團隊多元化與團隊績效關係：團隊──成員交換關係的調節效果

The Relationship between Team Diversity and Team Performance: The Moderating Effect of Team-Member Exchange

為瞭解現今金融業團隊組成的多元化程度與團隊績效之關聯，以及團隊－－成員交換關係對上述兩變項關係的調節效果，本研究透過問卷調查法，以金融業中人壽保險機構團隊之員工為研究對象，透過便利抽樣的方式發出問卷至30個團隊，共150份問卷。總計回收28個團隊，共137份有效問卷，有效團隊回收率為93.33%。研究結果顯示團隊中的資訊多元化與社會類別多元化對團隊績效的影響不顯著，然而價值觀多元化與團隊績效之間則呈現顯著負相關，顯示同一團隊中成員的價值觀一致性越高時，團隊績效越佳。意即管理者在組建團隊或選擇團隊成員時，應需考慮成員之間想法或觀點的差異性。最後依據研究結果進行探討，並提出對後續研究之相關建議。

This study adopted the survey method to explore the relationship between team diversity and team performance in the financial industry and the moderating effect of team-member exchange on the above-mentioned relationship was also investigated. To meet the purpose of this study, only employees who are required to work in a team in the life insurance companies were recruited as the sample of this study. Through convenience sampling, 150 copies of questionnaires were delivered to 30 teams and 137 valid questionnaires from 28 teams were returned. The valid return rate is 93.33%. Despite the fact that no significant influence of informational diversity and social-category diversity on team performance were observed, the value diversity were significantly negatively correlated with team performance. Specifically, when the value congruence between an employee and the team is high, the team performance tends to be high. The implication of this study is that managers needs to consider value differences between team members when selecting a team member or building a team. Suggestions for future research are indicated based on the results of this study.