| Summary: | 碩士 === 國立中興大學 === 科技管理研究所 === 104 === Self-managing teams are seen as an important mechanism for dealing with today’s rapidly changing market environment. Effective self-managing teams engage in internal knowledge sharing, the exchange of information, know-how, and feedback with team members. Consequently, team learning is an attempt to prepare team members to accomplish team task. Knowledge sharing and social networks are becoming increasingly important for self-managing teams to tackle opportunities and to improve learning performance. Before the teamwork, the interpersonal conflict appears within self-managing team, an awareness of interpersonal inconsistencies, which comprises of factors such as feeling tension and friction between team members. Therefore, Creating cozy team climate and effective bonding within team are also important for team members to confront multiple challenges and more willing to work with others. In this study, we develop and validate a team learning process of how team climate and team bonding contribute to team learning performance, when team members share and build upon each other’s ideas and suggestions, mediated by two types of social network ties including expressive and instrumental within teams. Therefore, we investigate the effects of expressive tie and instrumental tie on team climate and team bonding with the subsequent development of team learning performance for mastering a complex team task. We developed and tested a longitudinal model of team learning process in six periods. The sample size includes eight self-managing teams and we collected 240 questionnaires. By using structural equation modeling to test the hypothesized model, results showed that expressive tie reduces team interpersonal conflict and creates better team climate. Also, instrumental tie helps team member share knowledge with each other and maintain team bonding, moreover, team bonding has positive influence on team members’ learning performance. Findings suggest that team members should endeavor to improve team behavior by developing team climate and team bonding, which alleviate the dysfunctional parts of team conflict. This paper approves the connections of team climate, team bonding and social networks in self-managing teams, and highlights the importance of maintaining team harmony, cultivating shared knowledge and strengthening team bonding through social networks to communicate with team members and complete complex team task together.
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