團隊的運用是現在許多企業運用的組織型態，而團隊特性對團隊績效的影響已經成為許多學者研究的主題，但組織設計必須與組成成員的特性有良好的配合，才能確保績效的顯現，因此本研究將團隊成員的工作價值觀加入作為研究變數，探討團隊中工作價值觀與團隊特性及團隊績效表現三者的相關性，以其了解工作價值觀在其中所扮演的角色以及產生的影響。本研究所發現的結果如下：

1. 學歷別與團隊年資別分別在工具性工作價值觀上及目的性工作價值觀上有不同的表現。
2. 團隊的工作價值觀中不論工具性工作價值觀或目的性工作價值觀都與團隊特性的表現有顯著相關性存在。
3. 團隊特性與團隊績效表現具有高度相關性。
4. 團隊工作價值觀中僅有部分工作價值觀與團隊績效表現具有相關性。
5. 團隊特性整體而言對團隊績效表現具有影響力。
6. 團隊的目的性工作價值觀對團隊特性的顧客導向和團隊自信兩個因素具有影響性。
7. 團隊的工具性工作價值觀對團隊特性的六個因素皆具有影響。
8. 目的性工作價值觀對團隊績效表現的價值提昇因素具有影響。
9. 工具性工作價值觀對團隊績效表現的工作生活品質因素、價值提昇因素以及創新績效因素皆有影響。

Nowadays, team-based approach is a common organizational strategy in many organizations. The study of the effect of team characteristics on team performance becomes a popular issue for many researchers. In order to ensure high performance, it is believed that the organizational strategy has to coordinate well with the characteristics of the team members. Aiming to determine the significance of work values, this study uses team members’ work values as a variable, and tries to establish a relationship among work values, team characteristics and team performance. The results of the study are as follows:
1. The work values of members with different educational background and tenure are not the same.
2. Work values correlates with team characteristics.
3. Team characteristics correlates with team performance.
4. Some work values correlate with team performance.
5. Team characteristics have an effect on team performance.
6. Work values have an effect on customer orientation and team confidence.
7. Process-oriented work values have an effect on team characteristics.
8. Goal-oriented work values have an effect on the improvement of team performance.
9. Process-oriented work values have an effect on work quality, work values and innovation factors.

目 錄

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 理論架構…………………………………………………………….5
第二章 文獻探討…………………………………………………………….9
第一節 工作價值觀………………………………………………………….9
第二節 電子相關產業與知識工作者………………………………………18
第三節 團隊特性……………………………………………………………22
第四節 團隊績效……………………………………………………………36
第三章 研究方法……………………………………………………………40
第一節 研究架構……………………………………………………………40
第二節 操作型定義與衡量工具……………………………………………42
第三節 研究對象與抽樣方法………………………………………………51
第四節 資料分析方法………………………………………………………52
第五節 研究限制……………………………………………………………53
第四章 結果分析……………………………………………………………54
第一節 樣本特性及各研究變項之描述性統計分析………………………54
第二節 差異分析……………………………………………………………59
第三節 相關分析……………………………………………………………66
第四節 影響分析……………………………………………………………73
第五章 結論與建議………………………………………………………..79
第一節 結論………………………………………………………………..79
第二節 建議………………………………………………………………..85

參考文獻………………………………….…………………………………..87
中文部分…………………………………………………………………87
英文部分…………………………………………………………………89
附錄：研究問卷……………………………………………………………..97

一、中文部分

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段宜廷（民87）， 員工工作價值觀與工作滿足之關係探討，中國文化大學國際企業管理研究所碩士論文

張瑞春（民86）， 組織變革中組織氣候對工作投入、組織承諾及工作滿足影之研究，國立中山大學人力資源管理研究所碩士論文

莊雅雯（民87）， 工作價值觀、工作特性與工作態度之相關研究，東海大學工業工程研究所碩士論文

陳立穆（民86）， 企業組織文化價值觀認知差異之個案研究，東吳大學企業管理學系碩士論文

黃同圳（民82）， 青年勞工工作價值觀與組織向心力之研究，青輔會專題研究報告

黃國隆（民84）， 台灣與大陸企業員工工作價值觀之比較，本土心理學研究第四期92-147頁

黃雅真（民84）， 研究發展人員之人格特質、工作價值觀與報酬類型關係之研究，東海大學企業管理研究所碩士論文
溫金豐（1998）， 人力資源系統構形與組織績效關係之研究：以高科技廠商為例，國立中山大學企業管理研究所博士論文

廖川億（1996）， 研究發展團隊特性與創新績效關係之研究，國立中山大學人力資源管理研究所碩士論文

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