現今企業中，團隊在國內資訊創新的相關產業中扮演了很重要的角色，而團隊成員之間需要透過主動聆聽、回饋、 辯論及分享個人經驗、互相學習等社會化行為來達到知識傳遞的效果，而知識經過移轉後，接收者對內容的吸收及後續運用在工作上的知識移轉成效會影響到團隊績效的好壞。因此，本研究目的以團隊在知識移轉過程中的社會化因素能強化移轉團隊的內隱知識為出發點，佐以社會學習理論及社會交換理論，探討團隊在知識移轉過程中的社會化因素將如何影響團隊的知識移轉成效及團隊績效，知識移轉成效是否會直接影響到團隊績效，以及社會化因素是否會透過知識移轉成效來影響團隊績效。
本研究以問卷調查方式研究國內電腦軟體產業之團隊，共收集566份有效資料，分屬130個工作團隊，並利用迴歸模型進行資料分析。研究結果發現在團隊的知識移轉過程中，社會化因素對知識移轉成效及團隊績效皆具有顯著影響，而知識移轉成效對團隊績效亦具有顯著影響；此外，本研究亦發現知識移轉成效在社會化因素與團隊績效之間扮演著中介效果的角色。
本研究結果建議團隊中主管應重視成員的各項社會化發展。在行為面，包括提供適當的溝通管道、鼓勵團隊成員在工作上多方實驗及注重成員間的學習效果；在態度面，包括鼓勵成員間踴躍發言，產生良好的互動關係，建立良好的團隊文化；而特性面，包括建立共同的目標，並鼓勵團隊成員自我專業技能的提升，將其進一步運用在工作上，以增強團隊整體的知識移轉成效和團隊績效。

Teams have played an important role in IT innovative industries today. Team performance is influenced by the effectiveness of knowledge transfer among team members through socialization process such as sharing personal experience, and learning from others. Based on social exchange theory and social learning theory, the transfer of tacit knowledge among team members is influenced by three factors, namely, socialized behavior, socialized attitude, and, socialized characteristics. Therefore, the purpose of this study is to examine the effect of socialization on the effectiveness of knowledge transfer and team performance in the process of knowledge transfer.
Research subjects of this study were team members who work in the domestic computer software industries in Taiwan. Data were collected through a self-developed questionnaire and analyzed with regression modeling. Effective returning responses were 566, belonging to 130 work teams. Results of this study showed that the socialized factors had significant effects on the effectiveness of knowledge transfer and team performance. Moreover, it showed that the effectiveness of knowledge transfer played a mediating role between socialization factors and team performance.
Results of the study suggested that the team leaders should pay attention on the development of socialization among team members from three perspectives, socialized behavior, socialized attitude, and socialized characteristics. First of all, the team leaders can provide appropriate communication channels to encourage team members experimenting more on their work and learning from the experiments to improve the team’s socialized behavior. Second, to shape the team’s socialized attitude, the team leaders can encourage each team member expressing their thoughts and interacting with others for further establishment of a good team culture. Finally, for the development of the team’s socialized characteristics, the team leaders can set a common goal, and encourage the team members improving work relevant professional skills that can additionally reinforce the effectiveness of knowledge transfer and team performance to achieve the goal.

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