併購後團隊間的衝突、信任與企業績效之實證研究

Empirical Research on the Relationship among Organizational Effectiveness, Intrateam Conflict and Trust after Business M&A

10.7047/JLM.201112.0001

陳以明(Yee-Ming Chen)；張雅淑(Ya-Shu Chang)

併購 ； 衝突 ； 信任 ； 企業績效 ； Merger and acquisition ； conflict ； trust ； organizational culture effectiveness

運籌與管理學刊

10卷2期（2011 / 12 / 01）

1 - 16

繁體中文

現今的企業為求維持競爭優勢，必然會不斷追求成長，併購則是企業追求外部成長的方式之一。本研究主旨在探討企業併購後對於企業團隊間衝突、信任與企業績效之影響，並提出併購後之因應措施與建議。本研究以併購後TFT-LCD面板公司員工為對象，採用問卷調查方式，以SPSS統計分析軟體進行實證研究，使用的統計方法，包括：敘述性統計分析、收斂效度因素分析、信度分析、Pearson相關係數檢定、複迴歸分析。本研究之實證發現關係衝突對企業績效的影響大於任務衝突對企業績效的影響；信任程度對任務衝突、關係衝突與企業績效之間的關係皆具有調節的作用；信任程度會影響成員間知識分享，且為正向相關影響；具備知識分享、創新積極、服務品質的組織文化對於企業績效有正面的影響；組織文化中的服務品質為組織文化影響企業績效的最重要的關鍵。根據上述發現，本研究提出因應措施對提高組織文化契合度，增加信任程度，以提高併購後的企業組織變革之成功機率。

Nowadays, the companies have to grow constantly in order to maintain competitive advantage. Merger and Acquisition (M&A) is one of the strategic modes of external growth. This study examines the impacts of intrateam conflict, trust, and business effectiveness after merger and acquisition and proposed suggestions. In this study, targeting TFT-LCD group company employees after the merger were tested in this empirical work. The questionnaires were analyzed using SPSS statistics software, including descriptive statistics analysis, convergent validity factor analysis, reliability analysis, Pearson correlation analysis and multiple regression analysis. The major findings are as follows: The impacts between conflict and business effectiveness, intrateam task conflict is more than relationship conflict; Trust is a moderating factor between task conflict, relationship conflict and business effectiveness; Trust has positive effect on team member's knowledge sharing; organizational culture, including knowledge sharing, active innovation and service quality, has positive effect on business performance; Service quality in organizational culture is the most important key to affect team performance. Based on these findings, we propose countermeasures for increasing cultural fit and increasing trust differences between teams after merger or acquisition, so as to increase the probability of the success of organizational change.

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