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題名:社會網絡中心者心情對工作團體心情與效能的影響
作者:卓秀足 引用關係
作者(外文):Hsiu-tsu Cho
校院名稱:國立雲林科技大學
系所名稱:企業管理博士班
指導教授:陳沁怡
楊仁壽
學位類別:博士
出版日期:2006
主題關鍵詞:團體效能社會網絡網絡中心者情緒感染工作團體心情Emotional contagionWork group moodSocial networkNetwork central actorsGroup effectiveness
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工作團體心情是近年來漸受管理學界重視的議題,本研究首先探討工作團體心情和團體效能的關係;接著,從情緒感染觀點,探討網絡中心者心情對工作團體心情與團體效能二者的影響,本研究認為網絡中心者心情會影響工作團體心情,而且會透過工作團體心情影響團體的效能。本研究採社會網絡觀點,根據社會網絡指標─網絡中心性,作為選定各團體的網絡中心者的依據,前置變數是網絡中心者個人人的正/負向心情,中介變數是正向團體心情強度與負向團體心情強度,結果變數則採用三個指標團體效能,分別是集體效能、團體凝聚力與主觀團體績效。另外,選擇兩個社會網絡指標:網絡密度和次團體數目,作為網絡中心者心情和工作團體心情間的調節變數;控制變數有三個,分別是團體規模、成員平均年資與團體成立時間。本研究採用問卷調查法,採立意抽樣,選取四個組織的49個工作團體作為研究對象,共有522位成員參與本研究。
本研究採用階層迴歸進行分析,得到下列四個主要結論,(1)團體心情對團體效能有顯著預測效果:正向團體心情越高,對集體效能、團體凝聚力與主觀團體績效有顯著的正向預測效果;相反地,負向團體心情越高,對集體效能、團體凝聚力與主觀團體績效有顯著的負向預測效果。(2)網絡中心者心情對團體心情有顯著的正向預測效果:網絡中心者正向心情越高,正向正向團體心情越高;反之,網絡中心者負向心情越高,負向團體心情越高。(3)中介效果部分:工作團體心情對網絡中心者心情和團體效能間的有完全中介效果,其中只有對網絡中心者正向心情和主觀團體績效間沒有顯著的中介效果。(4) 調節效果部分:網絡密度和次團體數目對網絡中心者心情和工作團體心情關係的調節效果不顯著。
On the basis of the mood contagion theory and the network-effect model, this study examined (a) the effects of work group moods on group effectiveness, i.e., collective efficacy, group cohesion, and subjective group performance, and (b) the influence of network central actors’ on work group moods and group effectiveness. The present study focused on the dimensions of positive and negative mood. Samples included 49 work groups involving 552 employees collected from four organizations in different industries--a chain-restaurant, an insurance company, a department store, and a hospital. Questionnaire survey was the major research methodology in this study.
The results revealed, as was hypothesized, that: (a) the more intense the work group’s positive mood was, the higher the collective efficacy, group cohesion, and subjective group performance were observed; similarly, the more intense the work group’s negative mood, the lower the collective efficacy, group cohesion, and subjective group performance. (b) Groups whose network central actors bearing a positive mood exhibited more intense group work positive mood; and groups in which network central actors having a negative mood showed more intense group work negative mood. (c) Work group moods significantly mediated the relations between network central actors’ mood and group effectiveness variables, including those of the collective efficacy, group cohesion, and subjective group performance. The only exception is the one between network central actors’ positive mood and subjective group performance. (d) Group density and the number of subgroups did not moderate the relationship between network central actors’ mood and work group mood. Implications of the results are discussed focusing on the importance of work group mood on group effectiveness and the influence of network central actors’ mood on work group mood and effectiveness.
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