團隊成員社會性特徵、人格特質與團隊認同、團隊信任之關聯：以人格特質為調節變項

Abstract

本研究旨在探討團隊成員社會性特徵、人格特質與團隊信任、團隊認同之關聯，並進一步探討成員的人格特質是否可以調節團隊成員社會性特徵與團隊認信任、團隊認同之關聯。本研究以「深層心理契合」、「共享活動」兩個成員社會性特徵，以及五大人格特質中的「外向性」、「親和性」與「神經質」為自變項，探討對「團隊認同」、「團隊信任」兩結果變項的影響，並探討「外向性」、「親和性」與「神經質」人格是否具有調節作用。 本研究以台灣地區，具有團隊工作成員身分的全職工作者為樣本，進行結構性問卷的施測，採立意與滾雪球抽樣，共回收388份有效問卷。透過階層迴歸分析顯示，團隊成員間的「深層心理契合」、「共享活動」與「團隊認同」、「團隊信任」皆有顯著的正向影響，即當團隊成員彼此深層心理愈契合，或共享活動愈多時，會有愈高的團隊認同與團隊信任。而在人格特質的部分，「親和性」和團隊認同間有正向關聯，「外向性」和「神經質」則與團隊認同間沒有顯著關聯；此外，「親和性」與團隊信任間有正向關聯，「神經質」則與團隊信任間有負向關聯，「外向性」和團隊信任間則無顯著關聯。最後，在調節效果分析上，「外向性」、「親和性」與「神經質」皆不具顯著交互作用，代表此三種人格特質均無法調節「深層心理契合」、「共享活動」與「團隊認同」、「團隊信任」之關聯。

The purpose of this study was to explore the influence of work team members’ social characteristics and personalities on group identification and team trust. In addition, we also examined the moderating effects of personalities on the relationships between team members’ social characteristics and group identification and team trust. We used deep psychological fitness and shared activities as team members’ social characteristics, extraversion, agreeableness and neuroticism as personalities to explore their main effects on group identification and team trust, and the moderating effects of extraversion, agreeableness and neuroticism. By using the structured questionnaires with purposive sampling method and snowball sampling method, a total of 388 full-time workers in Taiwan, who also have been participated in work teams, returned valid responses. The hierarchical regression analyses showed that deep psychological fitness and shared activities were positively associated with group identification and team trust. Agreeableness was positively associated with group identification; however, extraversion and neuroticism were not significantly related to group identification. Agreeableness was also positively associated with team trust, neuroticism was negatively associated with team trust, and extraversion was not significantly related to team trust. Finally, all three personalities, extraversion, agreeableness and neuroticism, could not moderate the relationship between team members’ social characteristics and group identification and team trust.