| Summary: | 碩士 === 東吳大學 === 企業管理學系 === 98 === In recent years, enterprises replace traditional structure with team which is more flexible and efficient to maintain substantial competitive advantages in a rapidly changing and keen competitive business environment. However, how to build a successful team, utilize the team characteristics to work well, and maximize the team effectiveness are important issues. As teams are broadly used by organizations, the influence of team composition, team leader, and the interaction of team leader and members on team performance becomes the topic of research. The work teams in Taiwan’s companies were the major samples of this study. First, we explored the influences of team goal orientation and transformational leadership on team performance. Additionally, we added group affective tone as a mediator in the model and examined the moderating effects on the relationship between not only team goal orientation and team performance, but also transformational leadership and team performance by group affective tone. Finally, we discussed about the relationship between team performance and the interaction of team goal orientation and transformational leadership.
We collected data from 61 R&D teams with 61 team leaders and 263 members, and test the hypothesis by hierarchical regression. After the data analysis, the results showed that team learning goal orientation has significant positive relationship with positive group affective tone and negative relationship with negative group affective tone; transformational leadership has significant positive relationship with positive group affective tone and negative relationship with negative group affective tone. In addition, team learning goal orientation has significant positive relationship with team performance; team avoiding goal orientation has significant negative relationship with team performance; transformational leadership has significant positive relationship with team performance; positive group affective tone has significant positive relationship with team performance; negative group affective tone has significant negative relationship with team performance. Furthermore, group affective tone has the mediating effects both on the relationship between team learning goal orientation and team performance, and team avoiding goal orientation and team performance; group affective tone also has the mediating effect on the relationship between transformational leadership and team performance. Finally, only the interaction of team avoiding goal orientation and transformational leadership has significant positive relationship with team performance.
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