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題名:工作團隊文化異質性對助人行為影響之研究-以成員互動為中介變數
作者:范光陽
作者(外文):Kuang-Yang Fun
校院名稱:中國文化大學
系所名稱:國際企業管理研究所
指導教授:謝安田
學位類別:博士
出版日期:2009
主題關鍵詞:文化異質性工作團隊成員互動助人行為cultural heterogeneitywork groupsemployee interactionhelping behaviors
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本研究提出「異質性→成員互動→助人行為」因果機構模式。藉由文化異質性對工作團隊成員助人行為影響之研究,探討Blau (1977)、Kanter (1977),以及 Blalock (1967)的理論經過數十年實證研究,依然結論分歧的原因。研究發現,藉由「成員互動」的中介效果補足先前文獻推導過程中因果機構的缺口(gap)。同時凸顯先前學者在推論過程中,進行跳躍(jump)推論,而導致Blau、Kanter的結論與Blalock的主張南轅北轍的原因。研究結果顯示成員互動對於文化異質性對工作團隊成員助人行為之影響具中介效果。雖然研究結果與Blalock主張ㄧ致:文化異質性對助人行為有負向影響。然而,文化異質性對成員互動有負向影響之研究結論與Blau、Kante,以及 Blalock的主張相反。互動程度對助人行為有正向效果之研究結論則與Blalock的主張相反。本研究擴展工作團隊異質性的知識,並對相關管理理論與實務有貢獻。
For decades, the studies of the effects of heterogeneity based on Blau’s (1977)、Kanter’s (1977), and Blalock’s (1967) theories reached mixed conclusions. In order to resolve the problem, a casual mechanism model (heterogeneity→employee interac-tion→ helping behaviors) was proposed in this study to test the mediating effects of employee interaction on cultural heterogeneity and helping behaviors in cultural diver-sity work groups. The results indicated that the mediating effects of employee interac-tion closed the gap of previous researchers’ reasoning processes. Although the results consisted with Blalock’s argument, cultural heterogeneity had negative impact on helping behaviors, contrary to Blau’s、Kanter’s, and Blalock’s suggestions, cultural heterogeneity had negative impact on employee interaction. Furthermore, employee interaction had positive impact on helping behaviors, contrary to Blalock’s argument. This study extended the knowledge of work groups heterogeneity. Implications for management and suggestions for future research were provided.
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