組織發展干預技術對小型團體互動之影響

Abstract

隨著產業環境的變化越來越劇烈，企業面對這種挑戰，如何適當應用組織發展干預技術以解決組織面臨的議題，已經成為影響組織變革成效的關鍵因素。 本研究的目的在於探索企業內運用組織發展干預技術的經驗，經由組織發展相關文獻之探討，個案企業主管與部屬的深度訪談，分析歸納出影響組織發展干預技術的重要構面，並根據這些關鍵因素，匯整訪談紀錄及個案企業相關資料，歸納整理出對小型團體成員間互動的影響模式。 研究結果發現小型團體成員之互動，受到「成員背景條件」及「內在影響因素」所影響。「成員背景條件」包含「性別」、「教育程度」、「工作職級」、「服務年資」以及「年齡」等五項條件。「內在影響因素」則包含「溝通風格」、「團體共識」、「人際關係」、「衝突與問題解決」以及「團體工作氣氛」等五項因素所構成。在採取干預技術後，受干預之團體其五項「內在影響因素」皆會因此而受到直接的影響。而且團體成員互動受影響之程度，會因「成員背景條件」而有所不同。

As the environment of industry has rapidly changed, the way to solve the issues by using the right organization development interventions has become a critical factor to the effectiveness of organizational change. This research is attempt to establish an impact model that may help companies understand the critical factors of a small group interaction. We start from literature review for getting the subjects of critical factors of small group interaction and then construct a list of factors. Data were collected by several depth interviews with the managers, subordinates and HR Manager within the company. The findings of this research present that a small group interaction is affected by the factors of group member background and internal influences. The factors of group member background consist of gender, education, job grade, tenure, and age. The factors of internal influences consist of communication style, group consensus, interpersonal relationship, conflict and problem solving, working atmosphere. After adopting intervention, the factors of internal influences are affected directly. The impacts of different small group interaction are varied by the factors of group member background.