團隊創新氛圍與團隊認知閉合需求對資訊分享與創新績效的影響

Abstract

組織需透過團隊創新來維持競爭力，因此，什麼樣的因素會促使團隊展現創新績效是一項重要的課題。本研究的目的乃是探討團隊創新氛圍、資訊分享與創新績效的關係，並且探討團隊認知閉合需求、資訊分享與創新績效的關係，進一步欲探討團隊任務導向多元性對上述關係的調節效果。本研究設計了一份團隊認知閉合需求量表，並以一組來自三所大學174份預試樣本進行量表的信效度檢測。在正式研究中，研究者進行兩個研究，研究一以學生創業團隊為對象，獲得來自兩所大學的有效樣本22個團隊，116份團隊成員的資料。研究二以組織內的團隊為對象，獲得來自15個企業組織有效樣本51個團隊，其中包含51份團隊領導者及431份團隊成員的資料。本研究結果顯示，研究一與研究二皆獲得支持顯示，當團隊成員們知覺到團隊創新氛圍越高，團隊內資訊分享程度也越高；而當團隊資訊分享程度越高，團隊創新績效也越高。然而，團隊資訊分享對團隊創新氛圍與團隊創新績效的中介影響效果僅研究一學生創業團隊獲得支持。此外，也僅研究一獲得支持顯示，當團隊認知閉合需求越高，團隊內的資訊分享程度越低，進一步而言，團隊認知閉合需求會透過團隊資訊分享中介效果影響團隊創新績效。最後，在團隊任務導向多元性調節效果部分，僅研究二組織內團隊獲得部分支持顯示，團隊職位背景多元性對團隊認知閉合需求與團隊資訊分享關係具調節效果，當職位背景多元性越高，會緩和團隊認知閉合需求與資訊分享的負向關係。

Organization maintains competitive advantage through by team innovation. Thus, it is important issue what kinds of factor improve team innovation performance. The purpose of this study is to examine team innovation climate and need for cognitive closure to the relationship between team information sharing and team innovation performance. The study designed a team need for cognitive closure scale and tested its reliability and validity by 174 pre-test subjects from three colleges. In the formal study, the researcher designed two studies. Study one obtained an effective sample of 22 teams with 116 team members altogether form two university. Study two obtained an effective sample of 51 teams with 51 team leaders and 431 team members altogether form fifteen organizations. The result of the two studied showed that the more the team members perceive team innovation climate, the more team information sharing behavior. Furthermore, the more team information sharing behavior, the more team innovation performance. However, only study one proved that the team information sharing mediated the relationship between team innovation climate and team innovation performance. Besides of these, only study one showed that the relationship is negative between the teams’ need for cognitive closure and team information sharing. In addition, team information sharing mediated the relationship between teams’ need for cognitive closure and team innovation performance. Finally, about to the task-orientation diversity, only study two proves that the position background diversity moderate the relationship between the teams’ need for cognitive closure and team information sharing, that is to say, if the teams’ position background diversity is high, the negative relationship between teams’ need for cognitive closure and team information sharing will attenuate.