對大多數之企業而言，創新是維持及獲得競爭優勢之手段，不管是行銷活動、人力資源等管理上之創新；抑或是包裝、內容等產品上之創新；或是營運、生產流程上之創新等不同創新型態，若企業不具備創新能力，將可能導致企業失敗。其中，創造力是指任何領域中產生新奇有用的創意，創新是指在組織中成功地執行創意（Amabile, 1996），因此，創新需要以創造力為基礎。時至今日，許多行銷活動、專案進行等管理活動皆以團隊合作之形式運作，彙集個人之創造力，以期能夠運用團隊成員各異之價值觀、專業背景、經驗等激盪出團隊之創造力。故本研究以團隊作為研究對象，探討團隊各項多元化對於團隊創造力之影響。另外，分別以激勵策略及領導型態為干擾變數，探究兩者與各項多元化是否具有交互作用，進而干擾團隊多元化與團隊創造力之關係。

    本研究提出以下四點研究目的：
1.探討團隊多元化中，社會屬性多元化、價值觀多元化及資訊多元化對團隊創造力之影響。
2.探討團隊多元化對團隊創造力之影響是否會因為激勵策略而有所差異。
3.探討團隊多元化對團隊創造力之影響是否會因為領導型態而有所差異。
4.提供研究之所得，供實務界建構團隊之參考依據。

    本研究有效樣本為53個團隊，共235份問卷，經由Pearson相關分析及層級迴歸分析後，結果發現團隊成員年齡差異愈大與價值觀多元化程度愈大，對於團隊創造力愈會產生負面影響。在干擾變數方面，未考慮到交互作用下，僅激勵策略對於團隊創造力有正向影響，領導型態則無。考慮到交互作用下時，激勵策略會干擾價值觀多元化與團隊創造力之關係；領導型態會干擾職能背景多元化與團隊創造力之關係。

For most enterprise, innovation is a method to keep and obtain the competitive advantage.  No matter it is administrant innovation of marketing activities and human resources, or it is innovation of product packaging and product content, or it is innovation of operation and production procedure.  If the enterprise isn’t provided with innovative ability maybe results in failure.  Amabile (1996) said that “creativity means that produces the novel and useful originality in any field, and innovation means that succeeds in carrying out the originality in organization”, hence innovation needs to be based on creativity.  Today, many activities and projects perform in team collaboration.  We expect that gather individual creativity, and use members’ different values, professional background and experience to inspire team’s creativity. So we collect data for this study by surveying teams, and examine team diversity how to influence team creativity.  In addition, this study use motivation strategies and leadership type as moderators to examine the interaction effects of moderators and team diversity, and then affect the relationship between team diversity and team creativity.

   And we propose several research questions as follows:
1.The influence between team diversity (social category diversity, value diversity, and informational diversity) and team creativity.
2.Discussing that the relationship between team diversity and team creativity whether has a difference because of the different motivation strategies.
3.Discussing that the relationship between team diversity and team creativity whether has a difference because of the different leadership type.
4.Offer the study results to construct the team.

   This study includes 53 teams, and amount to 235 questionnaires.  After analyzing via Pearson’s correlation analysis and hierarchical regression analysis, we find age diversity and value diversity negatively influence team creativity.  If we don’t consider the interaction effects, motivation strategies positively influence team creativity, but leadership type won’t.  If we consider the interaction effects, the interaction between motivation strategies and value diversity influence team creativity, and interaction between leadership type and function background diversity influence team creativity.

目錄

目錄	I
表目錄	II
圖目錄	III
第一章 緒論	1
1.1	研究背景與動機	1
1.2	研究目的	2
1.3	觀念性架構與變數定義	3
1.4	研究假說	4
1.5	問卷設計與變數衡量	5
1.6	信度與效度	10
1.7	研究對象與抽樣方法	11
1.8	資料分析方法	14
1.9	研究流程	16
第二章 團隊多元化、團隊創造力、激勵策略與領導型態理論分析	17
2.1	團隊	17
2.2	團隊多元化	20
2.3	團隊創造力	23
2.4	激勵策略	29
2.5	領導型態	33
2.6	團隊多元化、激勵策略、領導型態與團隊創造力	38
第三章 敘述性統計分析與團隊資料檢核	42
3.1	研究變項之敘述性統計分析	42
3.2	團隊層次檢核	44
第四章 多元化、創造力、激勵策略與領導型態相關分析	47
4.1	Pearson相關分析	47
4.2	團隊多元化與團隊創造力之迴歸分析	49
4.3	激勵策略與領導型態之干擾效果檢定	53
4.4	綜合討論與假設驗證	56
第五章 結論與建議	59
5.1	研究發現	59
5.2	研究結論	61
5.3	後續研究建議 63
5.4	研究限制	64
參考文獻	65
附錄	71

表目錄

表1-1 問卷設計 6
表1-2 激勵策略因素分析結果 8
表1-3 領導型態因素分析結果 9
表1-4 各構面信度之衡量 11
表1-5 團隊成員樣本組成 12
表1-6 因素分析KMO and Bartlett’s Test 14
表2-1 團體與團隊之差異 18
表2-2 團體與團隊主要差異 19
表2-3 團隊多元化指標 22
表2-4 領導之定義 33
表3-1 個人層次之敘述性統計分析 43
表3-2 團隊多元化之敘述性統計分析 43
表3-3 團隊層次之敘述性統計分析 44
表3-4 各變項組間變異與組內變異之比較 46
表3-5 任務導向量表IRR計算結果 46
表4-1 各變項之Pearson相關分析 48
表4-2 社會屬性多元化子構面對團隊創造力影響之迴歸分析表 49
表4-3 資訊多元化子構面對團隊創造力影響之迴歸分析表 50
表4-4 價值觀對團隊創造力影響之迴歸分析表 51
表4-5 團隊多元化對團隊創造力影響之迴歸分析表 52
表4-6 團隊多元化與團隊創造力迴歸分析表-以激勵策略為干擾 53
表4-7 團隊多元化與團隊創造力迴歸分析表-以領導型態為干擾 55
表4-8 假設檢定結果 57

圖目錄

圖1-1 研究架構圖 3
圖1-2 研究流程 16
圖2-1 創造力工作環境評估模型 25
圖2-2 創造力之互動模式 26
圖2-3 組織創造力交互模式 28
圖2-4 期望理論 31
圖2-5 團隊領導模式 37

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