摘要
企業日漸重視團隊形式的工作形態，而「團隊衝突」對於團隊所造成的影響是相當對於企業相當重要的議題。其中，團隊衝突又可以分為任務衝突與關係衝突兩種不同形式、不同本質的衝突。我們試圖瞭解任務衝突是否會透過關係衝突而對於團隊產出如團隊創新、團隊滿意度與團隊績效進行影響。除此之外，本研究也試圖以領導─成員交換(Leader-Member Exchange)、目標相依程度與任務導向做為調節變數，探討這些變數會對於任務衝突以及關係衝突所造成的調節效果。
本研究使用層級迴歸來進行假設的驗證，並且以台灣企業中的團隊作為研究對象，屬於團隊層級的研究。樣本之產業主要來自於製造業與服務業，經由實證分析我們得到下列結論：
一、 任務衝突與關係衝突存在顯著的正向關係，且關係衝突在任務衝突與團隊產出(團隊創新、團隊成員滿意度、團隊績效)之間存在中介效果。
二、 領導─成員交換、目標相依程度與任務導向對於任務衝突與團隊衝突並無調節關係，然而我們發現，領導─成員交換、目標相依程度與任務導向是以直接效果的方式影響關係衝突。
透過本研究，提供學術日後在團隊衝突領域研究的實證參考之一，並且我們希望本研究能夠在實務界運用上有所助益。

Abstract
Team-based work design has become more and more important for every organization. Therefore the effects of team conflict became critical issue for many companies. Team conflict can be classified into two different categories such as task conflict and relationship conflict, those are differentiated in characters and forms. Our research tried to find out if there is mediate effect of relationship conflict between task conflict and team outcomes such as team creativity, team members’ satisfaction, and overall team performance. Besides, our research tried to find out if there are moderate effects of Leader-Member Exchange (LMX), goal interdependence, and task orientation.
We used hierarchical regression as the research method to verify our hypotheses and came to the conclusions as follow:
1. Task conflict is positively related to relationship conflict. Also, relationship conflict significantly mediates the negative relationship between task conflict and team outcome (team creativity, team members’ satisfaction, and overall team performance).
2. There are no significant moderate effects of LMX, goal interdependence, and task orientation between task conflict and relationship conflict. However, those variables directly affect relationship conflict.
Finally, we hope the results of our research could provide empirical evidences for the territory of team conflict studies.

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