本研究主要探討團隊學習導向、心理賦權、主管部屬交換關係(LMX)及團隊績效四者間之關係，並以I-P-O理論為基礎，來探討心理賦權對團隊學習導向與團隊績效之間的中介效果，同時，也以社會交換理論觀點來檢視LMX在團隊學習導向和心理賦權間之干擾效果。
本論文以臺灣製造業、資訊科技業、金融保險業、服務業等各大產業之企業為研究對象，採取單位層次為分析單位，而問卷題項採取李克特的七點量表，自「非常不同意」至「非常同意」給予1~7分，並採取兩階段問卷調查，兩階段皆共發放91家公司，144個單位，共計747份問卷，最終皆共回收79家有效公司，128個有效單位，共計有效問卷567份。
本研究以IBM SPSS Statistics 24.0為主要統計分析工具來分析問卷資料，以實施敘述統計分析、信度分析、相關性分析、評分者間信度分析，及層級迴歸分析等統計分析方法，並採用AMOS統計軟體執行驗證性因素分析(CFA)，來檢驗模型適配度。
而分析結果顯示，本論文採用之研究架構的整體模型適配度佳，且實證結果發現如下，(1) 團隊學習導向愈高，心理賦權程度愈高；(2) 團隊學習導向愈高，團隊績效就愈高；(3) 心理賦權程度愈高，團隊績效就愈高；(4) 心理賦權在團隊學習導向和團隊績效之間具有完全中介效果。
依據分析之結果，本研究建議工作團隊應建立良好的學習與交流環境，且主管應適當授權給有能力之部屬，此舉能進一步激勵員工，促使他們完成工作，以達到組織目標。另外，本研究以團隊學習導向之觀點來探討團隊績效，彌補了團隊績效的研究缺口，也在研究最後提出實務意涵，以及研究限制與未來研究之建議，提供未來後續研究與企業參考。

The purpose of this study was to investigate the relationship among team learning orientation, psychological empowerment, LMX and team performance. Based on input-process-output model, this study also explores the mediating effect of psychological empowerment between team learning orientation and team performance. At the same time, it examines the moderating effect of LMX between team learning orientation and psychological empowerment from the perspective of social exchange theory. Subjects of this research are companies in major industries in Taiwan. And the unit of analysis in this research is at the group level. In the end, the research sample was collected from 567 valid questionnaires in 128 units of 79 companies analyzed by IBM SPSS Statistics 24.0 software via hierarchical regression analysis.
The empirical results are found as follows: (1) Team learning orientation has a significant positive impact on psychological empowerment; (2) Team learning orientation has a significant positive impact on team performance; (3) Psychological empowerment has a significant positive impact on team performance; (4) Psychological empowerment has a complete mediating effect on the relationship between team learning orientation and team performance. In conclusion, the suggestion of the study is a team should establish a good environment for learning and communication. And the supervisor should empower to capable subordinates appropriately. This can further motivate the employees and make them finish their work to achieve the organizational goals. Besides, by exploring team performance from the perspective of team learning orientation, the study makes several contributions to the literature in team performance. Practical implications, limitations of the study and future directions are also proposed for future application and exploration.

論文審定書 i
誌謝 ii
中文摘要 iii
Abstract iv
圖次 vii
表次 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章　文獻探討 5
第一節 投入-過程-產出模式(I-P-O Model) 5
第二節 團隊學習導向(Team Learning Orientation) 6
第三節 主管與部屬交換關係理論(Leader-Member Exchange Theory) 10
第四節 心理賦權(Psychological Empowerment) 12
第五節 團隊績效(Team Performance) 15
第六節 研究假說 17
第三章 研究方法 21
第一節 研究架構與假設 21
第二節 研究樣本 22
第三節 變數操作型定義與衡量方式 26
第四節 統計分析方法 32
第四章 資料分析與結果 34
第一節 評估原始資料加總之正當性 34
第二節 模型的檢測 35
第三節 相關分析 36
第四節 層級迴歸分析與假說檢定 36
第五章 結論與建議 46
第一節 研究結果討論 47
第二節 研究意涵 49
第三節 研究限制與未來研究建議 50
參考文獻 52

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