自我管理團隊目標互賴性、團隊成員互動過程對團隊信任影響之研究

Abstract

近年來管理者已意識到目前組織內工作兼具複雜性與分工協調性的特色，實無法靠個人的力量獨立完成；唯有依員工組成團隊，集合團隊中每個人的能力與特色，發揮團隊力量協力完成。今天由各種具技能的隊員組成的工作團隊，已取代傳統的運作模式，走向扁平化發展，而在組織扁平化下如何激發團隊最大潛力成為最重要課題。本研究引入Deutsch於1949，1973，1980，1990年所提出之合作、競爭理論，定義了三種解釋團隊目標互賴性的方式，藉以探討團隊目標如何透過團隊運作過程，進而影響團隊信任。經取樣生產製造、客戶服務等單位團隊成員進行實證研究，其結果顯示出：當團隊成員相信目標為合作時，會營造良好的溝通、爭論情境，有效管理衝突，進而產生團隊成員間互相的信任。相對的，競爭的目標會阻擾溝通、爭論，進而影響成員間的信任，妨礙團隊績效之達成。所以，建構合作性的目標能幫助團隊成員獲得彼此間的信任，並使團隊工作更有效率。

In recent years, managers have realized the complexity and coordination of the organizational jobs that can not be accomplished by anyone individually. Only the team that integrates the specialties of members and collaborates together can carry out such a complex team work. The traditional operating mode has been replaced by the way of team-work. Therefore, how to excite the potential of the team under the flat style organization becomes an important issue. This study adopts Deutsch's theory (1949, 1973, 1980, awl 1990) of cooperation and competition to identify three alternatives of interpreting the goal interdependence, so as to investigate the effect of team goals on performance through the operating process. A sample of teams from product and service companies is selected for this empirical research. The result shows that the team members will create a good environment of communication and controversy when believing their goals are cooperative. On the contrary, the competitive goals will interfere with the incubation of communication, controversy, and trust. Furthermore, it will impede the achievement of the team goal. Therefore, constructing cooperative goal will contribute to the trust and efficiency of the team.