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| ???org.dspace.app.webui.jsptag.ItemTag.dcfield??? | Value | Language |
|---|---|---|
| dc.contributor.advisor | 鄭伯壎 | |
| dc.contributor.author | Wen-Chi Lee | en |
| dc.contributor.author | 李雯琦 | zh_TW |
| dc.date.accessioned | 2021-05-16T16:17:52Z | - |
| dc.date.available | 2017-08-20 | |
| dc.date.available | 2021-05-16T16:17:52Z | - |
| dc.date.copyright | 2013-08-20 | |
| dc.date.issued | 2013 | |
| dc.date.submitted | 2013-08-16 | |
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/5858 | - |
| dc.description.abstract | 過去研究發現團隊-成員交換關係（TMX）可以為成員個人與團隊績效都帶來不錯的結果，因此有學者以質性訪談的方式進行TMX 的研究，發現TMX 可依內涵分類為任務導向與關係導向。關係導向TMX 是與過去定義較為不同的部分，而在華人的情境之下，關係導向TMX 的重要性可能並不亞於任務導向的TMX。然而，過去研究並未針對關係導向TMX 做進一步探討，所提供的研究結果也過於模糊，不足以提供後續實徵研究之用。為了補足此一缺口，本研究將先延續過去研究結果重新蒐集事例，發展關係導向TMX 的研究工具，並依據TMX的理論：角色塑造與社會交換理論，探討TMX 可能的前置因素，團隊關係信念對關係導向TMX 的影響。此外，依據互動論的觀點，同時考量情境因素：職場友誼機會與主管支持學習的調節效果。以跨層次模式分析196 位來自79 組的部屬資料後發現：情感性團隊關係信念與關係導向TMX 具有正相關，職場友誼機會的調節效果與預期相反，會減緩這兩者的正向關係。而主管支持學習則是會正向調節工具性團隊關係信念與關係導向TMX 之間的關係。本研究針對結果進行討論，並提出理論與實務意涵、研究限制及未來研究方向。 | zh_TW |
| dc.description.abstract | Past studies found that team-member exchange (TMX) improves not only the individual member, but also on team performance. A qualitative research was conducted and found that TMX can be classified into task-oriented and relationship-oriented by its content. The relationship-oriented TMX is different from the original TMX definition. At the same time in the Chinese context, relationship-oriented TMX may be more important than task-oriented TMX. However, rare researches investigate the relationship-oriented TMX, and those results are not clear enough to make further empirical research. In order to solve this problem, this study re-collected cases, to develop research tool of relationship-oriented TMX. Further, this research based on role making and social exchange theory which TMX was originated, to explore how the team relationships beliefs influence relationship-oriented TMX. In addition, according to the interaction theory, this research also investigated the moderating effects of situational factors: Workplace friendship opportunities and supervisor support learning. A cross-level analysis was conducted to analyze 196 subordinates from 79 groups. The findings indicated that there is a positive correlation between affective relationship belief and relationship-oriented TMX. The moderating effect of workplace friendships opportunity was contrary to the expectation, it decreased the positive relationship between these two instead of enhenceing it. The supervisor support learning was found to positively moderate the relationship between instrumental belief and relationship-oriented TMX. Finally, further arguments, theoretical and practical implications, limitations and future research directions were discussed. | en |
| dc.description.provenance | Made available in DSpace on 2021-05-16T16:17:52Z (GMT). No. of bitstreams: 1 ntu-102-R99227128-1.pdf: 1287739 bytes, checksum: 58936b858e66a7b103509b18a3040776 (MD5) Previous issue date: 2013 | en |
| dc.description.tableofcontents | 致謝 .......................................................... i
摘要 ........................................................ iii 英文摘要 ..........................................................iv 目次 ......................................................... vi 表圖目次 ........................................................ vii 第一章 緒論 .......................................................... 1 第二章 文獻回顧 .......................................................... 6 第一節 團隊－成員交換關係 .......................................................... 6 第二節 團隊關係信念與關係導向團隊成員交換 ......................................................... 21 第三節 情境因素：職場友誼機會與主管支持學習 ......................................................... 25 第四節 研究架構 ......................................................... 29 第三章 研究方法 ......................................................... 31 關係導向團隊－成員交換量表建構 ......................................................... 31 研究假設檢驗 ......................................................... 38 第一節 研究樣本 ......................................................... 40 第二節 研究程序 ......................................................... 40 第三節 研究工具 ......................................................... 41 第四節 資料分析 ......................................................... 48 第四章 研究結果 ......................................................... 51 第一節 測量模式的比較 ......................................................... 51 第二節 各研究變項之相關 ......................................................... 52 第三節 主要效果與調節效果之檢驗 ......................................................... 54 第五章 研究討論與建議 ......................................................... 59 第一節 結果討論 ......................................................... 59 第二節 理論意涵與實務意涵 ......................................................... 61 第三節 研究限制 ......................................................... 62 第四節 未來研究方向 ......................................................... 64 參考文獻 ......................................................... 67 附錄一 ......................................................... 79 附錄二 ......................................................... 84 附錄三 ......................................................... 87 附錄四 ......................................................... 91 | |
| dc.language.iso | zh-TW | |
| dc.subject | 團隊關係信念 | zh_TW |
| dc.subject | 職場友誼 | zh_TW |
| dc.subject | 團隊－成員交換關係 | zh_TW |
| dc.subject | 主管支持學習 | zh_TW |
| dc.subject | 跨層次分析 | zh_TW |
| dc.subject | team-member exchange | en |
| dc.subject | cross-level approaches | en |
| dc.subject | supervisor support learning | en |
| dc.subject | workplace friendships | en |
| dc.subject | group relationship believes | en |
| dc.title | 關係導向團隊－成員交換：團隊關係信念的影響與相關調節因素 | zh_TW |
| dc.title | Relationship-oriented Team-member Exchange: The Influence of Group Relationship Beliefs and Related Moderating Factors | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 101-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 吳宗祐(tywu@mail.ntust.edu.tw),周麗芳(choulf@mail.ncku.edu.tw),姜定宇(psydyj@ccu.edu.tw),黃敏萍 | |
| dc.subject.keyword | 團隊－成員交換關係,團隊關係信念,職場友誼,主管支持學習,跨層次分析, | zh_TW |
| dc.subject.keyword | team-member exchange,group relationship believes,workplace friendships,supervisor support learning,cross-level approaches, | en |
| dc.relation.page | 92 | |
| dc.rights.note | 同意授權(全球公開) | |
| dc.date.accepted | 2013-08-16 | |
| dc.contributor.author-college | 理學院 | zh_TW |
| dc.contributor.author-dept | 心理學研究所 | zh_TW |
| Appears in Collections: | 心理學系 | |
Files in This Item:
| File | Size | Format | |
|---|---|---|---|
| ntu-102-1.pdf | 1.26 MB | Adobe PDF | View/Open |
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