團隊斷層對團隊信任、團隊知識分享影響之研究__臺灣人文及社會科學引文索引資料庫

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題名：	團隊斷層對團隊信任、團隊知識分享影響之研究
書刊名：	商管科技季刊
作者：	陳銘薰／游淑萍
作者(外文)：	Chen, Ming-shiun／Yu, Shu-ping
出版日期：	2021
卷期：	22:2
頁次：	頁147-183
主題關鍵詞：	斷層強度；人口屬性斷層；工作價值觀斷層；團隊信任；團隊知識分享；Faultline strength；Demographic attributes faultline；Work Values faultline；Team trust；Team knowledge sharing
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0) 排除自我引用:0 共同引用:119 點閱:6

面對瞬息萬變的環境，企業以團隊為營運模式越來越常見，而企業期望透過團隊合作提高創新能力，而創新能力來自於團隊成員知識分享。然而團隊成員組成愈來愈多元化，彼此特徵差異也愈來愈大，差異造成團隊的斷層進而影響團隊知識分享。本研究以265人所組成的51個專案團隊，以問卷調查方式蒐集資料進行實證研究，並以最小偏平方方法進行驗證研究假設，其獲得結論為團隊人口屬性斷層強度對於團隊信任及團隊知識分享行為皆有顯著負向影響，且團隊信任扮演部分中介之變數，而團隊工作價值觀斷層皆未有所影響，其原因可能是專案團隊為短期任務編組，而工作價值觀為深層變數需經過長期相處後其差異才會產生。期透過此研究協助管理者面對團隊分裂時，可以了解如何有效地管理及安排團隊成員，以便有效的進行團隊內的知識分享行為，使知識能為組織營造更佳的競爭優勢與企業經營前景。

以文找文

With rapidly changing societies and globalization, it is more and more common that corporations manipulate their team environments for flexibility and creativity. An organization's creativity stems from knowledge sharing between individuals; however, when the diversity of a team increases, as is common in recent years, individuals tend to form subgroups, which hinders communication. These situations, according to Lau and Murnighan (1998), are known as faultlines, which depend on the alignment of individual members' characteristics. Although team diversity is a potential source of creativity, the occurrence of faultlines within a team may result in trust and relationship problems and reduced knowledge sharing. In this study, questionnaires were issued to a total of 51 teams, including 265 individuals, from different organizations. The PLS (Partial Least Squares) method was used to analyze the data and confirm the hypotheses. The findings of this study reveal that: (1) The strength of faultlines based on demographic attributes has significant negative effects on team knowledge sharing; (2) Team trust has significant positive effects on team knowledge sharing; (3) The strength of work value faultlines has no effect on team knowledge sharing or team trust. The results of this research will provide valuable information for organizations including suggestions about tea m member selection and ways in which teams can enhance knowledge sharing without sacrificing team innovation or trust.

以文找文

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3.	回首來時路，步步向前行：華人家族企業的探索與反思
4.	內生型與外衍型中介組織網絡連結之比較研究--從社區照顧與社會資本建構觀點
5.	團隊領導風格、團隊內部互動與團隊服務績效之關係--以大學學生社團服務學習活動營隊為例
6.	優化企業創新研發與智財資源--從專利角度比較個人創新與團隊創新之趨勢及適用情境
7.	心安即可直言？從相似性-吸引理論與程序公平理論探討深層相似性與員工建言之關係
8.	勞工背景、工作價值觀與對「一例一休」知覺的關聯性
9.	管理特質與財務危機關係之研究
10.	從「義利兩難」到「義利合一」：使命型儒商之心理機制
11.	交換關係對於知識分享以及創造力影響之多層次研究：一個整合社會兩難困境與代理問題之分析
12.	員工知識分享重要嗎? 組織支持干擾組織信任、組織公民行為與知識分享關係之研究
13.	團隊多元化與團隊績效關係：團隊-成員交換關係的調節效果
14.	臺灣組織行為的實證發現：一項國內管理期刊論文的30年回顧
15.	海軍志願役潛水士官(兵)「工作價值觀」與「工作滿意度」之研究

1.	領導成員交換關係、工作資源、心理契約違反與離職傾向關聯之實證研究
2.	以治理機制與權力關係觀點論主管機關與民間體育組織之治理關係
3.	員工間信任與知識分享意願之認知與工作績效關係之探討－以工作價值觀為干擾變數
4.	職場友誼因果關係觀念性模式之建構
5.	知識分享、健康素養、社會支持及健康促進之關聯性研究—以難孕婦女社群為例
6.	校長領導行為教師工作價值觀與領導效能的係
7.	團隊斷層、團隊創新氣候對團隊知識分享行為之影響
8.	高級中等學校教師情緒勞務、組織承諾、自我效能與知識分享之關係研究
9.	大陸台商轉型升級的政治經濟分析 ─台商企業與地方政府的互動
10.	文化創意產業研發設計團隊認知風格及知識分享行為對團隊創造力之影響-以共享心智模式為中介變項
11.	跨部門及組織間協力關係網之研究：以多元就業開發方案中彰投區為例
12.	國小校長推行內部行銷與教師對家長顧客導向行為之關係：干擾的觀點
13.	華人文化下的企業之調整與轉變
14.	直銷商組織認同、知識分享、工作投入與工作績效關係之研究─以美商賀寶芙台灣直銷商為例
15.	我國原住民於臺北都會地區就業之研究︰一個社會資本的觀察

1.	「中山思想」與兩岸間的「社會變遷」：共構兩岸趨同的「公民社會」與「中國式和平演變」
2.	貧窮.文化與社會工作 : 脫貧行動的理論與實務
3.	華人領導 : 理論與實際
4.	華人企業組織中的領導
5.	人際交往中的人情與關係
6.	組織間信任
7.	關係與人際網絡
8.	台灣的組織行為研究 : 過去、現在及未來

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2.	檢視知覺屈就與工作敬業及創新行為之關係：促進焦點特質之調節效果
3.	座位更換最小化之鐵路座位指派模式
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5.	APS教學法於統計學之應用
6.	問題導向學習融滲金融課程之教學實踐研究--以REITs及REATs為例
7.	以專題式學習進行大學生新產品管理課程之行動研究
8.	臺灣消費者對於行動支付使用程度之研究
9.	法人科技專案效率評估--以五大產業創新政策與工研院智慧機械產業之科技專案為例
10.	ETF四象限風格輪動策略
11.	成長型交易策略之研究--以中國A股為例
12.	財金新聞情緒分類實證研究--以鉅亨網財金新聞為例
13.	臺灣投資人有足夠的衍生性商品金融知識參與期權市場嗎？
14.	演算法定價對聯合行為法制的挑戰
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