题名

周而不比抑或比而不周？團隊差序式領導、團隊交融記憶系統與團隊績效：團隊內自己人角色的調節效果

并列篇名

Fair or Differential Treatment? The Relationship Between Team Differential Leadership, Transactive Memory System, and Team Performance: The Moderating Effect of In-Group Team Member's Role

DOI

10.53106/199687602022021501002

作者

黃瓊億(Chiung-Yi Huang)；林姿葶(Tzu-Ting Lin)；廖婉穎(Wan-Yin Liao)

关键词

團隊內自己人角色 ； 團隊交融記憶系統 ； 團隊差序式領導 ； 團隊績效 ； in-group team member ； team transactive memory system ； team differential leadership ； team performance

期刊名称

組織與管理

卷期/出版年月

15卷1期（2022 / 02 / 01）

页次

47 - 91

内容语文

繁體中文
中文摘要

團隊運作與協同團隊中每一位成員不同的專業是影響團隊績效的重要元素，而團隊交融記憶系統（Transactive Memory System, TMS）則是團隊中每一位成員瞭解彼此擁有何種專業的共享整合知識。本研究連結團隊差序式領導與團隊交融記憶系統關係對團隊績效的影響，並檢驗團隊內自己人正、負向角色的調節效果。本研究資料來自85個團隊，共373位成員與85位團隊領導者的問卷，分析結果顯示團隊差序式領導與團隊交融記憶系統間呈現顯著U型曲線關係，此外，團隊差序式領導會透過團隊交融記憶系統的中介效果正向影響團隊績效。此外，研究結果亦顯示團隊內自己人正向角色會顯著調節團隊差序式領導與團隊交融記憶系統的正向線性關係。本研究結果不僅擴增了團隊交融記憶系統理論的範疇，更為團隊差序式領導理論提供更豐富的實徵證據與實務建議。
英文摘要

Teamwork and coordination of expertise among team members with different backgrounds is increasingly recognized as important for team effectiveness. A transactive memory system (TMS) is referring to ＂a combination of knowledge possessed by each individual and a collective awareness of who knows what＂. The study tried to linkage the relationship between TMS and differentiated leadership in teams, and vital influence team performance. Moreover, the study also proposed the positive and negative role of ＂in-group team member＂ would act as a moderator. The study collected 373 members and 85 team leaders of 85 teams from a variety of organizational settings in Taiwan. Results showed that the relationship between team differential leadership and TMS is an U-shape pattern, and team differential leadership would influence team performance through the mediation of TMS. Further, the study also revealed additional findings in that the positive role of in-group team member significantly moderated the linear relationship between team differential leadership and TMS. This research finding would broaden the theory of teams’ TMS as well as the theory of differentiated leadership empirical boundary, and also elaborate these theories application.
主题分类 社會科學 > 管理學
参考文献
  1. 周婉茹,鄭伯壎(2014)。團隊中的差別對待：角色分化下的分隔與激勵效果。人力資源管理學報，14(4)，1-29。
    連結：
  2. 林姿葶,鄭伯壎,周麗芳(2014)。家長式領導：回顧與前瞻。本土心理學研究，42，3-82。
    連結：
  3. 林家五,張國義,劉貞妤,林裘緒,陳筱華(2009)。差序對待知覺與同事間信任對公平態度與政治行為之影響。本土心理學研究，31，143-175。
    連結：
  4. 姜定宇,張菀真(2010)。華人差序式領導與部屬效能。本土心理學研究，33，109-177。
    連結：
  5. 姜定宇,葛玉璇(2018)。因人而異的知識分享：對自己人偏私的調節效果。人力資源管理學報，18(2)，1-30。
    連結：
  6. 姜定宇,鄭伯壎(2014)。華人差序式領導的本質與影響歷程。本土心理學研究，42，285-357。
    連結：
  7. 徐瑋伶,鄭伯壎,黃敏萍(2002)。華人企業領導人的員工歸類與管理行為。本土心理學研究，18，51-94。
    連結：
  8. 許金田,廖紘億,胡秀華,游謦銘(2013)。部屬親信關係知覺對其行為的影響：正義知覺的中介角色。臺大管理論叢，23(2)，297-325。
    連結：
  9. 郭均誠,林姿葶,周婉茹,鄭伯壎(2015)。領導者之差序對待幅度與部屬效能：平均德行領導的調節效果。本土心理學研究，43，125-172。
    連結：
  10. 鄭伯壎(2004)。華人文化與組織領導：由現象描述到理論驗證。本土心理學研究，22，195-251。
    連結：
  11. 鄭伯壎,黃敏萍(2019)。組織行為研究在台灣五十年：路線、轉折及反思。中華心理學刊，61(4)，341-359。
    連結：
  12. 羅新興,戚樹誠(2004)。組織成員的親信原委知覺與親信評價之關係——以國軍軍官為實證對象。人力資源管理學報，4(4)，73-84。
    連結：
  13. Aiken, L. S.,West, S. G.(1991).Multiple regression: Testing and interpreting interactions.Newbury Park, CA:Sage.
  14. Akgün, A.,Byrne, J.,Keskin, H.(2005).Knowledge networks in new product development projects: A transactive memory perspective.Information & Management,42,1105-1120.
  15. Akgün, A.,Byrne, J.,Keskin, H.,Lynn, G. S.(2006).Transactive memory system in new product development teams.IEEE Transactions on Engineering Management,53(1),95-111.
  16. Austin, J.(2003).Transactive memory in organizational groups: The effects of content, consensus, specialization, and accuracy in group performance.Journal of Applied Psychology,88(5),866-878.
  17. Bachrach, D. G.,Lewis, K.,Kim, Y.,Patel, P. C.,Campion, M. C.,Thatcher, S. M. B.(2019).Transactive memory systems in context: A meta-analytic examination of contextual factors in transactive memory systems development and team performance.Journal of Applied Psychology,104(3),464-493.
  18. Bachrach, D. G.,Mullins, R.(2019).A dual-process contingency model of leadership, transactive memory systems and team performance.Journal of Business Research,96,297-308.
  19. Bank, G. C.,Batchelor, J. H.,Seers, A.,O’Boyle, E. H., Jr.,Pollack, J. M.,Gower, K.(2014).What does team-member exchange bring to the party? A meta-analytic review of team and leader social exchange.Journal of Organizational Behavior,35(2),273-295.
  20. Bartlett, M. Y.,De Steno, D.(2006).Gratitude and prosocial behavior: Helping when it costs you.Psychological Science,17,319-325.
  21. Bentler, P. M.(1995).EQS structural equations program manual.Encino, CA:Multivariate Software.
  22. Bliese, P. D.(2000).Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.Multi-level theory, research and methods in organizations: Foundations, extensions, and new directions,San Francisco, CA:
  23. Chan, D.(1998).Functional relations among constructs in the same content domain at different levels of analysis: A typology of composition models.Journal of Applied Psychology,83(2),234-246.
  24. Chi, N. W.,Chung, Y. T.,Tsai, W. C.(2011).How do happy leaders enhance team success? The mediating roles of transformational leadership, group affect tone, and team processes.Journal of Applied Social Psychology,41(6),1421-1454.
  25. Chi, N. W.,Huang, J. C.(2014).Mechanisms linking transformational leadership and team performance: The mediating roles of team goal orientation and group affect tone.Group & Organization Management,39(3),300-325.
  26. Colquitt, J. A.,Wesson, M. J.,Porter, C. O. L. H.,Conlon, D. E.,Ng, K. Y.(2001).Justice at the millennium: A meta-analytic review of 25 years of organizational justice research.Journal of Applied Psychology,86(3),425-445.
  27. Cross, R.,Rebele, R.,Grant, A.(2016).Collaborative overload.Harvard Business Review,94(1),74-79.
  28. Cruz, N. M.,Perez, V. M.,Ramos, Y. F.(2007).Transactive memory processes that lead to better team results.Team Performance Management,13(7/8),192-205.
  29. Dayan, M.,Basarir, A.(2010).A antecedents and consequences of team reflexivity in new product development projects.Journal of Business & Industrial Marketing,25(1),18-29.
  30. Edmondson, A.(1999).Psychological safety and learning behavior in work team.Administrative Science Quarterly,44,250-383.
  31. Eisenbeiss, S. A.,Van Knippenberg, D.,Boerner, S.(2008).Transformational leadership and team innovation: Integrating team climate principles.Journal of Applied Psychology,93(6),1438-1446.
  32. Faraj, S.,Sproull, L.(2000).Coordinating expertise in software development teams.Management Science,46(12),1554-1568.
  33. Farh, J. L.,Tsui, A. S.,Xin, K.,Cheng, B. S.(1998).The influence of relational demography and guanxi: The Chinese case.Organization Science,9(4),471-488.
  34. Gladstein, D. L.(1984).Groups in context: A model of task group effectiveness.Administrative Science Quarterly,29(4),499-517.
  35. Glick, W. H.(1985).Conceptualizing and measuring organizational and psychological climate: Pitfalls in multilevel research.The Academy of Management Review,10(3),601-616.
  36. He, H.,Hu, Y.(2021).The dynamic of shared leadership and the transactive memory system on team performance: A longitudinal study.Journal of Business Research,130,14-26.
  37. Hersey, P.,Blanchard, K. H.,Johnson, D. E.(2001).Management of organizational behavior.Upper Saddle River, NJ:Prentice-Hall.
  38. Hofmann, D. A.,Gavin, M. B.(1998).Centering decisions in hierarchical linear models: Implications for research in organizations.Journal of Management,24(5),623-641.
  39. Hofstede, G. H.(1997).Cultures and organizations: Software of the mind.London, UK:McGraw-Hill.
  40. Hsieh, P. J.,Chou, W. J.,Cheng, B. S.(2016).The moderating effect of vertical relational identity on the dual dimensions of differential leadership and subordinate effectiveness.23rd international congress of the International Association for Cross-Cultural Psychology (IACCP),Nagoya, Japan:
  41. Hu, H. H.,Hsu, W. L.,Cheng, B. S.(2004).The reward allocation decision of the Chinese manager: Influences of employee categorization and allocation situation.Asian Journal of Social Psychology,7,221-232.
  42. Huang, C. C.,Chen, P. K.(2018).Exploring the antecedents and consequences og the transactive memory system: An empirical analysis.Journal of Knowledge Management,22,92-118.
  43. Hülsheger, U. R.,Anderson, N.,Salgado, J. F.(2009).Team-level predictors of innovation at work: A comprehensive meta-analysis spanning three decades of research.Journal of Applied Psychology,94(5),1128-1145.
  44. Jackson, M.,Moreland, R. L.(2009).Transactive memory in the classroom.Small Group Research,40(5),508-534.
  45. James, L. R.(1982).Aggregation bias in estimates of perceptual agreement.Journal of Applied Psychology,67(2),219-229.
  46. JASP Team(2020).JASP Team. (2020). JASP (Version 0.14.1) [Computer software]. Author..
  47. Jiang, D. Y.,Cheng, B. S.(2008).Affect- and role-based loyalty to supervisors in Chinese organizations.Asian Journal of Social Psychology,11,214-221.
  48. Jiang, W.,Gu, Q.,Wang, G. G.(2015).To guide or to divide: The dual-side effects of transformational leadership on team innovation.Journal of Business and Psychology,30(4),677-691.
  49. Jung, D. I.,Sosik, J.(2002).Transformational leadership in work groups: The role of empowerment, cohesiveness, and collective-efficacy on perceived group performance.Small Group Research,33(3),313-336.
  50. Kanawattanachai, P.,Yoo, Y.(2007).The impact of knowledge coordination on virtual team performance over time.MIS Quarterly,31(4),783-808.
  51. Katz, D.,Kahn, R. L.(1978).The social psychology of organizations.New York, NY:Wiley.
  52. Knapp, R. J.(2016).MI,University of Minnesota.
  53. Kozlowski, S. W. J.,Klein, K. J.(2000).A multilevel approach to theory and reseach in organization: Contextual, temporal, and emergent processes.Mulrilevle theory, research, and methods in organizations,San Francisco, CA:
  54. Le Blanc, P. M.,González-Romá, V.(2012).A team level investigation of the relationship between Leader-Member Exchange (LMX) differentiation, and commitment and performance.The Leadership Quarterly,23(3),534-544.
  55. Lewis, K.(2003).Measuring transactive memory systems in the field: Scale development and validation.Journal of Applied Psychology,88(4),587-604.
  56. Lewis, K.(2004).Knowledge and performance in knowledge-worker teams: A longitudinal study of transactive memory systems.Management Science,50(11),1519-1533.
  57. Lewis, K.,Herndon, B.(2011).Transactive memory systems: Current issues and future research directions.Organization Science,22(5),1254-1256.
  58. Lewis, K.,Lange, D.,Gillis, L.(2005).Transactive memory systems, learning, and learning transfer.Organization Science,16(6),581-598.
  59. Liang, D. W.,Moreland, R.,Argote, L.(1995).Group versus individual training and group performance: The mediating role of transactive memory.Personality and Social Psychology Bulletin,21(4),384-393.
  60. Liao, F. Y.,Yang, L. Q.,Wang, M.,Drown, D.,Shi, J.(2013).Team-member exchange and work engagement: Does personality make a difference?.Journal of Business and Psychology,28,63-77.
  61. Liao, J.,O’Brien, A. T.,Jimmieson, N. L.,Restubog, S. L. D.(2015).Predicting transactive memory system in multidisciplinary teams: The interplay between team and professional identities.Journal of Business Research,68(5),965-977.
  62. Liden, R. C.,Erdogan, B.,Wayne, S. J.,Sparrowe, R. T.(2006).Leader-member exchange, differentiation, and task interdependence: Implications for individual and group performance.Journal of Organizational Behavior,27(6),723-746.
  63. Liden, R. C.,Wayne, S. J.,Stilwell, D.(1993).A longitudinal study on the early development of leader member exchanges.Journal of Applied Psychology,78(4),662-674.
  64. Lin, C. P.,Liu, C. M.,Hsiao, C. Y.(2021).Assessing transactive memory system and team performance: The moderating role of leadership efficacy.Total Quality Management & Business Excellence
  65. Lin, T. T.,Cheng, B. S.,Chou, L. F.(2019).Paternalistic leadership: From indigenous to globalization.Palgrave studies in indigenous psychology,New York, NY:
  66. Littlepage, G. E.,Robison, W.,Reddington, K.(1997).Effects of task experience and group experience on group performance, member ability, and recognition of expertise.Organizational Behavior and Human Decision Processes,69(2),133-147.
  67. Ma, L.,Qu, Q.(2010).Differentiation in leader-member exchange: A hierarchical linear modeling approach.The Leadership Quarterly,21(5),733-744.
  68. Mathieu, J. E.,Hofmann, D. A.,Farr, J. L.(1993).Job perception-job satisfaction relations: An empirical comparison of three competing theories.Organizational Behavior and Human Decision Processes,56(3),370-387.
  69. Mell, J. N.,van Knippenberg, D.,van Ginkel, W. P.(2014).The catalyst effect: The impact of transactive memory system structure on team performance.Academy of Management Journal,57(4),1154-1173.
  70. Michinov, E.,Olivier-Chiron, E.,Rusch, E.,Chiron, B.(2008).Influence of transactive memory on perceived performance, job satisfaction and identification in anesthesia teams.British Journal of Anaesthesia,100(3),327-332.
  71. Moreland, D.,Argote, L.,Krishnan, R.(1998).Training people to work in groups.Theory and research on small groups,New York, NY:
  72. Moreland, R. L.(1999).Tranisactive memory: Learning who knows what in work groups and organizations.Shared cognition in organizations: The management of knowledge,Mahwah, NJ:
  73. Moreland, R. L.,Myaskovsky, L.(2000).Exploring the performance benefits of group training: Transactive memory or improved communication?.Organizational Behavior and Human Decision Processes,82(1),117-133.
  74. Mulvey, P. W.,Bowes-Sperry, L.,Klein, H. J.(1998).The effects of perceived loafing and defensive impression management on group effectiveness.Small Group Research,29,394-415.
  75. Muthén, L. K.,Muthén, B. O.(1998).Muthén, L. K., & Muthén, B. O. (1998). Mplus [Computer software]. Los Angeles, CA: Author..
  76. O’Leary, M. B.,Mortensen, M.(2010).Go (Gon) figure: Subgroups, imbalance, and isolates in geographically dispersed teams.Organization Science,21,115-131.
  77. Pearsall, M. J.,Ellis, A. P. J.(2006).The effects of critical team member assertiveness on team performance and satisfaction.Journal of Management,32(4),575-594.
  78. Pearsall, M. J.,Ellis, A. P. J.,Bell, B. S.(2008).Slippage in the system: The effects of errors in transactive memory behavior on team performance.Academy of Management Annual Meeting Proceedings,Briarcliff Manor, NY:
  79. Pearsall, M. J.,Ellis, A. P. J.,Bell, B. S.(2010).Building the infrastructure: The effects of role identification behaviors on team cognition development and performance.Journal of Applied Psychology,95(1),192-200.
  80. Peltokorpi, V.,Hasu, M.(2016).Transactive memory systems in research team innovation: A moderated mediation analysis.Journal of Engineering and Technology Management,39,1-12.
  81. Podsakoff, P. M.,Mackenzie, S. B.,Podsakoff, N. P.(2003).Common method biases in behavioral research: A critical review of the literature and recommended remedies.Journal of Applied Psychology,88(5),879-903.
  82. Prichard, J. S.,Ashleigh, M. J.(2007).The effects of team-skills training on transactive memory and performance.Small Group Research,38(6),696-726.
  83. Rau, D.(2005).The influence of relationship conflict and trust on the transactive memory: Performance relation in top management teams.Small Group Research,36(6),746-771.
  84. Ren, Y.,Argote, L.(2011).Transactive memory systems 1985-2010: An integrative framework of key dimensions, antecedents, and consequences.Academy of Management Annuals,5(1),189-229.
  85. Ren, Y.,Carley, K. M.,Argote, L.(2006).The contingent effects of transactive memory: When is it more beneficial to know what others know?.Management Science,52(5),671-682.
  86. Schneider, B.,White, S. S.,Paul, M. C.(1998).Linking service climate and customer perceptions of service quality: Testing of a causal model.Journal of Applied Psychology,83(2),150-163.
  87. Seers, A.(1989).Team-member exchange quality: A new construct for role-making research.Organization Behavior and Human Decision Processes,43(1),118-135.
  88. Shin, S.,Zhou, J.(2007).When is educational specialization heterogeneity related to creativity in research and development teams? Transformational leadership as a moderator.Journal of Applied Psychology,92(6),1709-1721.
  89. Sias, P. M.,Jablin, F. M.(1995).Differential superior-subordinate relations, perceptions of fairness, and coworker communications.Human Communication Research,22(1),5-38.
  90. Somech, A.(2006).The effects of leadership style and team process on performance and innovation in functionally heterogeneous teams.Journal of Management,32(1),132-157.
  91. Tabachnick, B. G.,Fidell, L. S.(2007).Using multivariate statistic.Boston, MA:Pearson.
  92. Tang, F.(2014).When communication quality in trustworthy? Transactive memory systems and the mediating role of trust in software development teams.R&D Management,45,41-59.
  93. Tjosvold, D.,Law, K. S.,Sun, H. F.(2003).Collective and individualistic values: Their effects on group dynamics and productivity in China.Group Decision and Negotiation,12(3),243-263.
  94. Tung, Y. C.,Lin, Y. P.,Chang, W. H.(2019).Differentiated leadership and group performance: The mediating effect of group cohesion.International Journal of Business and Management,14,114-127.
  95. Van de Ven, A. H.,Meyer, A. D.,Jing, R.(2018).Opportunities and challenges of engaged indigenous scholarship.Management and Organization Review,14,449-462.
  96. Walter, F.,Bruch, H.(2008).The positive group affect spiral: A dynamic model of the emergence of positive affect similarity in work group.Journal of Organizational Behavior,29(2),239-261.
  97. Wayne, S. J.,Shore, L. M.,Bommer, W. H.,Tetrick, L. E.(2002).The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange.Journal of Applied Psychology,87,590-598.
  98. Wegner, D. M.(1987).Transactive memory: A contemporary analysis of the group mind.Theories of group behavior,New York, NY:
  99. Wegner, D. M.(1995).A computer network model of human transactive memory.Social Cognition,13(3),319-339.
  100. Wegner, D. M.,Erber, R.,Raymond, P.(1991).Transactive memory in close relationships.Journal of Personality and Social Psychology,61(6),923-929.
  101. Wegner, D. M.,Giuliano, T.,Hertel, P.(1985).Cognitive interdependence in close relationships.Compatible and incompatible relationships,New York, NY:
  102. Wickham, M.,Parker, M.(2007).Reconceptualising organisational role theory for contemporary organisational contexts.Journal of Managerial Psychology,22(5),440-464.
  103. Wu, J. B.,Tsui, A. S.,Kinicki, A. J.(2010).Consequences of differentiated leadership in groups.Academy of Management Journal,53(1),90-106.
  104. Yukl, G.(2010).Leadership in organizations.Upper Saddle River, NJ:Prentice Hall.
  105. Zaccaro, S. J.,Heinen, B.,Shuffler, M.(2008).Team leadership and team effectiveness.Team effectiveness in complex organizations: Cross-disciplinary perspectives and approaches,New York, NY:
  106. Zaccaro, S. J.,Rittman, A. L.,Marks, M. A.(2001).Team leadership.The Leadership Quarterly,12(4),451-483.
  107. Zhang, L.,Guo, H.(2019).Enabling knowledge diversity to benefit cross-functional project teams: Joint roles of knowledge leadership and transactive memory system.Information & Management,56(8),1-13.
  108. Zhang, X. A.,Li, N.,Ullrich, J.,van Dick, R.(2015).Getting everyone on board: The effect of differentiated transformational leadership by CEOs on top management team effectiveness and leader-rated firm performance.Journal of Management,41(7),1898-1933.
  109. Zhang, Z.,Hempel, P. S.,Han, Y.,Tjosvold, D.(2007).Transactive memory system links work team characteristics and performance.Journal of Applied Psychology,92(6),1722-1730.
  110. 任金剛,林明村,陳以亨(2002)。華人員工歸類之標準與實徵研究。第四屆華人心理學家學術研討會，臺北市:
  111. 周麗芳(2006)。臺北市，國立臺灣大學。
  112. 姜定宇,鄭孟育(2011)。員工歸類標準再議：台灣與中國大陸的證據。台灣心理學會第五十屆年會，臺中市:
  113. 姜定宇,鄭孟育,林姿葶(2013)。對誰偏心都一樣嗎？差序式領導與部屬反應：主管偏好的調節效果。第八屆華人心理學家國際學術研討會，北京市:
  114. 徐瑋伶(2004)。臺北市，國立臺灣大學。
  115. 戚樹誠(1996)。企業組織親信角色之實證研究。管理評論，15(1)，37-59。
  116. 戚樹誠,林行宜(1994)。企業高階主管親信關係之研究。管理科學學報，11(2)，218-312。
  117. 鄭伯壎(1995)。差序格局與華人組織行為。本土心理學研究，3，142-219。
  118. 鄭伯壎（編）,姜定宇（編）(2006).華人組織行為：議題、作法及出版.臺北市:華泰.
  119. 鄭伯壎,林家五(1998)。差序格局與華人組織行為：台灣大型民營企業的初步研究。中央研究院民族研究所集刊，86，29-72。
被引用次数
  1. (2024)。華人組織中的人際關係：回顧與展望。中華心理學刊，66(1)，153-193。
print cancel