心理賦權、信任與群內衝突之研究

The Research of the Relationship among Psychological Empowerment, Trust and Intragroup Conflict

在現今以團隊結構為主要運作方式之經營型態下，個人在工作環境中與同事相處接觸的時間日益增多，彼此間的互動關係也日趨重要。然而任何事務只要與人產生關係就難免會引發衝突，尤其是現今多元化的社會，有不同的想法與立場更是極為普遍的現象。為了拓展群內衝突的知識領域，本研究以心理賦權為自變項，探討工作團隊成員所擁有之心理賦權與群內衝突之關係，並透過團隊成員間之信任感中介機制作用，進一步釐清此二變項之關係型式。本研究以新竹科學園區內電子科技公司之研究發展團隊人員為樣本，取得290份橫斷面之有效樣本，透過線性結構模式（LISREL）檢定與分析，結果顯示心理賦權工作團隊會對群內衝突產生顯著的負向影響，並對團隊成員間之信任產生顯著的正向影響；此外，在信任與群內衝突之關係方面，兩者呈現顯著的負向關係。

Nowadays, the operation of enterprises is mainly managed as an unite of teamwork. In light of the characteristic of conflict, the interaction at workplace between individual and coworker getting more attention from the managers. This research is aiming to expand the field of intragroup conflict. Psychological empowerment is used to as independent variable to measure the relationship between intragroup conflict and itself. The moderating effects are examined by the trust on the relationship of psychological empowerment and intragroup conflict. The effects of two variables are clarified in the context. The sample body of this research is the staffs of R&D teams at technology companies in Taiwan. The results came to 290 effective samples. By the examination of LISREL and the analysis showed that the negative relationship between the psychological empowerment and intragroup conflict is significant. In addition, both the positive relationship between the psychological empowerment and the trust among the team members, and the negative relationship between the trust and intragroup conflict are also significant.