隨著各種複雜的智慧服務，軟體品質在智慧服務發展生命週期中，扮演著關鍵角色；而軟體品質則必須建立在開發專案團隊的能力成熟度與需求穩定度上。能力成熟度缺乏的專案團隊，往往會陷在技術障礙的泥淖中，反覆地摸索適合的技術組合會使軟體開發無效率；另一方面，當外部環境造成軟體需求的改變，或是利害關係人對於需求舉旗不定時，不但會影響團隊士氣，更會大幅提高專案執行的風險。
軟體開發過程中，無可避免地，團隊績效總會受到能力與需求的不確定所影響，因此，怎樣能使專案團隊有能力因應這些影響，使軟體開發順暢，便成為後續軟體品質是否能滿足智慧服務的基石。當遇到不確定因素影響時，專案團隊回復力愈高，愈能從錯誤嘗試中找到適合的方法來消弭這些不確定因素所造成的影響；反之，專案團隊會在需求變更與開發時程壓迫下疲於奔命，而愈感焦慮愈會影響團隊績效。
除了自身的能力成熟度外，專案團隊的社會資本愈豐厚，愈能引入適合資源來協助解決專案開發問題，並消弭需求不確定性所造成的影響。適合資源的引入首要在於專案團隊關係資本是否豐厚，能在專案發展進程中，適時運用結構資本找到並引入適合資源，而此適合資源與專案團隊具有共同願景，願意使用相同的方法，形成豐厚的認知資本，進而有效地增益專案團隊的回復力後，最終能提升智慧服務軟體開發的團隊績效。
本研究運用量化研究方法，提出團隊績效的優劣受其團隊回復能力的影響，而團隊回復能力又取決於其社會資本是否豐厚而定。經本研究發現，軟體開發專案團隊的組成，不應只囿於技術面向，更應考量社會資本因素，方能使團隊在不確定需求下游刃有餘。

As all kinds of the smart services getting more and more complicated, the software quality plays a significant role during the development lifecycle of these services. The capability maturity and the service requirement stability of the development team are the cornerstone of the mentioned software quality. The team lacking the capability maturity often gets stuck in the mist of the technical obstacles; and repeatedly using the trial-and-error approach to find the appropriate technical combination will cause the development inefficiently. On the other hand, when the external factors force the software requirement change or the stakeholders cannot make up their affirmative minds to the specifications, not only will it diminish the team morality but also impose the potential risks on the project.
It is inevitable that the capability maturity and the uncertain requirements will impact the team performance during the software development. Therefore, how to make the development team to have adequate mature capabilities to deal with the impact, make the software development smooth, will determine whether the software quality outcome meets the smart service expectation. When facing these uncertain factors, the team keens to identify the appropriate methods easier if they are resilient enough in recovering from the deviation back to the right track; otherwise, the team will be anxious in facing the pressures from the changing requirements and the getting slimmer project timeframe, the team performance deteriorates in consequence.
Besides the capability maturity possesses within the team, the more social capital the team has, the more capable of recruiting the appropriate resource to tackle the issues that the development encounters and relieve the impact of the uncertain requirements. It is essential that the team possesses adequate relationship capital, by applying this capital, the team will be able to maneuver the structural capital to access the project required appropriate resources who share the same vision and are willing to apply the same approach with the team to form and nourish the perceived capital. Thus, these capitals effectively boost the team resilience, as result, the team performance is also encouraged.
This study applied the quantitative method posits that the team resilience will impact the performance; while the adequate social capital substantiates a better resilience. This implies that the assembly of software development team shall not limit to the technical competence perspective but should consider more on the social capital to resolve the challenges of uncertain requirement swiftly.

本文目錄
第一章 緒論 ................................................................................................ 1
1-1 研究背景 ........................................................................................... 1
1-2 研究動機 ....................................................................................... 3
1-3 研究目的 ........................................................................................... 4
1-4 研究流程 ........................................................................................... 6
第二章 文獻探討 ....................................................................................... 7
2-1 團隊 ....................................................................................................7
2-1-1 團隊合作 ........................................................................................8
2-2 團隊型態 ..........................................................................................10
2-3 回復力 ..............................................................................................12
2-4 社會資本 ..........................................................................................18
第三章 研究方法 ......................................................................................28
3-1 研究架構 ..........................................................................................28
3-2 研究假設與操作型定義 ..................................................................29
3-3 問卷設計 ..........................................................................................31
3-4 資料蒐集 ..........................................................................................32
3-5 分析方式 ..........................................................................................33
第四章 資料分析與發現 ........................................................................36
4.1 敘述性統計分析............................................................................... 37
4-2 信度及效度........................................................................................44
4-3 研究討論............................................................................................49
第五章 結論與建議 .................................................................................53
5-1 研究結論 ........................................................................................ 53
5-2 研究貢獻與建議 .............................................................................54
5-3 研究限制與未來研究方向...............................................................56
英文參考文獻 …............................................................................................57
中文參考文獻 …............................................................................................64
附錄一：問卷調查 ....................................................................................... 65

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