 596–614.
Lagerstrom,K.&Andersson, M. (2003). Creating and sharing knowledge within a transnational team─the development of a global business system. Journal of World Business ,38, 84—95.
Lawler, E. J., & Thye, S. R. (1999). Bringing emotion into social exchange theory. Annual Review of Sociology, 25: 217-244.
Lawler, E. J. (2001). An affect theory of social exchange. American Journal of Sociology, 107, 321-352
Lengnick-Hall, M. L., & Lengnick-Hall, C. A. (2003). Human Resource Management in the Knowledge Economy. San Francisco: Berrett-Koehler Publishers, Inc.
Levy, R. I. (1984). Emotion, knowing, and culture. In R. A. Sweder & R. A. LeVine (Eds.), Culture theory: Essays on mind, self, and emotion: 214-237). New York: Cambridge University Press.
MacCallum, R.C., Browne, M.W., & Sugawara, H. M. (1996). Power analysis and determination of sample size for covariance structure modeling. Psychological Methods, 1: 130-149.
Marquardt, M. J. & Horva th, L. (2001). Global teams: How top multinationals spanboundaries and cultures with high-speed teamwork. Palo Alto, CA: Davies-Black Publishing.
Marsh, H. W., Bella, J. R., & McDonald, R. P. (1988). Goodness-of-fit indexes in confirmatory factor analysis: the effect of sample size. Psychological Bulletin, 103: 391-410.
Maurer, I., & Ebers, M. (2006). Dymaics of social capital and their performance implications: Lessons from biotechnology start–ups. Administrative Science Quarterly, 51, 262–292.
Mayer, J.D., Salovey, P., and Caruso, D. (2000). Models of emotional intelligence. In Sternberg R.J. (Ed.), Handbook of intelligence, pp. 396-420. Cambridge: Cambridge University Press.
McEvily, B., & Marcus, A. (2005). Embedded ties and the acquisition of competitive capabilities. Strategic Management Journal , 26: 1033-1055.
McIntyre, R. M. & Salas, E. (1995). Measuring and Managing for Team Performance: Emerging Principles from Complex Environments. in R. A. Guzzo, E. Salas, & Associates (eds.), Team Effectiveness and Decision Making in Organization, pp. 37-45. San Francisco, CA: Jossey-Bass Inc., Publishers.
McLeod, P. L. & Lobel, S. A. (1992). The effects of ethnic diversity in idea generation in small group. Academy of Management Best Paper Proceedings, 227-231.
Milton, L. P., & Westphal, J. D. (2005). Identity confirmation networks and cooperation in work groups. Academy of Management Journal , 48(2): 191-212.
Montoya-Weiss, Mitzi M.; Massey, Anne P.; Song, Michael. (2001). Getting It Together: Temporal Coordination And Conflict Management In Global Virtual Teams. Academy of Management Journal, Vol. 44, Issue 6, p1251-1262.
Moran P. (2005). Structural vs. relational embeddedness: Social capital and managerial performance. Strategic Management Journal, 26(6), 1129-1151.
Mulaik, S. A. (1993). Objectivity and Multivariate Statistics. Multivariate Behavior Research, 28(2), 171-203.
Mulaik, S. A., & James, L. R. (1995). Objectivity and reasoning in science and structural equation model: Concepts, issues, and applications. Hoyle RH (Eds.). Sage: Thousand Oaks, CA: 118-137.
Nahapiet, Janine; Ghoshal, Sumantra. (1997). Social Capital, Intellecutual Capital And The Creation of Value In Firms. Academy of Management, p35-39.
Nahapiet, J., & Ghoshal, S. (1998). Social capital, intellectual capital, and the organizational advantage. Academy of Management Review, 23: 242–266.
Oswald, S. L., Mossholder, K. W., & Harris, S. G. (1994). Vision salience and strategic involvement: Implications for psychological attachment to organization and job. Strategic Management Journal , 15(6): 477-489.
Pelled, L, H., Eisenhardt, K. M., & Xin, K. R. (1999). Exploring the black box: An analysis of work group diversity, conflict, and performance. Administrative Science Quarterly, 44, 1-44.
Pinkley,R. L. (1990). Dimensions of conflict frame: Disputant interpretations of conflict. Journal of Applied Psychology, 75, pp.117-126.
Podsakoff, P. M. & Organ, D. W. (1986). Self-reports in organizational research: problems and prospects. Journal of Management , 12(4): 531-544.
Portes, Alejandro. (1998). Social Capital: Its Origins and Applications in Modem Sociology. Annual Review of Sociology 24:1-24.
Putnam, R. D. (1995). Bowling alone: America’s declining social capital. Journal of Democracy, 6: 65-78.
Rapisarda, B. A. (2002). The impact of emotional intelligence on work team cohesiveness and performance. The International Journal of Organizational Analysis, 10(4), 363-379.
Robbins. S. P. (1994). Management, Prentice-Hall International,Inc,p.549.
Robbins. S. P. (2001) . Organizational behavior. London: Prentice Hall International.
Robbins. S. P. (2002). Organizational Behavior.America:Prentice-Hall,Inc,p.335.
Schippers, M. C., Den Hartog, D. N., Koopman, P. L., & Wienk, J. A.(2003). Diversity and team outcomes: the moderating effects of outcome interdependence and group longevity and the mediating effect of reflexivity. Journal of World Business, 38(2), 127-140.
Schweiger, D. M., Atamer, T., & Calori, R. (2003). Transnational project teams and net work: Making the multinational organization more effective. Journal of Organizational Behavior, 24, 779-802.
Simons, T. L. & Peterson, R. S. (2000). Task conflict and relationship conflict in top management teams: the pivotal role of intragroup trust. Journal of Applied Psychology, 85, 102-111.
Solavey,P., & Mayer,J.D.(1990).Emotional intelligence. Imagination , Cognition and Personality,9(3),185-211.
Straus, S. G., & Olivera, F. (2000). Knowledge acquisition in virtual teams. Research on
Tichy, N. M., M.L.Tushman and C. Fombrun. (1979). Social Network Analysis for
Organizations.” Academy of Management Review, 4 (4): 507-519.
Tsai, Wenpin; Ghoshal, Sumantra. (1998). Social Capital And Value Creation: The Role of Interfirm Networks. Academy of Management Journal, Vol. 41, Issue 4, p464-476.
Tsai, W. (2000). Social Capital, Strategic Relatedness and the Formatition of Interaorganal Linkages, Strategic Management Journal, 21, pp. 925-939.
Turner, J. C. (1982). Towards a Cognitive Redefinition of the Social Group. In Social Identity and Intergroup Relationships, H. Tajfel (Ed.), Cambridge: Cambridge University Press.
Turner, J. (1987). Rediscovering the social group: A social categorization theory. Oxford,
Van Dick, R. (2001). Identification and self-categorization processes in organizational contexts: Linking theory and research from social and organizational psychology. International Journal of Management Reviews, 3, pp.265-283.
Van Knippenberg, D., De Dreu, C. K. W., & Homan, A. C. (2004). Work group diversity and group performance: An integrative model and research agenda. Journal of Applied Psychology , 89(6), 1008-1022.
Wagner, W.G., Pfeffer J., and O'Reilly, C.A. (1984). Organizational Demography and Turnover in Top-Management Group.Administrative Science Quarterly, Vol. 29, No. 1, 74-92.
Watzlawick, P., Beavin, J.H., and Jackson, D.D.. (1967). Pragmatics of human communication: a study of interactional patterns, pathologies, and paradoxes. New York: Norton
Williams, K. Y., & O’Reilly, C. A. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in Organizational Behavior, 20, 77-140.
Wittenbaum, G., & Stasser, G. (1996). Management of information in small groups. In J. Nye, & M. Bower (Eds.), What’s social about social cognition? Social cognition research in small groups (pp. 3-28). Thousand Oaks, CA: Sage.
Xin R. K. and Pelled, H. L. (2003). Supervisor-subordinate conflict and perceptions of leadership behavior: A field study. The Leadership Quarterly, 14, 25-40.
Yang, J. & Mossholder, W. K. (2004). Decoupling task and relationship conflict: the role of intragroup emotional processing. Journal of Organizational Behavior, 25: 589-605.
Zenger, T. R., & Lawrence, B. S. (1989). Organizational demography: The differential effects of age and tenure distributions on technical communication. Academy of Management Journal, 32: 353-376.
電子全文 Fulltext
論文使用權限 Thesis access permission:校內校外均不公開 not available
開放時間 Available:
校內 Campus:永不公開 not available
校外 Off-campus:永不公開 not available

您的 IP(校外) 位址是
論文開放下載的時間是 校外不公開

Your IP address is
This thesis will be available to you on Indicate off-campus access is not available.

紙本論文 Printed copies
開放時間 available 已公開 available

QR Code