隨著科技技術的日趨複雜，企業管理階層已經意識到越來越多的任務已是無法靠員工個人的力量獨立完成，唯有依賴員工組成團隊，集合團隊中每個人的能力和特色，發揮團隊力量方能協力完成。然而，並非所有的團隊都是高效能的團隊，在所有影響團隊效能的因素中，團隊領導被證實是重要的關鍵因素之一，而由團隊領導者後續衍生之團隊價值觀亦有可能使團隊的運作較順利，可惜過去的研究並不多，因此本研究的主要目的，首先，將針對交易型領導、轉換型領導與團隊價值觀的關係進行探討。其次，討論團隊領導是否透過團隊價值觀來達成其對於團隊效能的影響。最後，本研究將比較交易型領導、轉換型領導對於團隊效能以及團隊價值觀之相對影響。

為了檢定相關假設本研究主要是以問卷施測的方式來進行，問卷的編製是依據相關領域研究所編製的量表加以修改，總共71個企業及組織之團隊396名團隊成員資料進行統計分析後發現（1）交易型領導以及轉換型領導對於團隊價值觀均具有顯著之預測效果。而就交易型領導的各別向度而言，賞罰分明對於團隊價值觀具有顯著之正向預測效果。而就轉換型領導的各別向度而言，工作導向對於團隊價值觀未達顯著之預測效果，人際導向對於尊重以及服從之團隊價值觀具有顯著之正向預測效果。（2）團隊價值觀對於團隊領導以及團隊效能的中介效果不強（3）同時考量兩種團隊領導對於團隊價值觀之影響，轉換型領導對於團隊價值觀之預測能力高於交易型領導對於團隊價值觀之預測能力。同時考量兩種團隊領導對於團隊效能之影響，轉換型領導對於團隊效能之預測能力高於交易型領導對於團隊效能之預測能力。最後討論本研究結果在領導以及團隊理論以及管理實務上的意涵。

The purpose of this study is to investigate the influence of team leadership on team value and how team leadership passes through team value to affect team effectiveness. Finally,we want to understand the relative influence of transactional leadership and transformational leadership on team effectiveness and team value.
This study has adopted SPSS FOR WINDOWS as the tool for ststistical analysis.For sampling data in descriptive statistics and examine the correlated coefficient Cronbach’s α of all variables.Relativity analysis is used to examine the relationship of all variables.Block regression analysis is used to examine the predictability of team effectiveness in relation to team leadership and teem value,and the predictability of team value in relation to team leadership.
Major findings include the following：
1. Transactional leadership and transformational leadership have significant influence on team value.
2. The intermediate effect of team value between team leadership and team effectiveness is not very strong.
3. The predictability of team effectiveness in relation to transformational leadership is better than the predictability of team effectiveness in relation to transactional leadership.
4. The predictability of team value in relation to transformational leadership is better than the predictability of team value in relation to transactional leadership.

目　錄
第一章　緒論…………………………………………………..1
第二章　文獻探討……………………………………………………4
第一節　團隊與團隊領導………………………………………4
第二節　團隊價值觀……………………………………….….13
第三節　團隊效能……………………………………………..16
第四節　團隊領導團隊價值觀與團隊效能之相關研究……..20
第三章　研究方法…………………………………………………..25
第一節　研究樣本……………………………………………..25
第二節　研究工具……………………………………………..26
第三節　研究程序……………………………………………..34
第四節　資料分析…………………………………………….34
第四章　研究結果…………………………………………………..37
第一節　描述性統計分析……………………………………..37
第二節　各變項之相關………………………………………..38
第三節　團隊領導對於團隊價值觀之預測效果…………….43
第四節　團隊價值觀之中介效果…………………..……....45
第五節　團隊領導對於團隊價值觀、團隊效能之關係…….55
第六節　小結…………………………………………………..59
第五章　討論與建議……………………………………………..61
第一節　結果的討論…………………………………………61
第二節　未來研究方向………………………………………66
第三節　管理意涵……………………………………………67
第四節　研究限制……………………………………………68

參考文獻……………………………………………………………69
附錄一　團隊成員問卷……………………………………………75
表次與圖次
表2-1 各學者對於交易型領導之詮釋…………………………………9
表2-2 各學者對於轉換型領導之詮釋………………………………..12
表2-3 各學者對於團隊價值觀之詮釋………………………………..14
表2-4 影響團隊效能之五大主題……………………………………..19
表3-1 團隊成員樣本組成……………………………………………..27
表3-2 交易型領導因素分析結果……………………………………..29
表3-3 轉換型領導因素分析結果……………………………………..30
表3-4團隊價值觀因素分析結果………………………………………32
表4-1各變數之描述性統計分析………………………………………37
表4-2各變項之相關分析………………………………………………40
表4-3團隊領導對團隊價值觀之區段迴歸分析結果…………………44
表4-4團隊領導對團隊效能之區段迴歸分析結果…………………....47
表4-5團隊價值觀對團隊效能之區段迴歸分析結果………………....49
表4-6交易型領導、團隊價值觀以及團隊效能之區段迴歸分析結果.51
表4-7轉換型領導、團隊價值觀以及團隊效能之區段迴歸分析結果53
表4-8二種團隊領導對團隊效能之區段迴歸分析結果………………56
表4-9二種團隊領導對團隊價值觀之區段迴歸分析結果…………...58
表4-10研究結果摘要………………………………………………….60
圖2-1 本研究架構……………………………………………………..24

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