临时团队中快速信任构建机理研究

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硕士学位论文

摘要

随着信息技术的发展，临时团队将成为企业组织形式的一种发展趋势。但

是，这一理论本身并不完善，实践当中面临严峻的管理挑战，比如说：快速信任

问题。由于临时团队具有他的特殊性，这样给快速信任的构建提出了挑战，使得

彼此之间的快速信任是临时的、脆弱的、缺乏弹性的和容易消失的。因此团队成

员之间相互信任关系的建立是一个重要问题。快速信任是合作的基础，交易的核

心，而快速信任机制则是临时团队成功运作的基石。因此，从理论上对临时团队

快速信任机制进行系统分析和探讨，是现实的需要，也是理论研究不能回避的重

大课题。

本研究借鉴国内外相关理论研究和实践的合理因素，以 ERP 课堂团队成员

为研究对象，互动行为（自发行为、帮助行为和争辩行为）为中介变量，团队成

员个体特征为切入点，沿着“团队成员个体特征—自发行为、帮助行为和争辩行

为—临时团队快速信任”这一逻辑思路，对团队成员个体特征、个体之间的互动

行为及其对快速信任影响进行了深入研究。

本研究首先在大量的文献的基础上，对以往的相关研究进行了回顾和总结，

分析了以往研究取得的进展和不足，然后提出了本文的研究目的、研究构思和研

究假设；并在此基础上采用问卷调查的方式获取研究数据，利用 SPSS11.5 和

AMOS7.0 等软件工具，对研究假设和理论模型进行了实证分析。本研究的主要

结论如下：

(1)团队成员个体特征与快速信任有相关性，对被信任者善意程度的认知和

信任者的信任倾向对快速信任显著正相关。

(2)争辩行为、帮助行为和自发行为在临时团队快速信任中影响作用不同，

帮助行为和自发行为对快速信任显著正相关；同时对被信任者善意程度的认知和

信任者的信任倾向与自发行为、帮助行为对快速信任显著正相关。

(3)验证了自发行为、帮助行为和争辩行为的中介作用。其中，自发行为的

中介作用最大，其次是帮助行为，争辩行为无中介作用或者很弱的中介作用。

最后，本研究系统地归纳了一些主要结论及存在的不足和未来研究方向。

关键词：临时团队；快速信任；个体特征；互动行为；中介作用

硕士学位论文

ABSTRACT

With the development of information technology, the temporary team will become

the organizational form of a trend. However, this theory itself is not perfect, and faced

serious management challenges in practice, such as: swift trust. Because the

temporary team has his particularity, this present the challenge for contribution of

swift trust, and makes it temporary, fragile, lack of flexibility and easy to disappear.

Therefore the trusting relationship's establishment between team members is an

important question. Swift trust is the foundation of cooperation, the transaction core,

while the swift trust mechanism is the cornerstone of the successful operation of the

temporary team. Therefore, to analysis and discus systematically to the swift trust

mechanism in temporary teams is not only the realistic need, but also the important

issue which the fundamental research cannot avoid.

This research profits from the domestic and foreign correlated theories research

and the practice reasonable factors, take the ERP classroom team members as the

object of study, the interaction (spontaneous activity, helping activity and controversy

activity) is the meditating variables, the team member individual characteristic is the

breakthrough point, following the logical path of “the team member individual

characteristics— spontaneous activity, helping activity and controversy

activity—swift trust”. The study explored the function mechanism of the swift trust

on the team member individual characteristic and interaction.

The study first reviews previous relevant literature. Based on the literature review, it

Points out their Progresses and weaknesses, Puts forward the research purpose,

research conception and hypotheses, conducts this research among team members

through questionnaires，and then analyses the research hypotheses and research model

with SPSS11.5 and AMOS7.0. The conclusions of this study are as follows:

(1) Individual characteristics of team members are associated with swift trust,

team members' good intentions and trust tendency are positive correlation to swift

trust.

(2) It is different to swift trust among spontaneous activity, helping activity and

controversy activity. Spontaneous activity and helping activity are positive correlation

to swift trust, meanwhile, team members' good intentions, trust tendency and

硕士学位论文

III

spontaneous activity, helping activity are positive correlation to swift trust.

(3) The model that the team member individual characteristics are affected the

swift trust by the mediation of interaction was built and tested. And the testing

outcomes also revealed that the mediating effect of spontaneous activity, helping

activity and controversy activity were different. The mediating effect of helping

activity was the highest. The mediating effect of spontaneous activity was the second.

Controversy activity has no or little mediating effect.

In the end, this study summarized several main conclusions, and pointed out

limitations as well as directions for future research.

Keywords: Temporary team; Swift trust; Individual characteristics; Interaction;

Mediating effect

硕士学位论文

第一章绪论················································································································· 1

第一节研究背景······································································································· 1

第二节研究目的和意义···························································································· 2

第三节研究范围······································································································· 2

第四节研究的创新点································································································ 3

第五节研究框架······································································································· 3

第二章文献综述··········································································································· 5

第一节临时团队······································································································· 5

第二节快速信任······································································································· 6

第三节临时团队快速信任的影响因素···································································· 7

第四节互动行为······································································································ 11

第五节文献研究小结及启示·················································································· 13

第三章研究设计与方法····························································································· 15

第一节研究模型······································································································ 15

第二节研究假设······································································································ 17

第三节变量测量与问卷设计·················································································· 19

第四节数据收集和整理·························································································· 23

第四章调查数据分析······························································································· 25

第一节描述性统计分析·························································································· 25

第二节信度和效度分析·························································································· 26

第三节相关分析······································································································ 30

第四节回归分析······································································································ 32

第五节中介效应的结构方程模型检验·································································· 38

第六节研究小结······································································································ 42

第五章研究结论与展望····························································································· 44

第一节研究结论······································································································ 44

第二节研究的局限性与展望·················································································· 45

参考文献······················································································································· 47

附录 1···························································································································· 52

附录 2···························································································································· 54

硕士学位论文

表目录

表4- 1 样本的描述性统计··························································································· 25

表4- 2 数据的描述性统计··························································································· 26

表4-3 变量的信度分析结果························································································ 26

表4- 4 个体特征 KMO 测度和巴特利特球体检验···················································· 27

表4- 5 个体特征因子载荷矩阵··················································································· 28

表4- 6 互动行为 KMO 测度和巴特利特球体检验···················································· 29

表4- 7 互动行为因子载荷矩阵··················································································· 29

表4- 8 快速信任 KMO 测度和巴特利特球体检验···················································· 30

表4- 9 快速信任因子载荷矩阵··················································································· 30

表4- 10 影响因素与互动行为 Pearson 相关分析结果··············································· 31

表4- 11 互动行为与快速信任 Pearson 相关分析结果··············································· 31

表4- 12 个体特征与快速信任 Pearson 相关分析结果··············································· 32

表4- 13 个体特征与争辩行为的逐步回归模型总体参数·········································· 32

表4- 14 个体特征与争辩行为逐步回归模型系数检验表········································· 33

表4- 15 个体特征与帮助行为的逐步回归模型总体参数·········································· 34

表4- 16 个体特征与帮助行为逐步回归模型检验表·················································· 34

表4- 17 个体特征与自发行为的逐步回归模型总体参数········································· 35

表4- 18 个体特征与自发行为逐步回归模型系数检验表·········································· 35

表4- 19 互动行为与快速信任的逐步回归模型总体参数·········································· 36

表4- 20 互动行为与快速信任逐步回归方程系数检验表·········································· 36

表4- 21 个体特征与快速信任的逐步回归模型总体参数·········································· 37

表4- 22 个体特征与快速信任逐步回归方程系数检验表·········································· 37

表4- 23 拟合指标及其参考标准················································································· 40

表4- 24 整体模型的拟和结果····················································································· 41

表4- 25 信任倾向和善意程度对快速信任影响的总结·············································· 41

表4- 26 研究假设验证结果························································································· 42

硕士学位论文

第一章绪论

第一节研究背景

随着卖方市场向买方市场的转变、技术的飞速发展、市场全球化以及客户服

务的高要求等，当今企业管理者面对一个更加变幻莫测的竞争环境。面对这样的

竞争环境，企业需要同时保持较高的灵活性、较低的运行成本及较短的交货周期。

这对旧的组织形式提出了挑战。临时团队就是为应对这样的市场环境而脱颖而出

的一种柔性的能快速反应的动态组织。

任何企业组织自身拥有的资源总是有限的，临时团队则提供了一种共享跨边

界资源的组织架构。临时团队通过跨越部门或企业边界，将属于其他企业的大量

外部资源纳入自我发展的轨道，让成员企业使用自身并不曾拥有的资源而得益。

临时团队在资源共享与利用上的灵活性，成了许多企业实施其竞争和合作战略的

一种手段。

然而，临时团队在带来市场反应敏捷性和灵活性的同时，也面临着巨大的

管理挑战。临时团队在理论研究上尚处于起步阶段，在实践操作中也是差强人意，

信任问题是一个“瓶颈”。临时团队的本质是合作，合作是与信任紧密相联的，

信任是合作的基础。信任就是弥补人们认知和预见能力有限性的一种方法，是解

决信息不对称性的一种有限理性方法。许多学者的研究表明，在影响团队成员合

作关系的诸多因素中，合作成员之间的相互信任起到了关键的作用，它既是合作

关系发生的前提，又是合作成功的重要推动力；而合作失败的主要原因往往就是

缺乏足够的信任。信任或信用是人类社会自古以来就面临的基本问题。社会是人

的集合体，凡有两个或两个以上的个人发生交往关系，便会出现信任或信用问题。

我国古代哲学家孔子在两千多年前说过，“民无信不立”，其含义实际上是指一个

正常的社会离不开社会成员相互之间的信任，缺少了信任，社会关系就会陷入紊

乱之中。但长期以来人们对信任的理论研究却不多也不深入，学者们的许多言论

仅仅限于指出信任的重要性，不断地重复着诸如“取信于民”、“以信立国”等等。

在现实中，信任一直是社会生活中的稀缺物品，人们渴望得到它，却往往失望而

归。类似的问题也表现在有关临时团队中信任的研究领域。

Meyerson 等人（1996）

认为临时团队中的信任是一种真实的信任，是有别于传统信任的一种特殊的快速

信任。在传统的观念中，信任是一个历史依赖过程，是建立在共享经验和长期的、

稳定的相互联系基础上，但对于临时团队来讲，成员之间没有过多的时间和机会

去进行传统信任的构建活动，无法建立更深层次的信任。因此，在临时团队中快

速信任的构建显得非常重要。

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摘要：

硕士学位论文I摘要随着信息技术的发展，临时团队将成为企业组织形式的一种发展趋势。但是，这一理论本身并不完善，实践当中面临严峻的管理挑战，比如说：快速信任问题。由于临时团队具有他的特殊性，这样给快速信任的构建提出了挑战，使得彼此之间的快速信任是临时的、脆弱的、缺乏弹性的和容易消失的。因此团队成员之间相互信任关系的建立是一个重要问题。快速信任是合作的基础，交易的核心，而快速信任机制则是临时团队成功运作的基石。因此，从理论上对临时团队快速信任机制进行系统分析和探讨，是现实的需要，也是理论研究不能回避的重大课题。本研究借鉴国内外相关理论研究和实践的合理因素，以ERP课堂团队成员为研究对象，互动行为（自...

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