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
陳銘薰
國立臺北大學企業管理學系教授
游淑萍
明志科技大學工業工程與管理系副教授
Ming-Shiun Chen
Professor, Department of Business Administration,
National Taipei University
Shu-Ping Yu
Associate Professor, Department of Industrial Engineering & Management,
Ming Chi University of Technology
摘要
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。
關鍵字：斷層強度、人口屬性斷層、工作價值觀斷層、團隊信任、團隊知識分享
ABSTRACT
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 team member selection and ways in which teams can enhance knowledge sharing without sacrificing team innovation or trust.
Keywords: Faultline Strength, Demographic Attributes Faultline, Work Values Faultline, Team Trust, Team Knowledge Sharing
應用NSGA-II和 TOPSIS在生產多種零件下可重構製造系統最佳化的規劃
OPTIMAL CONFIGURATION PLANNING FOR RECONFIGURABLE MANUFACTURING SYSTEMS WITH MULTIPLE TYPES OF PARTS USING NSGA-II AND TOPSIS
呂明山
國立雲林科技大學工業工程與管理研究所教授
李岱潁
國立雲林科技大學工業工程與管理研究所研究生
Ming-Shan Lu
Professor, Graduate Institute of Industrial Engineering and Management,
National Yunlin University of Science and Technology
Dai-Ying Lee
Graduate Student, Graduate Institute of Industrial Engineering and Management,
National Yunlin University of Science and Technology
摘要
以可重構工具機為基礎的可重構製造系統，因可重組機台組態以因應生產產品的變動，所以成為製造系統發展的重點。過去的研究著重以生產單一產品單序列流程的可重構製造系統的機台組態及數量的決策為主，然而，可生產多種產品的可重構製造系統，不但可以減少機台組態的重組，更能快速回應產品變動及多樣性的需求。不同的產品有不同的生產階段及作業，規劃時需要整合不同產品的生產階段及作業，以決定機台組態及數量。而且多種產品共同生產時，可能共用一台機台來生產，作業流程不再是單一個序列，而是多個序列組成的非對稱配置，讓規劃問題變的更複雜。本研究在考慮滿足各種產品作業需求及產能需求下，以成本、可重構能力、操作性能、擴展性四個目標指標下找出生產多種產品的可重構製造系統最佳的配置，系統的配置包括階段數、階段間的連結方式、各階段作業、作業所使用的機台組態及其數量。最後，以結合非支配排序基因演算法 II及逼近理想解排序法在四個目標指標下找出最佳的系統配置。
關鍵字：可重構工具機、多目標、機台組態選擇、非支配排序基因演算法 II
ABSTRACT
The development of a reconfigurable manufacturing system (RMS) based on reconfigurable machine tools (RMTs) becomes an important issue, for its capability of reassembling machine configurations responds to product changes. Previous researches focused on configuration selection and number determination of machines for RMSs, producing a product with a single sequence of processes. However, an RMS, capable to produce a variety of products, not only reduces reassembly of machine configuration, but also quickly responds to the needs of product diversities and changes. Different products have different stages of production and operations so it is necessary to integrate these different stages and operations for determining the number and configuration of machines. Moreover, when a variety of products are produced together, machine sharing may occur, and the process flow is no longer a single sequence, but an asymmetric configuration of multiple sequences. Thus, planning of the RMS becomes more complex. In this research, a multiple-objective optimal configuration selection for the RMS, producing a variety of products, is proposed. The four objectives considered are cost, machine reconfigurability, operational capability and scalability. The configuration selection includes the number of stages, connection type between stages, operation in stages, the number and configuration of machines. Finally, non-dominated sorting genetic algorithm II (NSGA-II) and technique for order preference by similarity to ideal solution (TOPSIS) are applied to find optimal configuration selection of the RMS.
Keywords: Reconfigurable Machine Tool, Multiple-Objective, Machine Configuration
回目錄
THE MODERATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT IN THE RELATIONSHIPS AMONGHUMAN RESOURCE MANAGEMENT SYSTEM, EMPLOYEES' KNOWLEDGE SHARING AND ORGANIZATIONAL INNOVATION IN INTERNATIONAL TOURIST HOTELS
許順旺
輔仁大學餐旅管理研究所教授
嚴雯聖
輔仁大學餐旅管理研究所助理教授
倪維亞
大葉大學管理學院博士生
鍾碧姮
宏國德霖科技大學餐旅管理系副教授
陳宛伶
輔仁大學餐旅管理研究所碩士
Shun-Wang Hsu
Professor, Graduate Institute of Restaurant Hotel and Institutional Management,
Fu Jen Catholic University
Wen-Shen Yen
Assistant Professor, Graduate Institute of Restaurant,
Hotel and Institutional Management,
Fu Jen Catholic University
Wei-Ya Ni
PH.D. Student, Department of Management,
Da-Yeh University
Pi-Heng Chung
Associate Professor, Department of Hospitality Management,
Hunngkuo Delin University of Technology
Wan-Ling Chen
M. B. A. Graduate, Institute of Restaurant, Hotel and Institutional Management,
Fu Jen Catholic University
摘要
本研究以台灣地區國際觀光旅館為研究對象，探討人力資源管理系統、知識分享與組織創新間之關係，並探討知覺組織支持是否會對人力資源管理系統與知識分享及知識分享與組織創新之關係產生干擾效果。採便利抽樣方式進行問卷調查，受測對象為工作滿一年以上之員工。總計發出問卷 550份，回收有效問卷 443份。研究結果顯示：人力資源管理系統及子構面績效評估、訓練發展做的越好，則員工知識分享會越高；人力資源管理系統及子構面薪酬福利、績效評估、訓練發展做的越好，則組織的創新也會越高 研究也發現員工知覺較高的組織支持時，人力資源管理系統及 子構面薪酬福利、訓練發展與知識分享之間的關係將越強。實證結果期能提供旅館人資部門作為管理員工之參考依據。
關鍵字：薪酬福利、績效評估、訓練發展、知識分享、知覺組織支持
ABSTRACT
This research aimed to explore the relationships among international tourist hotel human resource management system, knowledge sharing, and organizational innovation in Taiwan. The moderating effect of perceived organizational support on the relationship between human resource management system and knowledge sharing as well as knowledge sharing and organizational innovation were also examined. Questionnaire surveys with convenience sampling were applied for data collection. Approximately 550 employees who had worked in current hotels more than one year were invited to participate in the study. In total, 443 valid sample was collected for data analysis, resulting a response rate of 80.54%. The results showed that (1) the human resource management system and its sub-dimensions performance appraisal and training development had significantly positive influences on knowledge sharing; (2) the human resource management system and its sub-dimensions, compensation and benefits, performance appraisal and training development, were also significantly and positively related to organizational innovation; (3) employees who perceived stronger organizational support will accelerate the relationships between human resource management system (i.e. compensation and benefits and training development) and knowledge sharing. This empirical result is expected to provide the hotel’s human resources department as a reference for managing employees in the future.
Keywords: Compensation and Benefits, Performance Appraisal, Training Development, Knowledge Sharing, Perceived Organizational Support
回目錄
雙因子理論對學生學習成就之影響－以學習態度作為中介變數
THE INFLUENCE OF TWO-FACTOR THEORY ON STUDENTS’ LEARNING ACHIEVEMENT - MEDIATING VARIABLES WITH LEARNING ATTITUDE
樊祖燁
致理科技大學商務科技管理系教授
潘博宇
國立中正大學勞工關係學系碩士生
Tsu-Yeh Fan
Professor, Department of Commerce Technology and Management,
Chihlee University of Technology
Bo-Yu Pan
Master Student, Department of Labor Relations,
National Chung Cheng University
摘要
學習動機是驅使學生學習的主要動力，亦可能影響其學習成就。因此對於一位教育者而言，如何提高學生的學習動機，以提升其學習成就便成為一項非常重要的議題。本研究從雙因子理論出發，將學習動機分為「激勵因子」與「保健因子」兩大因素，並以學習態度與學習成就的觀點探討三者間之關係。本研究以立意抽樣法進行抽樣，對曾參加全國性三創競賽的學生進行問卷調查。研究結果發現，學生在激勵因子與保健因子的影響下的確會產生不同的學習成就，學習態度在兩種不同因子的學習動機對學習成就之間都有產生中介效果。本研究也發現不同教育體制的「激勵因子」與 「保健因子」對學習態度與學習成就的影響不同。因此教學者應該去思考如何針對不同學習動機的學生，使用不同的教學方式以達到「因材施教」之目的。
關鍵字：雙因子理論、學習動機、學習成就、學習態度
ABSTRACT
Learning motivation is the main type of motivation that affects student learning, and it may also affect their learning achievement. Therefore, it’s important for an educator to look for a method to improve students’ learning motivation in order to enhance their learning achievements. Based on the two-factor theory, this study determined learning motivation is consisted by two major factors, the motivation factor and hygiene factor. The Study explored the relationship among learning motivation, learning attitude and learning achievement. The study used purposive sampling method and a questionnaire survey were conducted on the students who had participated in a national “marketing plan” competition. The results of the study found that students do have different learning achievements under the influence of the motivation factor and hygiene factor, and learning attitudes have a mediating effect between the two learning motivation factors and learning achievements. Furthermore, this study found that the students’ motivation factors and hygiene factors in different education systems have different effects on learning attitudes and achievements. Therefore, teachers should employ different teaching methods for students with different learning motivations to ensure that they are teaching in accordance with the students’ aptitude.
Keywords: Two-Factor Theory, Learning Motivation, Learning Achievement, Learning Attitude
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