在組織越來越重視跨國團隊的應用之後，如何形成團隊以及何者會影響團隊運作最深是研究團隊主題的重點。本研究著重於信任此議題, 並且探索合適的管理者行為以及人力資源管理措施對於提升知識創新的相關效力。本研究透過質化的研究方法，針對跨國團隊進行訪談，且團隊成員國籍必須超過兩種以上，檢視在跨國團隊內, 管理者行為, 人力資源管理措施, 以及信任對於知識創新的影響，研究結果發現不同產業的跨國團隊傾向採用不同的知識創新策略, 此外, 管理者行為以及人力資源管理措施對於信任以及知識創新均有正面的影響。

By the increasing using of global teams within organization, it is eagerly for us to understand how the “team” form and work, and more importantly, “what” makes it work. This research focus on the trust issue, which may be increased by proper managerial behaviors and HRM practices to increase knowledge innovation. The research was conducted using a qualitative approach; case details were collected from global teams involving at least two different nationalities. The research aims to investigate the influences of managerial behavior, HRM practices and trust on knowledge innovation in global teams. Findings reveal that different industries of global team tend to apply different knowledge innovation strategies. Moreover, HRM practices and managerial behaviours have significant and positive impacts on trust to raise knowledge innovation in global teams.

Contents
CHAPTER 1 INTRODUCTION
1.1 RESEARCH BACKGROUND 10
1.2 RESEARCH OBJECTIVES 11
1.3 RESEARCH PROCEDURE 12
CHAPTER 2 LITERATURE REVIEW
2.1 GLOBAL TEAMS 14
2.2 KNOWLEDGE INNOVATION 15
2.3 SOCIAL CAPITAL & GROUP SOCIAL CAPITAL 20
2.4 TRUST 33
2.5 MANAGERIAL BEHAVIOR 40
2.6 HRM PRACTICES 41

CHAPTER 3 RESEARCH METHODOLOGY
3.1 RESEARCH FRAMEWORK 48
3.2 WHY QUALITATIVE 48
3.3 INFORMANTS 49
3.4 DATA COLLECTION 50
3.5 DEFINING VARIABLES 52
CHAPTER 4 CASE ANALYSIS AND FINDINGS
4.1 CASE INFORMATIONS 54
4.2 KNOWLEDGE INNOVATION FINDING 56
4.3 TRUST 58
4.4 MANAGERIAL BEHAVIOR 60
4.5 HRM PRACTICES 63
4.6 HRM PRACTICES AND MANAGERIAL BEHAVIORS 67
4.7 HRM PRACTICES AND MANAGERIAL BEHAVIORS AND TRUST ON KNNOLEDGE INNOVATION 69

CHAPTER 5 CONCLUSIONS AND IMPLICATIONS
5.1 CONCLUSIONS AND PROPOSITIONS 71
5.2 FUTURE RESEARCH IMPLICATIONS 73
5.2 MANAGERIAL IMPLICATIONS 74

REFERENCES 76

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