Can the relation-oriented and job-related team diversity improve team innovation? The moderator of team social capital and task characteristic

• Main Authors: HungChang Fang, 方鴻彰
• Other Authors: James Chung
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/64450209209472675791

碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 95 === Team diversity can divided into relation-oriented diversity and job-related diversity; furthermore, this study was categorized each of them as surface-level and deep-level attribute. That is, to elucidate each attribute of diversity and to supplement the lack of internal attributes’ diversity study. In addition, cause the inconsistent between team diversity and team innovation, then we deduced from that there might have moderator that would affect them. Based on the literature review, we inference the network formed within the group or organization, called team social capital, can explained the social connection and the network tie that might influence on diversity team and team innovation. We aimed to explain the effect of relation-oriented and job-related diversity on team innovation with the social categorization theory and information/ decision-making theory. We surveyed 200 firms from the Common-Wealth Magazine Top 1000 randomly, each firm have 4 questionnaires (one team leader with 3 engineers). This study analyzed data from 138 teams including 138 team leaders and 414 team members, and started with dual analysis. We omitted the survey that didn’t qualified. Then, we analyzed with descriptive analysis, confirmatively factor analysis; furthermore, we prune off the data that didn’t qualify the rwg and interrater reliability consistency and continued analyzed with hierarchical regression analysis to verify our hypotheses. Results showed that: (1) the surface-level relation-oriented diversity had a negative effect on team innovation; (2) the deep-level relation-oriented diversity had a positive effect on team innovation; (3) the deep-level job-related diversity had a positive effect on team innovation; (4)team social capital aggravated the negative relationship between the surface-level relation-oriented diversity and team innovation, but it could improve the positive relationship of deep-level job-related diversity and team innovation; (5) task independence could improve the positive relationship of deep-level relation-oriented diversity and team innovation, but it could moderated the positive relationship of deep-level job-related diversity and team innovation; (6) task complexity could moderated the positive relationship of deep-level job-related diversity and team innovation. According to the results, we suggested the managerial implication and what to do with in the future study; besides, we hoped these results could let the research teams know to improve team innovation and performance on the circumstance of diversity teams.