析論新成員對團體動能效能之影響：社會困境理論與團體社會化理論的分析

Abstract

本文以社會困境理論（social dilemma theory）（Dawes, 1980）與團體社會化理論（group socialization theory）（Moreland & Levine, 1982）為基礎，分析新成員的加入是否會對團體動能與效能造成影響，並進一步觀察新成員對團體的承諾程度是否會影響其個人表現與團體整體表現。本研究包含兩個獨立的子研究：研究一觀察新成員加入、團體動能、與團體表現的關聯性（N1 = 78）。研究二觀察新成員加入、團體承諾、與獎勵懲罰的關聯性（N2 = 60）。研究一發現，新成員的加入會牽制團體動能，並使得團體的整體表現越來越差。研究二則發現，對團體有高承諾程度的新成員，比較容易被團員接納（與低承諾新人相比時），並可激勵其他團員對團體貢獻。從交叉分析的結果發現：以團體整體表現作為比較基準\\r 時，團體承諾的高低比實行獎勵懲罰制度更具有影響力。本研究結果將有助於管理理論在實際應用上的補強，同時幫助公共和私人部門領導者與經理人規劃更為完善的新人招募策略，以發揮新成員的潛能，進而促進團體的整體表現。

Based on social dilemma theory (Dawes, 1980) and group socialization theory (Moreland & Levine, 1982), this paper investigated whether new comers affected the group dynamics and performance. Another aim was to analyze whether group commitment was related to individual and group performance. Study 1 revealed that new comers impeded group dynamic, which lead to poorer group performance. Study 2 revealed that members with high commitment to the group were more likely to be accepted by the group, which also encouraged other group members to generate more contributions to the group. In addition, subsequent analyses indicated that, compared to the implementation of sanction policy (either reward or punishment), high group commitment was a better factor to predict group performance. Implications of the findings and suggestions to the public and private managerial practitioners regarding recruitment procedure are discussed accordingly.