| dc.contributor.advisor | 林淑姬<br>林月雲 | zh_TW |
| dc.contributor.advisor | Lin, Shu-Chi<br>Lin, Yeh-Yun | en_US |
| dc.contributor.author (Authors) | 黃櫻美 | zh_TW |
| dc.contributor.author (Authors) | Huang, Yin-Mei | en_US |
| dc.creator (作者) | 黃櫻美 | zh_TW |
| dc.creator (作者) | Huang, Yin-Mei | en_US |
| dc.date (日期) | 2005 | en_US |
| dc.date.accessioned | 18-Sep-2009 13:36:00 (UTC+8) | - |
| dc.date.available | 18-Sep-2009 13:36:00 (UTC+8) | - |
| dc.date.issued (上傳時間) | 18-Sep-2009 13:36:00 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0893555021 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/35025 | - |
| dc.description (描述) | 博士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 企業管理研究所 | zh_TW |
| dc.description (描述) | 89355502 | zh_TW |
| dc.description (描述) | 94 | zh_TW |
| dc.description.abstract (摘要) | 團隊多元化(team diversity)指的是團隊成員於人口統計屬性(如性別、年齡與種族)或潛在特性(如人格特質、工作態度或工作價值觀)上之分配情形與差異程度，或可稱之為團隊異質性(team heterogeneity)。過去實證研究雖指出團隊多元化可對團隊結果產生不同方向與程度之影響，但對於不同類型多元化與不同團隊結果間之關係仍缺乏較完整之探討。本研究將團隊多元化區分為關係相關多元化(relation-oriented diversity)與工作相關多元化(job-related diversity)，其中，再進一步將關係相關多元化分為表象多元化(surface-level diversity)與深層多元化(deep-level diversity)，目的在釐清各種多元化屬性之異同處。同時，本研究另將團隊結果分為團隊歷程與團隊績效。與過去研究不同的，本研究不僅探討團隊內部凝聚力，更將團隊多元化連結至外部歷程－外部活動(external activity)，以檢視多元化與外部活動間之關聯性。本研究以社會分類與社會認同理論解釋關係相關多元化對團隊歷程與團隊績效之影響，假設愈高的表象多元化與深層多元化將對團隊歷程與團隊績效造成負向影響。本研究另以資訊與決策觀點及認知資源觀點解釋工作相關多元化對團隊歷程與團隊績效之影響，假設工作相關多元化將對團隊外部活動與團隊績效造成正向影響。本研究以62位團隊主管與280位研發工程師，共62個研發團隊為對象，探討關係相關多元化與工作相關多元化對各種團隊結果之影響。本研究以問卷調查法搜集資料，發放問卷予研發工程師與團隊主管，前者回答多元化屬性與團隊歷程問項，後者回答多元化屬性與團隊績效問項。研究結果發現，深層多元化與團隊凝聚力呈負相關，且深層多元化對團隊凝聚力之負向影響大於表象多元化。表象多元化與外部活動呈負相關，且表象多元化愈高之團隊，其團隊績效愈低。同時，工作相關多元化對外部活動與團隊績效呈正相關。由此可知，不同類型之團隊多元化可對不同團隊結果造成影響，當團隊之關係相關多元化愈高時，其團隊凝聚力愈低；而當團隊之工作相關多元化愈高時，其團隊績效愈高。因此，在探討團隊多元化與團隊結果之關係時，須仔細地思考關係相關與工作相關多元化是否會對特定類型結果產生影響，方能有助於團隊多元化研究成果之累積。 | zh_TW |
| dc.description.abstract (摘要) | Team diversity refers to the differences and heterogeneity of the team members’ attributes that people use to tell themselves that another person is different. Diversity is traditionally conceptualized in terms of visible differences in age and gender. Individuals may also differ on less visible characteristics such as level of education, tenure, personality, and attitude. Past research had investigated the relationship between diversity and team outcomes, however, conclusive findings of the effects of diversity on team processes and outcomes still do not exist. There is a need to develop a theory to explain the complexity of diversity and team outcomes. In this study, we adopted Jackson, May, and Whitney’s (1995) argument, offering a distinction between relation-oriented and job-related diversity, in which the former represents diversity attribute that are easily detectable or underlying and likely to evoke others’ socioemotional responses. Furthermore, relation-oriented diversity is categorized as surface-level and deep-level attribute. The former is defined as biological characteristics that are typically reflected in physical features, the latter is the differences among members’ attitudes, beliefs, and personality. To understand the impact of different types of diversity in team outcomes, this study links diversity to team cohesiveness, performance, and a new outcome, external activity. According to social categorization and social identity theories, relation-oriented diversity is negatively related to team cohesiveness, external activity and team performance. Whereas the social categorization perspective explains the relationship between relation-oriented diversity and team outcomes, the information/decision-making and cognitive resources perspectives focus more on job-related diversity. The information/decision-making and cognitive resources theories propose that variances in job-related attributes have a positive impact through increase in the skills, abilities, information, knowledge, and confidence that diversity brings, independent of what happens in the group process. There are 62 team leaders and 280 engineers, totally 62 teams, responding to the survey. We distribute different questionnaires to leaders and engineers. Besides individual characteristics, leaders evaluated the team performance, and engineers answered their perception about their team. Results show that deep-level diversity is negatively related to cohesiveness. Moreover, the impact of deep-level diversity on cohesiveness is stronger than surface-level diversity. Teams higher in surface-level diversity perform less external activity, and received lower leader rating for team performance. Results also show that job-related diversity is positively related to team performance. Apparently, different type of diversity leads to specific team outcomes. Teams higher in relation-oriented diversity lower cohesiveness, and those higher in job-related diversity lead to higher performance. Implications and future research needs are discussed. | en_US |
| dc.description.tableofcontents | 第一章 緒論---------------------------------------------1第一節 研究背景------------------------------------------1第二節 研究動機與目的-------------------------------------2第二章 文獻探討------------------------------------------5第一節 團隊之基本要素-------------------------------------5第二節 團隊多元化之內涵與分類-----------------------------10第三節 團隊多元化之理論基礎------------------------------17第四節 關係相關多元化與團隊歷程、團隊績效之關係-------------30第五節 工作相關多元化與團隊歷程、團隊績效之關係-------------43第六節 研究架構-----------------------------------------51第三章 研究方法-----------------------------------------53第一節 研究對象-----------------------------------------53第二節 問卷施測流程-------------------------------------54第三節 研究變項之選取與測量方法---------------------------55第四節 統計分析方法-------------------------------------62第四章 研究結果-----------------------------------------63第一節 相關係數分析-------------------------------------63第二節 階層式迴歸分析-----------------------------------67第三節 補充分析-----------------------------------------82第五章 結論與建議---------------------------------------85第一節 結論--------------------------------------------85第二節 研究限制-----------------------------------------93第三節 未來研究建議-------------------------------------95第四節 總結--------------------------------------------97參考文獻--------------------------------------------------98附錄一：團隊多元化實證研究之整理-----------------------------120附錄二：團隊人數分配表-------------------------------------126附錄三：研發團隊組合之研究調查問卷－工程師填------------------127附錄四：研發團隊組合之研究調查問題－主管填--------------------130 | zh_TW |
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| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0893555021 | en_US |
| dc.subject (關鍵詞) | 關係相關多元化 | zh_TW |
| dc.subject (關鍵詞) | 表象多元化 | zh_TW |
| dc.subject (關鍵詞) | 深層多元化 | zh_TW |
| dc.subject (關鍵詞) | 工作相關多元化 | zh_TW |
| dc.subject (關鍵詞) | 團隊外部活動 | zh_TW |
| dc.subject (關鍵詞) | 團隊績效 | zh_TW |
| dc.subject (關鍵詞) | Relation-oriented diversity | en_US |
| dc.subject (關鍵詞) | Surface-level diversity | en_US |
| dc.subject (關鍵詞) | deep-level diversity | en_US |
| dc.subject (關鍵詞) | Job-related diversity | en_US |
| dc.subject (關鍵詞) | Team external activity | en_US |
| dc.subject (關鍵詞) | Team performance | en_US |
| dc.title (題名) | 關係相關多元化與工作相關多元化對團隊歷程與團隊績效之影響 | zh_TW |
| dc.title (題名) | The Effects of Relation-oriented and job-related Diversity on Team Processes and Team Performance | en_US |
| dc.type (資料類型) | thesis | en |
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