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博碩士論文 etd-0204109-003033 詳細資訊
Title page for etd-0204109-003033
論文名稱
Title
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
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
114
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2009-01-10
繳交日期
Date of Submission
2009-02-04
關鍵字
Keywords
團隊衝突、團隊多元性、團隊情緒智商、社會資本、團隊績效
group emotional capital, social capital, group performance, group conflict, group diversity
統計
Statistics
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中文摘要
拜資訊科技進步之賜全球化的浪潮席捲全球,二十一世紀的企業組織在此浪潮之下無不採取團隊合作的運作模式,來因應與日俱增複雜且困難的經營環境。團隊成員常常由不同部門的專業人員所組成,企業冀望透過跨功能的組合來促進社會資本,以強化自身競爭優勢。然而,團隊成員因彼此性別、專業、教育程度等不同而產生團隊的多元性,成員彼此在情緒的表達與處理方式也大有不同,因此團隊成員是否擁有高的情緒智商處理可能產生的衝突,且有效地形成社會資本將是影響團隊績效的關鍵。
本研究將建構ㄧ理論架構,並以問卷調查法進行研究,以產業各機構執行團隊專案的成員為研究對象,每個團隊至少回收兩份問卷。利用層級迴歸分析的方式進行實證分析,探討下列問題:
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?
經由實證分析,本研究發現團隊情緒智商能降低關係衝突的負面效果,同時增加團隊認同在團隊效能上的正面效果,其中創造工作情緒來源和創造穩定環境被發現是兩個最顯著的因素,並且團隊智商愈高,透過社會資本的中介效果,會帶來更高的團隊績效。
Abstract
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
中文部分
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。
張雅富(民96),團隊情緒智商、團隊衝突、組織內部團隊間社會資本與團隊績效之探討,國立中山大學人力資源管理研究所碩士論文。

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