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    政大機構典藏 > 商學院 > 企業管理學系 > 學位論文 >  Item 140.119/94641
    Please use this identifier to cite or link to this item: http://nccur.lib.nccu.edu.tw/handle/140.119/94641

    Title: 團隊情感氛圍的前因、動態改變及後果變數之研究
    Exploring the antecedents, dynamics, and consequences of group affective tone
    Authors: 紀乃文
    Chi, Nai-Wen
    Contributors: 蔡維奇
    Tsai, Wei-Chi
    Chi, Nai-Wen
    Keywords: 團隊情感氛圍
    Group affective tone
    Impression Management
    Social Identity
    Affective Events
    Team Performance
    Date: 2009
    Issue Date: 2016-05-09 11:24:30 (UTC+8)
    Abstract: 過去研究雖然發現團隊情感氛圍 (group affective tone)能有效預測團隊成員的助人行為、團隊創造力、團隊缺席率與離職等重要變數,但在概念上或是理論上仍有許多未釐清之處。因此,本研究擬針對下列的文獻缺口加以探討:(1) 探討影響正/負向團隊情感氛圍形成的前因變數,釐清有哪些變數會影響團隊情感氛圍的形成;(2) 探討不同時間點正/負向團隊情感氛圍的動態改變及情感事件的干擾效果;(3) 探討正/負向團隊情感氛圍與團隊績效的因果關係;由於單一研究不易同時兼顧上述三個研究目的,因此本研究將以三個研究分別針對上述目的加以探討。

    在研究一,本研究以101個學生團隊做為樣本 (523位成員),路徑分析的結果發現,團隊成員的年齡、教育背景多元化,會透過負向影響群體認同、進而強化負向團隊情感氛圍。此外,知覺團隊間競爭、成員的迎合、自我表現印象管理策略,則會透過正向影響群體認同、進而強化正向團隊情感氛圍。在研究二,本研究則以44個大學部、碩士班學生組成的團隊做為樣本 (和研究一的樣本獨立,成員為215人),階層線性模式分析的結果指出,正、負向團隊情感氛圍在跨時間點確實會產生動態改變,且前期的正/負向團隊情感氛圍均能顯著影響後期的正/負向團隊情感氛圍。且前後期間發生的負向情感事件,亦會減弱前、後期正向團隊情感氛圍之間的正向關係。最後,在研究三,本研究以81個高科技產業研發團隊做為樣本 (包括259位團隊成員及81位主管),交叉延遲貫時性分析 (cross-lagged panel analysis, CLPA)的結果指出,前期的正向團隊情感氛圍對後期團隊績效有顯著正向影響,而前期團隊績效對於後期正向團隊情感氛圍,也有顯著的正向影響。整體而言,本研究之假設大多符合理論預期,而研究結果對團隊情感氛圍、團隊多元化、以及印象管理研究的理論意涵與實務貢獻,亦在文中一併加以討論。
    Extending previous research on group affective tone (GAT), three studies were conducted to examine the antecedents, dynamics, and consequences of GAT. In study 1, 101 student teams (523 members) were chosen as the sample. The results of path-analysis showed that team age and educational background diversity decrease group identification, which in turn increases negative group affective tone (NGAT). In addition, perceived intergroup competition, members’ self-promotion and ingratiation impression management tactics increase group identification, which in turn increases positive group affective tone (PGAT). In study 2, 44 student teams (215 members) were selected as the sample, and the experience-sampling method was used to capture the dynamics of GAT (i.e., 6-time repeated measure). The results of hierarchical linear modeling analysis revealed that the T-1 PGAT positively predict T0 PGAT over time; while T-1 NGAT positively predict T0 NGAT over time. Moreover, the negative affective event occurred during T-1 and T0 attenuates the positive relationship between T-1 PGAT and T0 PGAT. In study 3, 81 research and develop teams (259 members and 81 supervisors) were chosen as the sample, and the cross-lagged panel analysis (CLPA) was used to examine the causal association between GAT and team performance. The results of CLPA showed that T1 PGAT has a positive effect on T2 team performance. Additionally, T1 team performance has a positive effect on T2 PGAT. These result suggest that the presence of a reciprocal relationship between PGAT and team performance. All three studies support the proposed theoretical framework.
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