在快速變動的環境中，企業面臨越來越多的挑戰，已逐漸採用團隊來執行專案的趨勢，且組織必須持續創新，讓企業在產業中具備競爭力得以永續生存。而個人創新與特質與心理面有關，探討自我效能及預期績效結果對創新行為之影響。而隨著團隊的興起，亦即代表個人與其團隊直屬主管及團隊同事間的互動更為頻繁，當團隊中有衝突發生時，使用何種管理方式來解決衝突，對團隊整體表現具有相當影響性。因此本研究採團隊層次為分析單位，探討團隊衝突管理方式與團隊績效間的關係，為求完整性，並深入探討衝突管理對成員產生的預期績效與創新行為關係的變化。

本研究為研發部門、新創團隊等專案團隊或功能性團隊為研究對象，採便利抽樣的問卷發放方式蒐集資料。針對157家企業，共發出157組問卷進行調查，回收並資料篩選後，獲得有效團隊問卷共104組，共391份問卷。接著以SPSS與HLM統計分析軟體，針對蒐集的資料進行階層線性方程式分析。實證研究結果發現:(1)自我效能對預期正向績效結果有顯著正向影響(2)預期正向績效結果對員工創新行為有顯著正向影響(3)預期正向績效結果對自我效能與創新行為有顯著部分中介效果(4)團隊合作衝突管理方式對團隊績效有顯著正向影響(5)團隊競爭衝突管理方式對預期正向績效結果與員工創新行為有顯著干擾效果。

最後，本研究根據實證分析結果提出理論與實務意涵、研究限制及未來研究方向，並針對促進研發團隊的團隊衝突管理方式與培養員工預期提出實務上可行的建議，期能提昇研發團隊的員工創造力，進而為企業帶來競爭優勢以適應變動快速的環境。

This paper examines how employee’s self-efficacy affects his or her expected positive performance outcome (EPPO)and innovative behavior, and the role of team conflict management styles, namely cooperative and competitive conflict management style, on the relationship between employees’ EPPO and their innovative behavior and also its direct impact on team performance. Data was collected from 391 employees comprising 104 teams. Hypotheses were tested with both hierarchical linear modeling (HLM) and regression analyses. At the individual level, results support the relationships between self-efficacy, EPPO, and innovative behavior. In addition, EPPO partially mediates the relationship between self-efficacy and innovative behavior. At the group level, results indicate that team’s cooperative conflict style is positively related to team performance. The results also show that team conflict management style moderates the relationship between employees’ EPPO and innovative behavior.

Keywords: self-efficacy, expected positive performance outcomes, innovative behavior, conflict management style, team performance

TALBE OF CONTENTS
LIST OF TABLE VI
LIST OF FIGURE VI
CHAPTER ONE: INTRODUCTION 1
CHAPTER TWO : THERORY AND HYPOTHESES 4
2.1 Self-efficacy and expected positive performance outcomes 4
2.2 Expected positive performance outcomes and innovative behavior 5
2.3 EPPO as a mediator of self-efficacy and innovative behavior 7
2.4 Team conflict management and team performance 9
2.5 Moderation effect of team conflict management 11
CHAPTER THREE : METHODS 15
3.1 Research Framework 15
3.2 Participants and procedures 16
3.3 Measures 17
3.4 Analysis techniques 19
CHAPTER FOUR : RESULTS 20
4.1 Factor analysis 20
4.2 HLM results 24
4.3 Testing mediation 24
4.4 Testing group-level hypotheses 25
CHAPTER FIVE : CONCLUSIONS 28
5.1 Discussion and implications 28
5.2 Limitations and suggestions 31
5.3 Conclusion 32
REFERENCES 34
APPENDIX 40

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