團隊斷層對團隊信任、團隊知識分享影響之研究

A STUDY ON THE RELATIONSHIPS AMONG TEAM FAULTLINE, TEAM TRUST AND TEAM KNOWLEDGE SHARING

面對瞬息萬變的環境，企業以團隊為營運模式越來越常見，而企業期望透過團隊合作提高創新能力，而創新能力來自於團隊成員知識分享。然而團隊成員組成愈來愈多元化，彼此特徵差異也愈來愈大，差異造成團隊的斷層進而影響團隊知識分享。本研究以265人所組成的51個專案團隊，以問卷調查方式蒐集資料進行實證研究，並以最小偏平方方法進行驗證研究假設，其獲得結論為團隊人口屬性斷層強度對於團隊信任及團隊知識分享行為皆有顯著負向影響，且團隊信任扮演部分中介之變數，而團隊工作價值觀斷層皆未有所影響，其原因可能是專案團隊為短期任務編組，而工作價值觀為深層變數需經過長期相處後其差異才會產生。期透過此研究協助管理者面對團隊分裂時，可以了解如何有效地管理及安排團隊成員，以便有效的進行團隊內的知識分享行為，使知識能為組織營造更佳的競爭優勢與企業經營前景。

With rapidly changing societies and globalization, it is more and more common that corporations manipulate their team environments for flexibility and creativity. An organization's creativity stems from knowledge sharing between individuals; however, when the diversity of a team increases, as is common in recent years, individuals tend to form subgroups, which hinders communication. These situations, according to Lau and Murnighan (1998), are known as faultlines, which depend on the alignment of individual members' characteristics. Although team diversity is a potential source of creativity, the occurrence of faultlines within a team may result in trust and relationship problems and reduced knowledge sharing. In this study, questionnaires were issued to a total of 51 teams, including 265 individuals, from different organizations. The PLS (Partial Least Squares) method was used to analyze the data and confirm the hypotheses. The findings of this study reveal that: (1) The strength of faultlines based on demographic attributes has significant negative effects on team knowledge sharing; (2) Team trust has significant positive effects on team knowledge sharing; (3) The strength of work value faultlines has no effect on team knowledge sharing or team trust. The results of this research will provide valuable information for organizations including suggestions about tea m member selection and ways in which teams can enhance knowledge sharing without sacrificing team innovation or trust.