Please use this identifier to cite or link to this item:
https://ah.lib.nccu.edu.tw/handle/140.119/60138| DC Field | Value | Language |
|---|---|---|
| dc.contributor.advisor | 許瓊文 | zh_TW |
| dc.contributor.advisor | Hsu, Julia | en_US |
| dc.contributor.author | 陳竹蕾 | zh_TW |
| dc.contributor.author | Chen, Julie | en_US |
| dc.creator | 陳竹蕾 | zh_TW |
| dc.creator | Chen, Julie | en_US |
| dc.date | 2010 | en_US |
| dc.date.accessioned | 2013-09-04T08:16:45Z | - |
| dc.date.available | 2013-09-04T08:16:45Z | - |
| dc.date.issued | 2013-09-04T08:16:45Z | - |
| dc.identifier | G0097453018 | en_US |
| dc.identifier.uri | http://nccur.lib.nccu.edu.tw/handle/140.119/60138 | - |
| dc.description | 碩士 | zh_TW |
| dc.description | 國立政治大學 | zh_TW |
| dc.description | 廣播電視學研究所 | zh_TW |
| dc.description | 974530108 | zh_TW |
| dc.description | 99 | zh_TW |
| dc.description.abstract | 網路社群中的字幕組，是由一群無償勞動的網友們、透過新科技溝通媒介而組織起來的。在本研究中，筆者將字幕組視為一個虛擬團隊，意圖探討無償虛擬團隊的組織文化與互動方式。近年來，國內的虛擬團隊研究觀點，似乎較偏向學校或者企業，所設定的虛擬團隊也清一色是營利組織或者學校體制內的虛擬團隊。然而，字幕組的工作卻是無償無薪，也缺乏外在的企業體制。\n無償的虛擬團隊與營利組織裡的虛擬團隊有何差異呢？網路社群中的P2P資源交換特性或者網路社群中的生態，是否也會影響到字幕組這樣的無償虛擬團隊？本研究採取Potter與Balthazard（2002）所整理出之團隊「互動型態」理論、Dani 與Burns等人（2006）的「組織文化類型」理論，試圖找出不同規模與文化情境的字幕組互動型態、組織文化類型。筆者觀察了數個中國與台灣的字幕組，期望找出具集體知識共作、創造特性的虛擬團隊特色。而這些特色，或許能啟發國內其餘具知識分享、文化創造性質的虛擬團隊。\n本研究使用參與觀察、親身實作等方法進行，輔以筆者自身的中國字幕組經驗與其他台灣字幕組成員的深度訪談，同步進行書寫。\n研究結果顯示，字幕組的組織文化偏向關係親密的「宗族文化」、以及具有創新特質的「鬆散彈性文化」。而針對字幕組的互動型態分析，則集中於「合作型」、「人際型」，同樣都是關係較親近、競爭壓力較少的互動類型。這些特質顯示出，字幕組這樣的無償虛擬團隊，的確在組織文化、互動風格方面，都有著與企業不同的組織屬性。 | zh_TW |
| dc.description.abstract | The Subtitle Teams in online communities are formed by volunteers who communicate by virtual technology. This study views the Subtitle Teams as virtual teams, in order to explore their organizational culture and interaction style. In recent years, most Virtual Teams studies in Taiwan focus on teams in school and businesses industries, however, the Subtitle Teams are volunteers without business structure. \nWhat is the difference between commercial virtual teams and voluntary subtitle teams? Do P2P communities influence voluntary subtitle teams like Subtitle Teams? We use Potter & Balthazard (2002)’s Interaction Style theory and Dani & Burn(2006)’s Organization Culture Types to explore the traits of Subtitle Teams. The Subtitle Teams in this study includes culture difference between Taiwan and Chinese, also the difference between Drama Subtitle Teams and Animation Subtitle Teams.\nThe goal of this study is to find out some trait of creative, knowledge-based, and cooperative virtual teams, hope these result will help other virtual teams in NPO organizations or Cultural Industry in Taiwan.\nThis study use participant observation, in-depth interviewing and case study to view the experience of the members from four Subtitle Teams.\nWe found out that the Subtitle Team’s Organization Culture might tend to be The Clan Culture and The Adhocracy Culture. As to the Interaction Style analysis, many subtitle teams tend to be Passive Style and Constructive Style at the same time at the same time. | en_US |
| dc.description.tableofcontents | 中文摘要…………………………………………………………………………… 1\n主目錄……………………………………………………………………………… 2\n第壹章 緒論 ………………………………………………………………………………………….…7\n第一節 研究動機 ……………………………………………………………7\n第二節 問題意識 ……………………………………………………………8\n第三節 研究目的與可能貢獻 ………………………………………………10\n第四節 研究背景 ……………………………………………………………9\n第五節 名詞解釋 ……………………………………………………………13\n第貳章 文獻探討 ……………………………………………………………15\n第一節 網路社群中的無償勞動團體：字幕組…………………………………15\n一、字幕組的無償勞動與其來源\n二、P2P網路社群賦予字幕組的特性\n\n第二節 Gladstein團體行為模式介紹………………................................................20\n\n第三節 傳統與虛擬觀點下的組織與團隊關係…………………………………29\n一、從團體議題到團隊議題.....................................................................................29\n（一）個人特質－去個人化與否對團隊的影響.\n（二）個人角色——虛擬團隊中的非領導者與領導者\n1.領導者角色：形象鮮明與否，或許不是關鍵\n2.非領導者的角色：去個人化現象與團隊規範相輔相成\n（三） 個人定位——團隊規模可能影響組內分工狀況\n二、組織層次：組織與團隊之交互關係........35\n（一）資源層面——「教學、技術諮詢」\n（二）資源層面——「服務市場」\n（三）「團隊表現的獎賞」\n（四）「監督控制」\n\n第四節 從組織與團隊指標看虛擬團隊文化………………………………………37\n一、 組織文化類型\n二、 團隊互動型態\n\n第五節 小結 ………………………………………………………………………42\n一、字幕組作為一種P2P社群中的團體………………................................................42\n（一）字幕組的無償動力來源\n（二）字幕組的勞動成果替論壇所帶來之影響\n（三）p2p起家的論壇社群特性與對未來字幕組之影響\n\n二、字幕組作為一種虛擬團隊………………………........................................................44\n（一）團隊結構中的個人特質與去個人特質\n（二）團體規模因素可能產生的影響\n（三）上層組織層次的作用\n（四）組織文化類型與團隊互動型態\n\n第参章 研究方法 ………………………..………………………………………………………………47\n第一節 研究取徑與資料蒐集 ……………………………………………………………………..54\n第二節 研究範圍、個案與深訪成員之簡介 ………………………………54\n第三節 訪談題綱設計 ………………………………………………………57\n\n第肆章 研究結果............................................................................................63\n第一節 組織文化類型之個案探討................................................................63\n第二節 組織文化類型之小結........................................................................78\n一、團隊中的異質性技巧也包含了文化差異的磨合\n二、表情符號可能對情感溝通有所助益\n三、大字幕組中的疏離現象未必在每個人身上都發生\n四、組織的資源提供、獎賞與監督控制功能\n五、團體規模未必影響向心力與效率\n\n第三節 互動型態之個案探討.........................................................................83\n第四節 互動型態之小結.................................................................................90\n一、同個團隊中可同時出現合作型與人際型之特質\n二、競爭型特質可能在每個團隊中出現\n三、團隊領導者可能較傾向選擇「合作型」特質\n\n第五章 研究結論.............................................................................................97\n第一節 從組織文化類型理論看Glastein模式..................................................97\n一、組織資源與組織結構\n二、團隊組成與結構\n第二節 從互動型態理論看看Glastein模式.....................................................103\n一、溝通：依賴QQ、MSN等通訊軟體\n二、支持：情感支持為大宗\n三、衝突：價值觀差異與疏離現象\n四、策略：避免衝突\n五、領域管理：因應網路趨勢而分工\n第三節 本研究中的文化情境議題與研究限制..............................................111\n第四節 未來研究之建議..................................................................................114\n附錄：參考文獻 ……………………………………………………………… 115\n\n\n表目錄\n表2-1：Gladstein模式與Cameron等人提出之組織文化類型指標相似表..........26\n表2-2：組織文化的四種屬性………………………………………………………39\n表2-3：團隊互動型態的原則分析量表....................................................................41\n表3-1：深訪者簡介…………………………………………………………………56\n表3-2：網路受訪者簡介............................................................................................57\n表3-3：OCAI，組織文化屬性表……………………………………………………58\n表3-4：團隊互動型態的原則分析量表……………………………………………59\n表3-5：訪談綱要草稿………………………………………………………………60\n表4-2：受訪者資訊與個案之對照表………………………………………………62\n表4-2：筆者參與該中國大型美劇字幕組的OCAI，組織文化屬性表 ................65\n表4-3：受訪者C參與某中國大型電影字幕組的OCAI，組織文化屬性表..........67\n表4-4：受訪者A的OCAI，組織文化屬性表.........................................................70\n表4-5：受訪者B的OCAI，組織文化屬性表.........................................................74\n表4-6：筆者在個案甲中的團隊互動型態的原則分析量表....................................83\n表4-7：受訪者A在個案乙中的團隊互動型態的原則分析量表……………………..….86\n表4-8：受訪者B在個案乙中的團隊互動型態的原則分析量表………………………...87\n\n圖目錄\n圖1-1：團體行為的一般模式……………………………………………………… 9\n圖1-2：本研究架構圖………………………………………………………………10\n圖1-3：字幕組的產製與接收流程圖………………………………………………11\n圖1-4：字幕組製作一季字幕作品的流程…………………………………………12\n圖2-1：本研究之理論模式圖………………………………………………………28\n圖3-1：研究方法步驟圖……………………………………………………………54\n圖5-1：研究發現之模式圖…………………………………………………………97 | zh_TW |
| dc.format.extent | 1933592 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.language.iso | en_US | - |
| dc.source.uri | http://thesis.lib.nccu.edu.tw/record/#G0097453018 | en_US |
| dc.subject | 字幕組 | zh_TW |
| dc.subject | 虛擬團隊 | zh_TW |
| dc.subject | 無償勞動 | zh_TW |
| dc.subject | 網路社群 | zh_TW |
| dc.subject | Subtitle Teams | en_US |
| dc.subject | online communities. | en_US |
| dc.subject | Virtual Teams | en_US |
| dc.subject | Voluntary work | en_US |
| dc.title | 網路社群中的無償虛擬團隊文化與互動型態： 以字幕組為例 | zh_TW |
| dc.title | Voluntary virtual teams’ interaction styles in online communities :an example of the subtitle teams | en_US |
| dc.type | thesis | en |
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| item.openairetype | thesis | - |
| item.cerifentitytype | Publications | - |
| item.fulltext | With Fulltext | - |
| item.languageiso639-1 | en_US | - |
| item.grantfulltext | open | - |
| item.openairecristype | http://purl.org/coar/resource_type/c_46ec | - |
| Appears in Collections: | 學位論文 | |
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