本研究希望瞭解關係衝突對團隊信任及團隊承諾之影響，以及團隊信任及團隊承諾對工作滿意度及工作績效之影響，並希望進一步探討團隊信任及團隊承諾對於關係衝突對工作滿意度及工作績效之關係是否具中介效果。
近年來，企業在面對科技快速發展及全球化之競爭下，團隊的建構及發展成為新趨勢（Mohrman et al., 1992）。強調以團隊合作的方式發揮綜效，因應快速變動的環境。而台灣的公司也開始以團隊為單位進行組織設計，劃分為不同的工作團隊。因此，本研究以台灣製造業及電子業為主，研究對象則為各團隊之主管及團隊之成員。問卷共分A、B兩式問卷，共發放了80組問卷，最後回收有效問卷為71組，整體的有效回收率為88.75％。本研究主要使用結構方程模式來進行檢驗整體模型的配適度，並進行研究假說之驗證。經由實證分析，本研究分析結果如下：
（一）團隊中關係衝突愈高時，則團隊成員的團隊信任程度愈低。
（二）團隊信任程度愈高時，則團隊成員的工作滿意度愈高。
（三）團隊中關係衝突愈高時，則團隊成員的團隊承諾程度愈低。
（四）團隊承諾程度愈高時，則團隊成員的工作滿意度愈高。
（五）團隊信任對於關係衝突對團隊成員之工作滿意度之影響具中介效果。
（六）團隊承諾對於關係衝突對團隊成員之工作滿意度之影響具中介效果。
本研究主要貢獻分述如下。首先，本研究透過實證研究去探討關係衝突是否能經由某些變數，進而影響工作滿意度及工作績效，而研究結果顯示團隊信任與團隊承諾確實能夠完全中介關係衝突與工作滿意度之間的關係。本研究結果提供學術及實務界對於這些變數間之關係有更深入之瞭解，裨於後續學術之研究。

This research is designed to better understand how relationship conflict influences intragroup trust and team commitment. Meanwhile, this study also wants to investigate how intragroup trust and team commitment influence performance and job satisfaction. Moreover, we also try to examine the mediating role of intragroup trust and team commitment.
In this research, two versions of questionnaires were used: the team manager version and the team member version. We sent 80 questionnaires to manufacturing industry and electronic companies in Taiwan. 71 matched questionnaires are usable and the final return rate is 88.75%. After collecting multi-sources data from the companies, we use structural equation modeling（SEM） to examine the model fit and test research hypotheses.
Our findings can be summarized as follows. First, there is the negative relationship between relationship conflict and intragroup trust. Secondly, there is the positive relationship between intragroup trust and job satisfaction. Thirdly, relationship conflict is negatively associated with team commitment. Fourthly, team commitment is positively associated with job satisfaction. Fifthly, intragroup trust fully mediates the relationship between relationship conflict and job satisfaction. Finally, team commitment fully mediates the relationship between relationship conflict and job satisfaction.
The research’s most important contribution is that the research to treat intragroup trust and team commitment as the mediator, and demonstrates the mediating effect does exist. These findings may contribute to the academic research and practical implications.

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