| Summary: | 碩士 === 靜宜大學 === 企業管理學系 === 100 === With globalization and rapidly changing society, the corporations always manipulate teams to respond efficiency and more flexible requirement to improve the organizations’ creativity and competitiveness. However, recently, the composition of the team members become more and more diversity, the characteristic of the team members are different, and team members always find someone who is like themselves to get together, split a team into subgroups, Lau and Murnighan(1998) called the situation as faultline theory.
The main study investigated the relationship between the group’s dormant faultlines and activated faultlines, and Cognitive Conflict and Work Value will moderate the relationship between the group’s dormant faultlines and activated faultlines or not; second, study investigated the affect between the group’s activated faultlines and relationship conflict, process conflict, and the collectivism will moderate the relationship between the group’s activated faultlines and relationship conflict, process conflict; finally, study investigated the relationship between the relation conflict, process conflict and group effectiveness.
The investigated of this study is according the research’s background, motive, relevant literature to organize and discussion and get initial concept. Then make sure the variables and the relationship between those variables based on the literature review. And constructing the research framework, questionnaire, nine hypothesizes. Above all, using the questionnaire to collect data with 201 employees from 36 teams of enterprises to support the research hypothesizes. The results of research are as follows:
1. “The group dormant faultline strength” would result in significant positive effect on “activated faultline’s intentions.’’
2. The “cognitive conflict” and “work value” have significant positive moderate effects on the relationship between the group’s dormant faultlines and activated faultlines intentions.
3. “The group activated faultline’s intentions’’ would result in significant positive effect on “relationship conflict” and “process conflict.”
4. “Collectivism” has significant negative moderate relationship between “the group’s activated faultlines intentions” and “relationship conflict”, “process conflict.”
5. “Relation conflict” and “process conflict” would result in significant negative effect on “group effectiveness.’’
Finally, this study shows not only the implication of the academic research but also the practical suggestions in its application, and the limitation of the research for the future study on the same subject matter.
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