中文摘要

本研究以高層理論(upper-echelons theory)為基礎，探討高階經營團隊之團隊信任程度對組織績效的影響，同時也探討策略決策(決策品質與決策共識)的中介角色。本研究的分析層次為組織層次，透過調查法收集148家台灣上市櫃公司、377位高階主管的問卷資料進行分析。研究結果顯示，高階經營團隊信任對決策品質與決策共識有正向效果，決策品質與決策共識對組織績效有正向效果，決策共識與品質對團隊信任與組織績效的關係則具有中介效果。
本研究具有重要理論意義。第一，本研究檢視高階經營團隊信任對決策過程與內容的影響，並以公司整體表現作為績效衡量基礎，補足了過去以個人層次或一般工作團隊信任為焦點的文獻缺口；第二，以往學者因資訊取得不易多以人口統計變數作為經營團隊心理與社會特質的代理變數，本研究直接檢視經營團隊成員間信任程度的決策意涵，將可提高研究結果的信度與效度，也補足了過去高階經營團隊領域的研究缺口；第三，以往研究很少同時檢視決策共識與品質對績效的影響，本研究因此也填補了策略決策文獻的重要缺口。最後，本研究也討論了研究結果的實務意涵與未來研究方向。

ABSTRACT
This study employs the upper-echelons theory to examine the effect of top management team (TMT) trust on firm performance. The mediating roles of decision consensus and quality are also explored. The level of analysis in this study is at the firm-level. Based on a set of survey data collected from 377 executives in 148 firms listed in TSE, OTC, and ROT, analytical results shows that TMT trust positively affects decision consensus and quality, which in turn positively affects firm performance. The mediating roles of decision consensus and quality are supported as well.
The study has significant theoretical implications. First of all, prior research focused mainly on trust issues at the individual-level or in the workplace team context. By exploring TMT-level trust, the research sheds light on the trust theory. Second, prior TMT research tends to use demographical composition as proxies of TMT socio-psychological characteristics. By directly collecting data from TMT members and evaluate the decision implications of their socio-psychometric dynamics, the study can advance the reliabilities and validities of research findings. Third, the study also adds value to the strategic choice perspective by an integrated examination of decision consensus and quality, as well as their performance implications. Implications of research findings for practices and future directions are discussed as well.

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