1、0華人工作團隊內關係(Guanxi)與成員效能：價值觀契合與網絡中心性的中介效果周麗芳 鄭伯壎國立台灣大學心理學研究所黃敏萍元智大學企業管理學系摘要從 Pfeffer(1983)提出了關係人口背景(relational demography)的概念後，西方多採取人口背景之相似性(similarity or dissimilarity)的角度來探討組織中的人際互動與效能。近來，許多研究者在體認到關係於華人社會的重要性後，便紛紛將關係納入相關的組織行為研究中。然而，多數研究都集中於正式組織中的領導行為、以及組織與組織間的交易行為，而很少注意到需要進行大量而密集互動之工作團隊。由於工作團隊是當前組織
2、最重要的工作設計，以團隊為對象探討成員關係對團隊效能的影響，自有其理論與實務上的意涵。此外，過去有關關係的研究大多只探討關係(或關係人口背景)對當事人效能的直接影響效果，而甚少去瞭解究竟關係(或關係背景)透過何種機制，而對當事人效能產生效果的。因此，本研究以 33 個團隊、 210 位團隊成員 (不包括團隊領導者)為研究對象，探討個人與其他團隊成員間之關係背景、關係基礎，對個人效能(包括工作滿意、團隊承諾、自評績效與上評工作績效)的影響效果，並瞭解個人與其他團隊成員間的價值觀相似性、以及團隊網絡核心性是否對此關係具有中介作用。結果發現：(1)個人與其他團隊成員關係背景的差異愈大，則個人與其他團
3、隊成員間的價值觀之契合度越低。(2)個人與其他團隊成員的 血緣與地緣關係基礎愈多，會使個人與其他團隊成員間的價值觀愈不契合、在工作能力與信任網絡中愈偏離核心；反之，個人與其他團隊成員的同業 、 過去工作 、 過去團隊之關係基礎愈多，會使個人與其他團隊成員間的價值觀愈契合，且在溝通、信任、及親密性網絡愈具有核心性。(3)價值觀契合對關係人口背景與個人效能具有中介效果。 (4)除了上評績效之外，價值觀契合與網絡核心性對關係基礎與個人效能(含合作滿意、工作滿意、團隊承諾、及自評績效)具有中介效果。關鍵字：關係人口背景(relational demography)、關係(guanxi)、價值觀契合(v
4、alues fit)、網絡中心性(network centrality)1華人工作團隊內關係 (Guanxi)與成員效能：價值觀契合與社會網絡中心性的中介效果前言近年來由於技術、經濟、及任務型態等的快速改變，使得許多企業紛紛採用團隊的工作設計方式，以因應瞬息萬變的環境變化，理由是團隊可以讓成員彼此分擔工作負荷、互相交換意見、共同解決問題，比傳統的正式工作團體更適合於變化快速、生命週期短暫、複雜繁瑣的工作項目，並有效運用資源與降低成本、以較少的人力達到較高的績效（Parker,1990; Wellins, Byham, Watson, Kumar, Guzzo Hackman, 1987） 。其
5、中團隊歷程包括社會情感性（socioemotional）的互動與任務性（ task）的互動（Hackman, 1987） 。社會情感性的互動行為，目的在於建立、增強、及調節團隊的生活，包括開放的溝通、分享、親密關係；任務性的互動行為則在於確保團隊工作的完成，包括討論問題的策略、工作分擔、與信任等。故團隊成員的社會網絡就是一種團隊互動歷程，中心性程度則為團隊歷程的強度。關係人口背景相似的個人會透過社會分類所產生的社會認定，形成內團體（in group）並將不相似的他人界定到外團體（out group） 。當此社會分類對社會認定（identity 具有重要意義時，內團體成員間的吸引力，將會增加個體
6、間的整合、溝通、以及友誼的建立，尤其在有機會提供人際間吸引力的小團體當中。因此，當團隊成員與其他成員人口背景越相似時，越容易與其他成員進行溝通、情感支持、協助，並產生人際信任，也越容易成為團隊人際網絡中的核心；反之，當團隊成員與其他成員人口背景越不相似時，越容易處於團隊人際網絡中的邊陲位置。因此，團隊成員與其他成員的關係人口背景相似性對對個人效能的影響，主要是透過其在團隊互動網絡的中介機制。相對於關係人口背景，關係(guanxi)不僅指稱個體間具有客觀的共同背景或共同經驗，本身就隱含有差別對待之人際互動概念（Tsui s strength of weak ties theory. Social
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