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探討虛擬環境下文化、科技、領導行為及組織成員互動對組織績效之影響 = E...

吳盈儀

探討虛擬環境下文化、科技、領導行為及組織成員互動對組織績效之影響 = Examining the Impacts of Culture, Technology, Leadership Behavioral and Employee Interaction on Organization Performance in Virtual Environments

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	Examining the Impacts of Culture, Technology, Leadership Behavioral and Employee Interaction on Organization Performance in Virtual Environments
作者:	吳盈儀,
其他團體作者:	國立高雄大學
出版地:	[高雄市]
出版者:	撰者;
出版年:	2008[民97]
面頁冊數:	86面圖，表 : 30公分;
標題:	虛擬環境
標題:	virtual environment
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/24721314585005038357
附註:	指導教授：吳建興
附註:	參考書目：面64-69
摘要註:	過去數十年來，資訊科技的進步，特別是以電腦為媒介之通訊科技的持續發展，使得企業的經營型態發生劇烈變化(如虛擬化和動態化)，企業為了因應這樣的趨勢，快速反應這樣的環境，組織必須提高本身的彈性，產生可以快速反應外在環境變動的工作型態，此種工作型態是結合企業各地資源來達成組織目標，並且多以資訊科技與網路通訊技術來聯繫以完成組織的任務，所以又稱為虛擬組織（virtual organizations），在虛擬環境下產生的此種工作型態能夠加強問題解決能力、提高生產力、降低成本和資源達到有效配置，因此能以較少的人力獲得較高的績效，雖然虛擬環境下的工作型態能為企業帶來明顯的優勢，但成員之間的互動卻變得更加複雜，因為組織成員來自不同地方，彼此之間有不同的信仰、價值觀、態度和能力，因此衝突變得是不可避免的現象，而組織內的衝突會影響組織績效，所以本研究主要探討在虛擬環境下，文化、科技、領導行為和組織成員互動對於組織績效的影響，採用Powell等人(2004)的IPO（input-process-output）模型建構本研究的架構，應用SEM（Structural equation model）與迴歸分析進行驗證與分析。研究結果顯示如下：（1）個人主義文化對於組織成員互動與組織績效皆有顯著負向影響；（2）集體主義文化對於組織成員互動有顯著影響，對於組織績效則沒有顯著影響；（3）同步科技與非同步科技對於組織成員互動有顯著影響；（4）非同步科技對於組織績效有顯著影響，同步科技則沒有；（5）領導行為對於組織成員互動與組織績效皆有顯著正向影響；（6）組織成員互動對於組織績效有顯著正向影響。透過本研究發現文化、科技、領導行為對於組織成員互動的影響大於對組織績效的影響，所以在虛擬環境下企業必須促進正向組織成員互動的行為，進而提升組織績效。 For the past few decades, computer-mediated communication technologies continue dramatically to change the ways people interact for their businesses, as the impressive and seemingly constant parade of developments in Internet and communications. In order to deal properly with such a trend, business emerges to virtually reorganize their operation scheme, so interactions can be facilitated in such a virtual environment. In consequence, virtual teams and virtual organizations are common working styles. The potential benefits for employees and employers come from a potentially attractive alternative for both parties. Although there are advantages to work virtually, there are more variables involved, such as different cultural types and communication behavior and perspectives, technology utilized, and team leadership behavior. The dynamics communication challenges coming from working in virtual environment may be even more complex than those from working in face-to-face, and in consequence would have more or less impact on organization performance. Therefore, a question that management may ask is “what remains the same and what has changed while working in a virtual environment?” By adopting the input-process-output (IPO) model from Powell et al. (2004), this study statistically examine the impacts of culture, leadership, and technology on both employee interaction and organization performance. The influence of employee interaction on organizational performance is also disclosed. Structural equation model is used to test the overall model fit and regression analysis to investigate the defined

探討虛擬環境下文化、科技、領導行為及組織成員互動對組織績效之影響 = Examining the Impacts of Culture, Technology, Leadership Behavioral and Employee Interaction on Organization Performance in Virtual Environments
吳, 盈儀

探討虛擬環境下文化、科技、領導行為及組織成員互動對組織績效之影響 = Examining the Impacts of Culture, Technology, Leadership Behavioral and Employee Interaction on Organization Performance in Virtual Environments / 吳盈儀撰 - [高雄市] : 撰者, 2008[民97]. - 86面 ; 圖，表 ; 30公分.
指導教授：吳建興參考書目：面64-69.
虛擬環境virtual environment

探討虛擬環境下文化、科技、領導行為及組織成員互動對組織績效之影響 = Examining the Impacts of Culture, Technology, Leadership Behavioral and Employee Interaction on Organization Performance in Virtual Environments
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330 $a 過去數十年來，資訊科技的進步，特別是以電腦為媒介之通訊科技的持續發展，使得企業的經營型態發生劇烈變化(如虛擬化和動態化)，企業為了因應這樣的趨勢，快速反應這樣的環境，組織必須提高本身的彈性，產生可以快速反應外在環境變動的工作型態，此種工作型態是結合企業各地資源來達成組織目標，並且多以資訊科技與網路通訊技術來聯繫以完成組織的任務，所以又稱為虛擬組織（virtual organizations），在虛擬環境下產生的此種工作型態能夠加強問題解決能力、提高生產力、降低成本和資源達到有效配置，因此能以較少的人力獲得較高的績效，雖然虛擬環境下的工作型態能為企業帶來明顯的優勢，但成員之間的互動卻變得更加複雜，因為組織成員來自不同地方，彼此之間有不同的信仰、價值觀、態度和能力，因此衝突變得是不可避免的現象，而組織內的衝突會影響組織績效，所以本研究主要探討在虛擬環境下，文化、科技、領導行為和組織成員互動對於組織績效的影響，採用Powell等人(2004)的IPO（input-process-output）模型建構本研究的架構，應用SEM（Structural equation model）與迴歸分析進行驗證與分析。研究結果顯示如下：（1）個人主義文化對於組織成員互動與組織績效皆有顯著負向影響；（2）集體主義文化對於組織成員互動有顯著影響，對於組織績效則沒有顯著影響；（3）同步科技與非同步科技對於組織成員互動有顯著影響；（4）非同步科技對於組織績效有顯著影響，同步科技則沒有；（5）領導行為對於組織成員互動與組織績效皆有顯著正向影響；（6）組織成員互動對於組織績效有顯著正向影響。透過本研究發現文化、科技、領導行為對於組織成員互動的影響大於對組織績效的影響，所以在虛擬環境下企業必須促進正向組織成員互動的行為，進而提升組織績效。 For the past few decades, computer-mediated communication technologies continue dramatically to change the ways people interact for their businesses, as the impressive and seemingly constant parade of developments in Internet and communications. In order to deal properly with such a trend, business emerges to virtually reorganize their operation scheme, so interactions can be facilitated in such a virtual environment. In consequence, virtual teams and virtual organizations are common working styles. The potential benefits for employees and employers come from a potentially attractive alternative for both parties. Although there are advantages to work virtually, there are more variables involved, such as different cultural types and communication behavior and perspectives, technology utilized, and team leadership behavior. The dynamics communication challenges coming from working in virtual environment may be even more complex than those from working in face-to-face, and in consequence would have more or less impact on organization performance. Therefore, a question that management may ask is “what remains the same and what has changed while working in a virtual environment?” By adopting the input-process-output (IPO) model from Powell et al. (2004), this study statistically examine the impacts of culture, leadership, and technology on both employee interaction and organization performance. The influence of employee interaction on organizational performance is also disclosed. Structural equation model is used to test the overall model fit and regression analysis to investigate the defined
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