Please use this identifier to cite or link to this item: http://hdl.handle.net/11455/20697
標題: 團隊關係品質、知識分享行為與團隊創新績效之關係研究 —團隊層級分析
The Relationship Research among Team Exchange-relationship Quality, Knowledge-sharing Behavior and Team Innovation Performance -A Team-level Analysis
作者: 楊培鈺
Yang, Pei-Yu
關鍵字: Team-level
團隊層次
Leader-member exchange differentiation
Team-member exchange
Knowledge-sharing behavior
Team innovation performance
PLS
主管與部屬間關係差異
團隊成員間關係質
知識分享行為
團隊創新績效
部份最小平方法
出版社: 企業管理學系所
引用: 一、中文 邱皓政(2006)。結構方程模式-LISREL的理論、技術與應用。雙葉書廊。 Nonaka, I., & Takeuchi, H.(1997)。創新求勝:智價企業論(The Knowledge-Creating Company)(楊子江,王美音譯)。台北市:遠流。(原作1995年出版)。 二、英文 Adams, J. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (pp. 267-296). New York: Academic Press. Ahuja, M. K., Chudoba, K. M., Kacmar, C. J., McKnight, D. H., & George, J. F. (2007). It road warriors: Balancing work--family conflict, job autonomy, and work overload to mitigate turnover intentions. MIS Quarterly, 31(1), 1-17. Alderfer, C. P. (1972). Existence, Relatedness and Growth: Human Need in Organization Settings. New York: The Free Press. Armbrecht, F. M. R. J., Chapas, R. B., Chappelow, C. C., & Farris, G. F. (2001). Knowledge management in research and development. Research Technology Management, 44(4), 28-48. Armstrong, J. S. & Overton, S. T. (1977). Estimating nonresponse bias in mail surveys, Journal of Marketing Research, 14(3), 396-402. Arthur Andersen Business Consulting (1999). Zukai Knowledge Management. Tokyo: Toyo Keizai. Bartol, K. M., & Srivastava, A. (2002). Encouraging knowledge sharing: The role of organizational reward systems. Journal of Leadership & Organizational Studies, 9(1), 64-76. Behery, M. H. (2008). Leadership, knowledge sharing, and organizational benefits within the UAE. Journal of American Academy of Business, Cambridge, 12(2), 227-236. Bhaskar, R., & Zhang, Y. (2007). Knowledge sharing in law enforcement: A case study. Journal of Information Privacy & Security, 3(3), 45-68. Blau, P. M. (1964). Exchange and Power in Social Life. New York: John Wiley & Sons. Bliese, P. D. (2000). Within-group agreement, non-independence, and reliability: implications for data aggregation and analysis. In K. J. Klein, & S. W. J. Kozlowski (Eds.), Multi-level theory, research and methods in organizations: Foundations, extensions, and new directions (pp. 349–381). San Francisco, CA: Jossey-Bass. Bock, G. W., Zmud, R. W., Kim, Y. G., & Lee, J. N. (2005). Behavioral intention formation in knowledge sharing: Examining the roles of extrinsic motivators, social-psychological forces, and organizational climate. MIS Quarterly, 29(1), 87-111. Boies, K., & Howell, J. M. (2006). Leader–member exchange in teams: An examination of the interaction between relationship differentiation and mean LMX in explaining team-level outcomes. Leadership Quarterly, 17(3), 246-257. Bontis, N., Booker, L. D., & Serenko, A. (2007). The mediating effect of organizational reputation on customer loyalty and service recommendation in the banking industry. Management Decision, 45(9), 1426-1445. Brewer, M. B., & Gardner, W. (1996). Who is this “we” ? Levels collective identity and self-representations. Journal of Personality and Social Psychology, 71, 83-93. Brickson, S. (2000). The impact of identity orientation on individual and organizational outcomes in demographically diverse settings. Academy of Management Review, 25(1), 82-101. Chin, W. W. (1998). Issues and opinion structural equation modeling, MIS Quarterly, 22(1), vii-xvi. Cogliser, C. C., & Schriesheim, C. A. (2000). Exploring work unit context and leader-member exchange: A multi-level perspective. Journal of Organizational Behavior, 21(5), 487-511. Cole, M. S., Schaninger Jr., W. S., & Harris, S. G. (2002). The workplace social exchange network: A multilevel, conceptual examination. Group & Organization Management, 27(1), 142-167. Cordero, R. (1990). The measurement of innovation performance in the firm: An overview. Research Policy, 19(2), 185-192. Daft, R. L., & Lengel, R. H. (1986). Organizational information requirements, media richness and structural design. Management Science, 32(5), 554-571. Damanpour, F. (1991). Organizational innovation: A meta-analysis of effects of determinants and moderators. Academy of Management Journal, 34(3), 555-590. Dansereau, J. F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations . A longitudinal investigation of the role making process. Organizational Behavior & Human Performance, 13(1), 46-78. Dansereau, J. F., Cashman, J., & Graen, G. (1973). Instrumentality theory and equity theory as complementary approaches in predicting the relationship of leadership and turnover among managers. Organizational Behavior & Human Performance, 10(2), 184-200. Davenport, T.H., & Prusak, L. (1998). Working Knowledge: How Organizations Manage What They Know. Boston: Harvard Business School Press. Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leadership: A critique and further development. Academy of Management Review, 11(3), 618-634. Edmondson, K. M. (1999). Assessing Science understanding through Concept Maps. In J. D. Mintzes., J. H. Wandersee., & J. D. Novak (Eds.), Assessing Science Understanding: A Human Constructivist View (pp. 22-33). Toronto: Academic Press. Erdogan, B. (2002). A justice perspecive to understanding the effects of LMX differentiation for individual attitudes. Paper presented at the annual meetings of the Academy of Management, Denver, Co. Erdogan, B., & Liden, R. C. (2002). Social exchange in the workplace: A review of recent development and future research direction in leader-member exchange theory. In L. L. Neider & C. A. Schriesheim (Eds.), Leadership (pp. 65-114). Greenwich, CT: Information Age Publishing. Farr, J.L., & Ford, C. M. (1990). Individual innovation. In M. A. West & J. L . Farr. (Eds.), Innovation and creativity at work: Psychological and organizational strategies (pp.63-80). New York: Wiley. Feltham, G. A., & Xie, J. (1994). Performance measure congruity and diversity in multi-task Principal/Agent relations. Accounting Review, 69(3), 429-453. Ferris, G. R., & Kacmar, K. M. (1992). Perceptions of organizational politics. Journal of Management, 18(1), 93-116. Fisher, C. D. (2002). Antecedents and consequences of real-time affective reactions at work. Motivation & Emotion, 26(1), 3-30. Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research , 18(1), 39-50. Grane, B., & Cashman, J. (1975). A role making model of leadership in formal organizations: A developmental approach. In J.G. Hunt & L.L.Larson (Eds.), Leadership Frontiers .Kent, OH: Kent State. Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research in Organizational Behavior, 9, 175-208. Graen, G. B., & Uhl-Bien M. (1995). Relationship-based Approach to Leadership: Development of Leader-Member Exchange (LMX) Theory of Leadership Over 25 Years: Applying a Multi-Level-Multi-Domain Perspective. The Leadership Quarterly, 6(2), 219-247. Grant, R. M. (2002). Contemporary Strategy Analysis: Concepts, Techniques, Applications (4th ed.). Malden, MA: Blackwell. Green, S. G., Anderson, S. E., & Shivers, S. L. (1996). Demographic and organizational influences on leader--member exchange and related work attitudes. Organizational Behavior & Human Decision Processes, 66(2), 203-214. Hagedoorn, J., & Cloodt, M. (2003). Measuring innovative performance: Is there an advantage in using multiple indicators? Research Policy, 32(8), 1365-1379. Hansen, M. T. (1999). The search-transfer problem: The role of weak ties in sharing knowledge across organization subunits. Administrative Science Quarterly, 44(1), 82-111. Hendriks, P. (1999). Why share knowledge? the influence of ICT on the motivation for knowledge sharing. Knowledge and Process Management, 6(2), 91-100. Higgins, J.M. ( 1995). The Core Competence:Innovation, Planning Review, 23(6), 32-35. Hoegl, M., Parboteeah, K. P., & Munson, H. G. (2003). When teamwork really matters: task innovativeness as a moderator of the teamwork- performance relationship in software development projects. Journal of Engineering and Technology Management ,20, 281-302. Holtshouse, D. (1998). Knowledge research issues. California Management Review, 40(3), 277-280. House, R. J., & Aditya, R. N. (1997). The social scientific study of leadership: Quo vadis? Journal of Management, 23(3), 409-473. Liang, H., Saraf, N., Hu, Q., & Xue, Y. (2007). Assimilation of enterprise systems: The effect of institutional pressures and the mediating role of top management. MIS Quarterly, 31(1), 59-87. Hulland, J. (1999). Use of partial least squares (PLS) in strategic management research: A review of four recent studies. Strategic Management Journal, 20(2), 195-204. Ingham, M., & Mothe, C. (1998). How to learn in R&D partnerships? R&D Management, 28(4), 249-261. Jackson, S. E., Brett, J. F., Sessa, V. I., Cooper, D. M., Julin, J. A., & Peyronnin, K. (1991). Some differences make a difference: Individual dissimilarity and group heterogeneity as correlates of recruitment, promotions, and turnover. Journal of Applied Psychology, 76(5), 675-689. James, L. R., Demaree, R. G., & Wolf, G. (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69(1), 85-98. Jehn, K. A., & Shah, P. P. (1997). Interpersonal relationships and task performance: An examination of mediating processes in friendship and acquaintance groups. Journal of Personality & Social Psychology, 72(4), 775-790. Katz, D. & Kahn, R. L. (1978). The Social psychology of oranizations (2nd ed.). New York: Wiley. Landry, R., Amara, N., & Lamari, M. (2002). Does social capital determine innovation? to what extent? Technological Forecasting and Social Change, 69(7), 681-701. Lawler, E. E., Mohrman, S. A., & Ledford, G. E. (1995). Creating high performance organizations: Practices and results of employee involvement and total quality management in Fortune 1000 companies. San Francisco: Jossey-Bass. Leong, G. K., Snyder. D. L., & Ward, P. T. (1990). Research in the Process and Content of Manufacturing Strategy. Omega, 18(2), 109-122. Lewin, A. Y., & Huber, G. P. (1986). Organization design: Introduction to the focused issue. Management Science, 32(5), 513-513. Liden, R. C., Erdogan, B., & Wayne, S. J. (2006) . Leader-member exchange, differentiation, and task interdependence: implications for individual and group performance. Journal of Organizational Behavior, 27(6), 723-746. Liden, R. C., & Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24(1), 43-72. Liden, R. C., Wayne, S. J., & Sparrowe, R. T. (2000). An examination of the mediating role of psychological emprovement on the relations between the job, interpersonal relationships, and work outcomes. Journal of Applied Psychology, 85(3), 407-416. Liden, R. C., Wayne, S. J., & Stilwell, D. (1993). A longitudinal study on the early development of leader -- member exchanges. Journal of Applied Psychology, 78(4), 662-674. Loch, C. H., & Tapper, U. A. S. (2002). Implementing a strategy-driven performance measurement system for an applied research group. Journal of Product Innovation Management, 19(3), 185-198. Lovelace, K., Shapiro, D. L., & Weingart, L. R. (2001). Maximizing cross-functional new product teams'' innovativeness and constraint adherence: A conflict communications perspective. Academy of Management Journal, 44(4), 779-793. Lumpkin, G. T., & Dess, G. G. (1996). Clarifying the entrepreneurial orientation construct and linking it to performance. Academy of Management Review, 21(1), 135-172. Major, D. A., Kozlowski, S. W. J., Chao, G. T., & Gardner, P. D. (1995). A longitudinal investigation of newcomer expectations, early socialization outcomes, and the moderating effects of role development factors. Journal of Applied Psychology, 80(3), 418-431. Mansfield, E., & Lee, J. (1996). The modern university: Contributor to industrial innovation and recipient of industrial R&D support. Research Policy, 25(7), 1047-1058. McDermott, R. (1999). Why information technology inspired but cannot deliver knowledge management. California Management Review, 41(4), 103-117. McDermott, R., & O''Dell, C. (2001). Overcoming cultural barriers to sharing knowledge. Journal of Knowledge Management, 5(1), 76-85. Mintzberg, H. (1983). Power in and around organizations. Englewood Cliffs, NJ: Prentice-Hall. Murphy, S. M., Sandy, J. M., Liden, R. C., & Erdogan, B. (2003). Understanding social loafing: The role of justice perceptions and exchange relationships. Human Relations, 50(1), 61-83. Nancy, M. D. (2000). Common Knowledge: How Companies Thrive by Sharing What They Know. Boston, MA : Harvard Business School Press. Nonaka, I. (1991). The knowledge-creating company. Harvard Business Review, 69(6), 96-104. Nonaka,I. & Takeuchi, H. (1995). The Knowledge Creating Company: How Japanese Companies Create the Dynamics of Innovation. Oxford, New York. Nonaka, I., Toyama, R., & Konno, N. (2000). SECI, ba and leadership: A unified model of dynamic knowledge creation. Long Range Planning, 33(1), 5-34. Nunnally, J. C. (1978). Psychometic Theory (2nd ed.). New York: McGraw-Hill. Pelled, L. H., Eisenhardt, K. M., & Xin, K. R. (1999). Exploring the black box: An analysis of work group diversity, conflict, and performance. Administrative Science Quarterly, 44(1), 1-28. Quinn, J. B., Baruch, J. J., & Zien, K. A. (1997). Innovation Explosion: Using Intellenct and Software to Revolutionize Growth Strategies. New York: The Free Press. Renzl, B.(2008). Trust in management and knowledge sharing: The mediating effects of fear and knowledge documentation. Omega, 36(2), 206-220. Riesenberger, J. R. (1998). Executive insights: Knowledge--the source of sustainable competitive advantage. Journal of International Marketing, 6(3), 94-107. Robbins, S.P. (1994). Management: Concepts and applications (4th Ed.). Englewood Cliffs, N.J: Prentice-Hall. Ruekert, R., & Walker, O. (1987). Marketing’s interaction with other functional Units: A conceptual framework and empirical evidence. Journal of Marketing, 51, 1-19 Schneider, B., White, S. S., & Paul, M. C. (1998). Linking service climate and customer perceptions of service quality: Test of a causal model. Journal of Applied Psychology, 83(2), 150-163. Schriesheim, C. A., Castro, S. L., Xiaohua, Z., & Yammarino, F. J. (2001). The folly of theorizing ''A'' but testing ''B'' A selective level-of-analysis review of the field and a detailed leader-member exchange illustration. The Leadership Quarterly, 12(4), 515-551. Schriesheim, C. A., Neider, L. L., & Scandura, T. A. (1998). Delegation and leader-member exchange: Main effects, moderators, and measurement issues. Academy of Management Journal, 41(3), 298-318. Seers, A. (1989). Team-member exchange quality: A new construct for role-making research. Organizational Behavior and Human Decision Process, 43, 118-135. Seers, A., Petty, M. M., & Cashman, J. F. (1995). Team-member exchange under team and traditional management. Group & Organization Management, 20(1), 18-38. Senge, P. (1997). Sharing knowledge. Executive Excellence, 14(11), 17-19. Settoon, R. P., Bennett, N., & Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81(3), 219-227. Snider, K. F., & Nissen, M. E. (2003). Beyond the body of knowledge: A knowledge-flow approach to project management theory and practice. Project Management Journal, 34(2), 4-12. Sowe, S. K., Stamelos, I., & Angelis, L. (2008). Understanding knowledge sharing activities in free/open source software projects: An empirical study. The Journal of Systems & Software, 81(3), 431-446. Sveiby, K. E. (1997). The New Organizational Wealth: Managing and Measuring Knowledge-based Assets. San Francisco: Berrett-Koehler Publishers. Sparrowe, R. T., & Liden, R. C. (1997). Process and structure in leader-member exchange. Academy of Management Review, 22(2), 522-552. Stewart, G. L., & Barrick, M. R. (2000). Team structure and performance: Assessing the mediating role of intrateam process and the moderating role of task type. Academy of Management Journal, 43(2), 135-148. Tan, M. (1994). Establishing mutual understanding in systems design: An empirical study. Journal of Management Information Systems, 10(4), 159-182. Tajfel, H., & Turner, J. C. (1979). An integrative theory of intergroup conflict. In W. G. Ausrin & S. Worchel (Eds). The social psychology of inter-group relations (pp. 33-47). Monterey, CA: Brooks/Cole. Tornatzky, L. G., & Fleischer, M. (1990). The process of technological innovation. New York: Lexington. Tse, H. H. M., Dasborough, M. T., & Ashkanasy, N. M. (2005). The role of affect, fairness and social perception in team member exchange. Research on Emotion in Organizations, 1, 143-171. Wang, C. C. (2004). The influence of ethical and self-interest concerns on knowledge sharing intentions among managers: An empirical study. International Journal of Management, 21(3), 370-381. Wang, C. H., Lee, Y. D., Lin, W. I., & Zhuo, L.T. (2007). Effects of personal qualities and team processes on willingness to share knowledge: An empirical study. International Journal of Management, 24(2), 250-256. Weingart, L. R. (1992). Impact of group goals, task component complexity effort, and planning on group performance. Journal of Applied Psychology, 77(5), 682-693. Weiss, L. (1999). Collection and connection: The anatomy of knowledge sharing in professional service firms. Organization Development Journal, 17(4), 61-77. Werner, B. M., & Souder, W. E. (1997). Measuring R&D performance--state of the art. Research Technology Management, 40(2), 34-42. Wijnhoven, F. (1998). Knowledge logistic in business contexts: Analyzing and diagnosing knowledge sharing by logistic concepts. Knowledge and Process Management, 5(3), 143-157. Yang, J. (2004). Job-related knowledge sharing: Comparative case studies. Journal of Knowledge Management, 8(3), 118-126. Yukl, G. (1994). Leadership in organizations. Englewood Cliffs, NJ: Prentice-Hall.
摘要: With the rapid increasing competition in the global setting, enterprises face more and more challenges. In order to adapt to the complex and dynamics environment, team-based design has become the main organizational structure design for continuous innovations. However, innovations are based on knowledge management, such as knowledge sharing and integration. As knowledge is the competitive advantage for R&D teams, it is important to facilitate knowledge sharing within a team. How to guide team-members to share knowledge is one of the important issues in the field of knowledge management. The rise of the use of team in organizations means that the interaction between team members and their direct supervisor become more frequent. In addition, interpersonal relationships within a team are more important. Based on the social exchange theory, this study examines the relationship among quality of interpersonal relationships, knowledge-sharing behavior within teams and team innovation performance at team level. This research explores interactive relationship comprised of members and direct supervisor for the sake of the integrity of relationship within the team, and further examines whether team leader's inconsistent treatment to team members will affect team-member exchange quality. Convenience sampling method was used to collect data. Questionnaires were developed to collect date from a sample of R&D teams. Besides the invalid or incomplete questionnaires, there were 86 valid R&D team questionnaires. This research adopted structural equation modeling (SEM) to analysis the collected data. SPSS 12.0 and Visual PLS 1.04b1 were used for statistical analysis. The results of this research are as follows: (1) Leader-member exchange differentiation doesn't significantly impact team-member exchange quality. (2) Team-member exchange quality positively influences team innovation performance. (3) Team-member exchange quality positively influences knowledge-sharing behavior. (4) Knowledge-sharing behavior positively influences team innovation performance. (5) Knowledge-sharing behavior partially mediates the relationship between team-member exchange quality and team innovation performance.
隨全球化導致競爭提升使得企業面臨越來越多的挑戰,企業為適應日趨複雜動態的環境,團隊逐漸成為組織設計的主流,並且企業必須持續創新,以在快速變遷的環境中生存。然而,創新需以「知識」為基礎,並透過知識分享創造出新的價值。但對於知識有高度需求且需具備專業知識的研發人員而言,知識即為其本身的競爭優勢,其未必會分享自我知識,因此企業如何引導成員知識分享已成為現今知識管理的重要議題。隨著團隊的興起,亦即代表個人與其團隊直屬主管及團隊同事間的互動更為頻繁,人際間的互動關係越益重要,因此本研究採團隊層次為分析單位,以社會交換理論為基礎,探討團隊關係品質、成員知識分享行為與研發團隊創新績效間的關係,並為求團隊內互動關係的完整,納入直屬主管與同事對個人的影響,進一步探討主管對待部屬不一致的行為是否會影響團隊成員間的關係品質。 本研究以推動企業創新發展與對知識具有高度需求的研發團隊為研究對象,採便利抽樣法的問卷發放方式蒐集資料,針對82家企業,共發出¬¬127個研發團隊問卷進行調查,回收104個團隊資料經篩選後,共計獲得有效團隊資料86組。接著再以SPSS12.0與Visual PLS 1.04b1統計分析軟體針對搜集的資料進行結構方程模式分析。實證研究結果發現:(1)主管與部屬間關係差異對團隊成員間關係品質無負向顯著影響(2)團隊成員間關係品質對團隊創新績效有正向影響(3)團隊成員間關係品質對知識分享行為有正向影響(4)知識分享行為對團隊創新績效有正向影響(5)知識分享行為對團隊成員間關係品質與團隊創新績效間關係具有部分中介效果。最後,本研究根據實證分析結果提出理論與實務意涵、研究限制及未來研究方向,並針對促進研發團隊的人際互動關係與知識分享提出實務上可行的建議,期能提昇研發團隊的創新績效,進而為企業帶來競爭優勢以適應變動快速的環境。
URI: http://hdl.handle.net/11455/20697
其他識別: U0005-0607200810392700
文章連結: http://www.airitilibrary.com/Publication/alDetailedMesh1?DocID=U0005-0607200810392700
Appears in Collections:企業管理學系所

文件中的檔案:

取得全文請前往華藝線上圖書館



Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.