A Study on the Relationships among Team faultline, Team Innovation Climates, Team knowledge sharing

• Main Authors: Yu, Shu-Ping, 游淑萍
• Other Authors: Chen, Ming- Shiun
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/24771287134136122865

博士 === 國立臺北大學 === 企業管理學系 === 103 === With rapidly changing societies and globalization, corporations must manipulate their team environments to allow for flexibility and creativity. An organization’s creativity stems from knowledge sharing; however, when the diversity of a team increases, as is common in recent years, like individuals tend to form subgroups, which hinders communication. These situations, according to Lau and Murnighan (1998), are known as faultlines, and they depend on the alignment of individual members’ characteristics. Although team diversity is a potential source of creativity, the occurrence of faultlines within a team may result in trust and relationship problems and reduced knowledge sharing. In this study, questionnaires were issued to a total of 51 teams, including 265 individuals, from different organizations. The PLS (Partial Least Squares) method was used to analyze the data and confirm the hypotheses. The findings of this study reveal that: (1) The strength of faultlines based on demographic attributes has significant negative effects on team knowledge sharing; (2) Team innovation climates can affect team knowledge sharing through enhanced team trust; (3) Team trust has significant positive effects on team knowledge sharing; (4) The strength of work value faultlines has no effect on team knowledge sharing or team trust. The results of this research will provide valuable information for organizations including suggestions about team member selection and ways in which teams can enhance knowledge sharing without sacrificing team innovation or trust.