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博碩士論文 etd-1117108-110135 詳細資訊
Title page for etd-1117108-110135
論文名稱
Title
團隊衝突對團隊績效影響之探討
Study on the Influence of Team Conflict of an Organization on Team Performance
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
98
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
2008-11-01
繳交日期
Date of Submission
2008-11-17
關鍵字
Keywords
團隊衝突、社會資本、團隊績效、團隊情緒智商
team’s emotional intelligence and team performance, team conflict, social capital
統計
Statistics
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The thesis/dissertation has been browsed 5734 times, has been downloaded 0 times.
中文摘要
論文摘要
論文題目:團隊衝突對團隊績效影響之探討
頁數:88頁
院校系所:國立中山大學人力資源管理研究所
畢業時間及提要別:九十七學年度第一學期碩士論文摘要
研究生:袁仁佐(Jen-Tsuo Yuan) 指導教授:趙必孝(Bih-Shiaw Jaw)
論文提要內容:
企業為了在科技資訊快速進步且全球化趨勢下,企業皆採取團隊合作的經營運作模式,來因應與日俱增的複雜且困難企業經營環境。因此企業組織要能夠應付大環境的快速變化、有效的降低成本及提昇效益,如何妥善運用團隊正是企業生存的關鍵所在,所以如何善用且管理團隊的運作過程,將是一個重大課題。
本研究採用實證研究之方式進行,蒐集團隊衝突、組織內部團隊間社會資本、團隊情緒智商以及團隊績效相關衡量指標來編列問卷。進行實證研究,探討其中之關聯性,期能作為企業團隊運作的參考。
本研究經實證資料的蒐集與統計分析之後,有下列幾項發現:
一、團隊衝突透過組織內部團隊間社會資本的中介對團隊績效之影響
(一)關係衝突構面透過組織內部團隊間社會資本的中介後,對團隊績效仍有顯
著的負向影響力。顯示團隊關係衝突愈高時,導入提昇組織內團隊間社會資本的
功能時,則將會降低團隊績效。
(二)任務衝突構面透過組織內部團隊間社會資本的中介後,對團隊績效無相關
影響力。顯示團隊任務衝突愈高時,導入提昇組織內團隊間社會資本的功能時,
則將會使任務衝突對團隊績效的影響完全消逝。
顯示組織內部團隊間社會資本對任務衝突與團隊績效具有中介的效果,而對
關係衝突與團隊績效則無中介效果。
二、團隊衝突透過團隊情緒智商的中介對團隊績效之影響
團隊衝突透過團隊情緒智商的中介後,對團隊績效顯示無相關影響力。顯
示團隊關係或任務衝突愈高時,透過團隊情緒智商的建立正面肯定的環境及團隊
自我評估中介後,則將會使團隊衝突對團隊績效的影響完全消逝。
顯示團隊情緒智商(尤其是建立正面肯定的環境及團隊自我評估)對團隊衝
突與團隊績效具有中介的效果。


關鍵詞:團隊衝突、社會資本、團隊情緒智商、團隊績效
Abstract
Abstract
Thesis of the first semester 2008 academic year:
Study on the Influence of Team Conflict of an Organization on Team Performance
Total pages: 88
University: Institute of Human Resource Management, NSYSU
Graduate student: Jen-Tsuo Yuan
Advisor: Professor Bih-Shiaw Jaw
Under the progressive development of technology and the main trend of globalization in the 21st century, teamwork cooperation has been the key for achieving successful enterprise organization. How a team can be flexible and efficient at low cost, is the critical focus of its existence. Therefore, it would be a significant issue for enterprise to use and manage the teamwork process.
Empiricism is employed to analyze the correlation between team performance and the team’s conflict, EI, as well as social capital expenditure on the part of the organization. The results of questionnaires revealed the following:
I. The influence of team conflict on team performance when the social capital of an organization is involved.
(a) When the social capital of an organization is involved, the team conflict has negative influence on its team performance. The higher the team conflict is, the social capital of an organization involved, the lower the team performance is.
(b)When the social capital of an organization is involved, the task conflict has no related influence on its team performance. The higher the task conflict is, the social capital of an organization involved, the influence of task conflict on team performance will vanish.
When the social capital of an organization is involved, task conflict has influence on team performance, but team conflict does not.
II. The influence of team conflict on team performance when the team’s EQ is involved.
When the team’s EQ is involved, the team conflict has no related influence on its team performance. The higher the team conflict or the task conflict, establishing a positive environment and team evaluation system will make the team conflict on team performance vanish.
When the team’s EQ is involved, especially under the positive environment and team evaluation, the team conflict on team performance will be influenced.


Key words: team conflict, social capital, team’s emotional intelligence and team performance
目次 Table of Contents
目錄
中文摘要...........................................................Ⅰ
英文摘要...........................................................Ⅲ
目錄...............................................................Ⅴ
表目錄.............................................................Ⅵ
圖目錄.............................................................Ⅶ
第一章緒論..........................................................1
第一節研究背景..................................................1
第二節研究動機..................................................2
第三節研究目的..................................................3
第四節研究流程..................................................4
第二章文獻探討......................................................5
第一節團隊衝突..................................................5
第二節社會資本.................................................11
第三節團隊情緒智商.............................................21
第四節團隊績效.................................................25
第三章研究方法.....................................................29
第一節研究架構與假設...........................................29
第二節操作性定義與衡量.........................................31
第三節問卷信度分析與量表構面重整...............................34
第四節資料蒐集方法與樣本特性分析...............................42
第五節資料分析方法.............................................47
第六節研究限制.................................................48
第四章實證結果分析.................................................49
第一節各研究變項的描述性統計分析...............................49
第二節團隊衝突、社會資本、團隊情緒智商與團隊績效之關係.........51
第三節團隊衝突、社會資本、團隊情緒智商對團隊績效之影響.........54
第五章結論與建議...................................................62
第一節結論.....................................................62
第二節管理意涵與建議...........................................65
第三節後續研究方向.............................................69
參考文獻...........................................................70
附錄問卷...........................................................81
表目錄
表2-1-1衝突水準與績效的關係......................................10
表2-2-1社會資本的定義與分類......................................13
表2-3-1團體情緒智商規範..........................................23
表2-4-1組織績效衡量指標相關研究..................................26
表3-3-1團隊衝突構面的因素分析結果與信度及解說總變異量............34
表3-3-2團隊間社會資本構面之因素分析結果與信度及解說總變異量......36
表3-3-3團隊情緒智商之因素分析結果與信度及解說總變異量............37
表3-3-4團隊績效之因素分析結果與信度及解說總變異量................40
表3-4-1抽樣樣本特性..............................................44
表 4-1-1各研究變項統計量彙整......................................49
表4-2-1各變項之pearson相關分析..................................53
表4-3-1團隊衝突變項對團隊績效的迴歸分析..........................55
表 4-3-2團隊衝突變項對組織內部團隊間社會資本的迴歸分析............55
表 4-3-3組織內部團隊間社會資本變項對團隊績效的迴歸分析............56
表 4-3-4團隊衝突變項對團隊情緒智商的迴歸分析......................57
表 4-3-5團隊情緒智商對團隊績效的迴歸分析..........................57
表4-3-6組織內部團隊間社會資本對團隊衝突與團隊績效中介效果之分析...59
表 4-3-7團隊情緒智商對團隊衝突與團隊績效中介效果之分析............60
表 4-3-8研究之假設及驗證結果彙整表................................60
圖目錄
圖1-4-1研究流程圖.................................................4
圖2-1-1個人情緒處理程序...........................................7圖2-1-2任務與關係衝突模型.........................................8圖2-1-3衝突與團隊績效.............................................9
圖2-3-1團隊情緒智商規範的綜效....................................24圖2-4-1團隊的社會資本模式........................................27
圖3-1-1研究架構..................................................29
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