傳統的階層式組織已漸漸難以應付快速的環境變化，因此，利用「團隊」作為組織的彈性機制已愈來愈普遍且備受重視。然而，當組織內團隊愈來愈多時，不可避免地，將使得管理的議題更為複雜，此時組織便需要一些互補性的措施來協助團隊的運作。本研究將團隊間協調與以團隊為基礎的人力資源措施視為影響團隊績效重要的組織背景因素，進一步探討此兩項組織互補性措施與團隊績效的關係。此外，由於組織疆界趨於模糊且逐漸轉移到團隊層次上的影響，使得環境對於團隊的衝擊要比以往來的更為直接，因此，本研究將環境不確定性作為干擾變項，試圖以權變觀點來瞭解不同程度的環境不確定性下，團隊間協調與以團隊為基礎的人力資源措施兩者對團隊績效的關係是否有所不同。本研究以科技產業團隊為主要研究對象，樣本共包含119組團隊（744位參與者）。研究結果發現，團隊間協調與以團隊為基礎的人力資源措施都對團隊績效有著非常顯著的正向影響。不過，環境不確定性的干擾效果僅出現在團隊創新能力上，對團隊間協調與團隊創新能力是負向的干擾效果、對以團隊為基礎的人力資源措施與團隊創新能力是正向的干擾效果。最後，針對研究結果提出理論上與實務上的討論。Teams as a kind of flexible mechanism become popular in recent years. As team-based organizations are highly acceptable and more teams are applied in core process, they also complicate managerial issues. Therefore, organizational context is needed to be complementarities in order to support team operations especially in changeable environment. The purpose of the study is to find out the importance of organizational context, including interteam coordination and team-based human resource policies, on team performance and the moderating effect of environment uncertainty on them. The study includes 119 teams (744 participants) in technology industry. Results support the assumptions that interteam coordination and team-based human resource policies have strongly positive effect on team performance. However, the moderating effect only shows on team innovation. On the one hand, environment uncertainty as a moderator has positive influence on the relationship of team-based human resource policies and innovation. On the othet hand, environment uncertainty has negative moderating effect on interteam coordination and innovation. Following the results, theoretical and practical implications are discussed in the final section.
