题名

The Mood of Network Central Actors and Group Effectiveness: The Mediation of the Work Group Mood

并列篇名

網絡中心者心情與團體效能－工作團體心情的中介效果

DOI

10.6792/OM.201102.0081

作者

卓秀足(Hsiu-Tsu Cho)；楊仁壽(Jen-Shou Yang)

关键词

社會網絡 ； 心情 ； 工作團體心情 ； 情緒感染 ； 團體效能 ； social network ； mood ； work group mood ； emotional contagion ； group effectiveness

期刊名称

組織與管理

卷期/出版年月

4卷1期（2011 / 02 / 01）

页次

81 - 127

内容语文

英文
中文摘要

近年來，許多研究逐漸重視工作團體成員中具非正式權力者對團體效能的影響，其中網絡中心者（Network central actor, NCA）是指在該團體的社會網絡中，網絡中心性最高的成員，亦即團體重要的非正式領導者。然而，儘管網絡中心者對團體效能的影響有其重要性，網絡中心者對團體效能的影響機制卻仍待進一步瞭解，例如：網絡中心者是否能藉由傳遞情緒給其他團體成員而發揮團體效能？因此，本研究從情緒感染理論與社會網絡觀點，探討網絡中心者之心情和工作團體心情的關係，並檢視工作團體心情對網絡中心者之心情和團體效能關係的中介作用。過去文獻發現，團體心情會影響集體效能、團體凝聚力與團體績效，因此本研究將此三個變數做為團體效能指標，逐一探討工作團體心情對網絡中心者之心情與集體效能、與團體凝聚力和團體續效關係的中介效果。綜言之，本研究架構的前置變數為各個團體網絡中心者之心情（正向／負向），中介變數是工作團體心情（正向／負向），結果變數為是團體效能的三個指標，控制變數則是組織別與團體規模。本研究採用問卷調查法，以4個組織（連鎖休閒餐廳、壽險公司、百貨公司、醫院）的49個工作團體做為研究對象，並利用各團體定期工作會議期間進行施測。實際參與調查者計有團體成員552名，團體正式領導者（如店長、區組長、部門主管）49名，共計601名。研究工具方面，社會網絡問卷共有三個題項，分別與工作諮詢、工作情報及情感交流有關。評量方式是請研究對象在已列出所屬團體所有成員名單的問卷上，逐一評估，如果「有」，就在該名成員的欄位做勾選。其他問卷的題項則採用李克特五點量尺衡量，請參與者對整個團體做判斷，最後將各成員的評分加總平均做為團體分數。其中，工作心情的衡量題項，採用Watson、Clark與Tellegen（1988）編製的正負向情感量表，其中正向心情與負向心情兩個分量表各有10個和工作有關的情緒形容詞，工作團體心情分數是各團體成員的工作心情加總平均值。集體效能題項是採用Little與Madigan（1997）集體效能量表中的10個題目。團體凝聚力分量表是採用Dobbins與Zaccaro（1986）團體凝聚力量表中的8個題項。團體績效題項是本研究參考Tjosvold（1988）評量團體績效的題目加以編修，此部分只由團體正式領導者進行填答。團體成員填答的問卷有社會網絡、工作心情、集體效能與團體凝聚力等四部分，團體正式領導者則填答社會網絡、工作心情與團體績效等三部分的題項。在資料分析方面，第一部分是前置分析，係先利用UCINET 6軟體找出各團體的網絡中心者，作法是先計算各團體所有成員的網絡中心性數值，再從中挑選出網絡中心性數值最高者，即為網絡中心者；接著進行聚合檢驗，經單因子變異數F檢定、r（下標 wg）與ICC的檢驗，結果顯示正向心情、負向心情、集體效能與團體凝聚力皆適宜聚合，可以成員分數平均值代表團體分數。第二部分是主要分析，即先利用階層迴歸分析檢定網絡中心者之心情對工作團體心情的預測效果，並遵照Kenny與其同僚的中介驗證三步驟，分析工作團體心情對網絡中心者之心情與團體效能間的中介效果：接著以後續分析進一步區分網絡中心者心情與正式領導者心情兩者對團體效能與團體心情的影響。主要研究結果有三：第一，網絡中心者之心情對工作團體心情有顯著的預測效果，但此效果只成立在正向心情，負向心情則不成立。第二，工作團體心情對網絡中心者之心情和部分團體效能（集體效能與團體凝聚力）的關係有顯著的中介效果，但對團體績效中介效果未達顯著。第三，正式領導者負向心情對團體負向心情有顯著的預測效果，但其正向心情的預測效果則不顯著。本研究對理論的貢獻主要有二：其一是豐富情緒感染理論的內涵，研究結果顯示除了正式領導者外，網絡中心者亦是團體重要的情緒傳遞者，而且正式領導者和網絡中心者之心情對團體心情有不同的影響力；其二，延伸對團體效能影響機制之瞭解，因為研究結果發現網絡中心者的確可以透過情緒來影響團體效能，而團體心情正是其重要的中介機制。本研究之實務貢獻在於可提醒管理者要注重網絡中心者心情對工作團體的影響，除需注意促進其正向心情外，亦可透過網絡中心者之心情營造工作團體心情。
英文摘要

Recent empirical findings reveal that individuals with more informal power in a group may have greater influence on group effectiveness. A network central actor (NCA) with the highest centrality measured by the extent to which that member is connected to others in their social network is an important informal leader in the group. However, the effects and mechanisms of NCA moods on group effectiveness and performance are not yet clear and warrant further research. From the mood contagion perspective and the social network model, we study work-related networks within a work group in an actual work setting and then examine: (a) the relationship between NCA moods and group moods, and (b) the mediation of work group moods on the link between NCA moods and group effectiveness, including collective efficacy, group cohesion, and group performance. The sample includes 49 work groups involving 552 employees and 49 formal leaders collected from four organizations in different industries-a chain-restaurant, an insurance company, a department store, and a hospital. Questionnaire surveys were the major research method used in this study to collect data. The results indicate that NCA positive moods have significant effect on group moods but their negative moods have no similar effect. In addition, work group moods significantly mediate the relationship between NCA moods and collective efficacy as well as group cohesion, but not between NCA moods and group performance. Research implications in terms of NCA moods, work groups and group effectiveness are discussed.
主题分类 社會科學 > 管理學
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