中文摘要
本研究旨在探討跨國團隊關鍵成功因素，所採取的研究方法主要為修正式德菲法，輔以專家訪談的研究方式，並以曾經參與或現在任職於跨國團隊的本國籍、外國籍專家為研究對象。所使用的研究工具是依據過去學者、專家發展的問卷加以編修。主要將跨國團隊關鍵成功因素分為五大部分共七個構面，依續為「人格特質」、「個人能力」、「團隊合作與協調」、「溝通媒介」、「領導風格」、「組織結構」、「國家文化價值觀」，茲將本研究結果歸納如下：
一、跨國團隊成員在人格特質上，應選擇具備「責任感」、「抗壓性」與「成熟度及情緒穩定性」特質。
二、跨國團隊成員在個人能力上，應著重具備「溝通、協調與表達能力」、與「業務上的專業知識」能力。
三、跨國團隊的合作與協調，若是做到「跨國團隊的合作應能照顧到對方的利益，以創造雙贏為目標」，將使跨國團隊運作更順利。
四、跨國團隊的溝通媒介，平時多以「電子郵件」為主，若能配合「面對面會議」，將有更好的溝通效果。
五、跨國團隊的領導風格若是「團隊主管對團隊發展是有目標及計畫的」、「團隊主管要能判斷明確、果決執行」、「團隊主管關心員工的工作士氣」、「團隊主管有因人制地的領導技巧」、「團隊主管採取充分信任成員的領導風格」，將可使跨國團隊運作順利。
六、跨國團隊的組織結構上「團隊需規劃共同的團隊策略、目標與願景」，將使跨國團隊運作更順利。
七、跨國團隊成員的國家文化價值觀若是能做到「對於語言及文化的誤解能經過溝通解決」、「對於團隊成員的文化差異能予以尊重」。將使跨國團隊的運作更順利。
本研究根據上述研究結果提出具體建議，提供給跨國團隊主管或有意成立跨國團隊的企業主及政府機構參考。

Abstracts
In order to explore the Key Success Factors (KSFs) of a multinational team, this present study bases its methodology mostly on the Modified Delphi Method, supplemented by interviews with experts of varied nationalities who used to work, or are working, for multinational teams. The KSFs of a multinational team are divided into five parts and seven aspects, namely “Personal characteristic”, “Personal competencies”, “Teamwork/coordination”, “Communication system”, “Leadership style”, “Organizational structure” and “National/cultural values”. Findings from this study are listed as follows:
1. The required personal characteristic of a multinational team member are “a sense of responsibility” 、“stress tolerance” and“Maturity and emotional stability”.
2. The required competencies of a multinational team member are “the capability to communicate, coordinate with others while expressing oneself”and “expertise related to work duties”.
3. A multinational team will improve its efficiency with teamwork or coordination effort if “the cross-border teamwork is mutual beneficial and aimed at a win-win situation”.
4. While the multinational teams almost always conduct communications via e-mail, adding some face-to-face meetings will make communication more effective.
5. A multinational team will enjoy successful teamwork and interactions if its leadership pattern meets two criteria: “the team leader makes sober judgments; execute plans with determination” and “the leader has goals and plans for team development”.
6. A multinational team will operate with less hindrance if its teamwork/coordination efforts meet criteria: “the team members have shared strategies, goals and vision”.
7. A multinational team will operate with less hindrance if its members’ national/cultural values “help solve linguistic and cultural misunderstandings by means of communication” and “show respect for the cultural gap among team members”.
Based on the afore-mentioned findings, this study offers viable suggestions to leaders of multinational teams, or business owners and government agencies interested in establishing a multinational team.

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