臺灣博碩士論文加值系統

合作在現今複雜的商業活動當中，一直是組織是否能夠突破困境，成功達成目標的關鍵因素之一。而企業經營管理者以及組織研究學者們早已意識到組織內合作的優點，包括：提高組織的創新能力與競爭力(Beer, Eisenstat, & Spector, 1990)，建立較高品質的工作關係、合夥滿意度、以及良好的績效等。然而組織內合作的概念卻未廣泛的被運用於法律事務所的經營實務上。法律事務所的經營型態，不外乎獨資、合署及合夥三種型態，台灣目前法律事務所反而以獨資及合署這種較少進行組織內合作的經營型態為大宗。因此本研究針對台灣目前法律事務所中合夥律師經營關係的一些關鍵因素，如組織的正式控制機制，包含輸入控制、行為控制及產出控制，和組織中的非正式控制機制，包含價值觀契合、信任與人際性情感關係，以及正式控制機制及非正式控制機制如何交互作用，會減低合夥律師的投機行為(Opportunistic Behavior)，並增進彼此間合作之效能。本研究蒐集到38間合夥律師事務所，85個有效樣本，以進行實證研究。實證結果顯示：在直接效果方面，正式控制機制(Formal Control Mechanism)與非正式控制機制(Informal Control Mechanism)對於合夥律師合作效能(Cooperative Effectiveness)均有正向的預測效果。此結果說明在合夥關係中，正式控制機制與非正式控制機制兩者皆為促進合作效能的關鍵因素。此外在交互作用效果方面，非正式控制機制中的人際性情感關係(Interpersonal Affect)對於正式控制機制與合作效能間關係，具有負向的調節效果，這說明了人際性情感關係對於正式控制機制提供「互補」的效果。又信任則對於正式控制機制中產出控制與合夥績效，亦具有負向的調節效果。此結果說明了某些非正式控制機制，包括信任與關係，對於組織正式的控制制度有複雜的互動效果存在，其中「關係」中非常重要的概念之一「人際性情感關係」，對於華人的人際合作更具有顯著且獨特的影響力。根據本研究發現，研究者提出理論與實務上的意涵以及後續的研究建議。

Cooperation is always the key factor to break through the difficulties and to achieve the goals successfully for contemporary complicated business activities. Managers and Organizational scholars have realized the benefits of intra-organizational cooperation, including promoting organizational creativity and competence, building high quality working relationships, improving cooperation satisfactions, and creating better performances, etc. However, intra-organizational cooperation hasn’t been broadly used in running law firms practically.
The business types for law firms are running independently, cooperating in a single place with several lawyers or running in partnership. But in Taiwan, there are more in types of running independently or cooperating in a single location with several lawyers. My research is to focus on discussing the key factors to run the partnership in laws firms to date, including organizational formal control mechanisms, such as input, behavior and output control；informal control mechanisms, such as value-fit, trust and interpersonal affect；cooperative effectiveness, such as performance and attitude. To examine the interaction effects of formal and informal control mechanisms, and how it influence or decrease partners’ opportunistic behaviors and increase the cooperative effectiveness among partners. This research successfully collected 38 law firms, 85 partner lawyers for empirical study. The results show in two aspects：First, for the direct effects, both formal and informal control mechanisms have positive effects on cooperative effectiveness；Second, for interaction effects, one of the informal control mechanisms, “Interpersonal affect” brings the moderating effects between formal control mechanisms and cooperative effectiveness. This result explains that interpersonal affect plays a complementary role for formal control mechanisms. Besides, trust among partners brings moderating effects between formal control mechanisms and cooperation performance as well. These results explain that there is a complicated interaction relationship between institutional control and some of the informal control mechanisms, such as mutual trust and guanxi. Especially, interpersonal affect, one of the most important concepts in “Guanxi”, has its unique and significant influences. According to the findings in this research, I propose theoretical and practical meanings, and my suggestions for further and advanced researches.

目 錄
目錄…………………………………………………………………………… i
表目錄 ……………………………………………………………………… ii
圖目錄 ……………………………………………………………………… iv
第一章 緒論 ……………………………………………………………1
第一節 問題背景與動機…………………………………… 1
第二節 研究目的…………………………………………… 5
第二章 文獻探討……………………………………………………… 8
第一節 合夥關係中的合作效能…………………………… 8
第二節 合夥關係中的控制…………………………………15
第三節 合夥關係中正式控制機制對合作效能的影響……26
第四節 合夥關係中非正式控制機制對合作效能的影響…28
第五節 合夥關係中正式與非正式控制機制的互動………35
第六節 研究架構……………………………………………37
第三章 研究方法 …………………………………………………… 38
第一節 研究樣本……………………………………………38
第二節 研究程序……………………………………………41
第三節 變項與衡量工具……………………………………42
第四節 資料分析……………………………………………51
第四章 研究結果 …………………………………………………… 52
第一節 正式控制機制、非正式控制機制及合作效能之相關……………………………………………………52
第二節 正式控制機制對合作效能之預測…………………54
第三節 非正式控制機制對合作效能之預測………………57
第四節 正式與非正式控制機制之交互作用對合作效能之
預測…………………………………………………60
第五節 小結…………………………………………………73
第五章 討論與建議 ………………………………………………… 74
第一節 研究結果討論………………………………………74
第二節 管理上意涵…………………………………………77
第三節 研究限制……………………………………………78
第四節 未來研究方向………………………………………79參考文獻………………………………………………………………………81
附錄一 ：本研究使用之問卷 ………………………………………… 92
附錄二 ：研究問卷題項對應位置表 ……………………………………99
附錄三 ：各變數衡量題項與剔除題項對照表…………………………………100
表 目 錄
表2-1 控制型態之特徵……………………………………………………19
表2-2 管理控制系統在科層控制之角色…………………………………20
表2-3 組織控制之策略……………………………………………………22
表3-1 合夥律師樣本組成…………………………………………………39
表3-2 法律事務所樣本組成………………………………………………40
表3-3 正式控制機制因素分析結果………………………………………43
表3-4 個人價值觀因素分析結果…………………………………………44
表3-5 事務所價值觀因素分析結果………………………………………44
表3-6 信任因素分析結果…………………………………………………45
表3-7 人際性情感關係因素分析結果……………………………………46
表3-8 合作效能信度分析結果……………………………………………48
表3-9 研究變數衡量表……………………………………………………49
表4-1 各研究變項之相關分析……………………………………………53
表4-2 正式控制機制及合夥滿意之區段式迴歸分析……………………54
表4-3 正式控制機制及合夥承諾之區段式迴歸分析……………………55
表4-4 正式控制機制及合夥績效之區段式迴歸分析……………………56
表4-5 價值觀契合及合夥滿意、合夥承諾與合夥績效之區段式迴歸分析………………………………………………………………… 57
表4-6 信任及合夥滿意、合夥承諾與合夥績效之區段式迴歸分析……58
表4-7 人際性情感關係及合夥滿意、合夥承諾與合夥績效之區段式迴歸分析………………………………………………………………… 59
表4-8 正式控制機制、價值觀契合交互作用與合夥滿意區段式迴歸分析………………………………………………………………… 60
表4-9 正式控制機制、價值觀契合交互作用與合夥承諾區段式迴歸分析………………………………………………………………… 61
表4-10 正式控制機制、價值觀契合交互作用與合夥績效區段式迴歸分析………………………………………………………………… 62
表4-11 正式控制機制、信任交互作用與合夥滿意區段式迴歸分析……63
表4-12 正式控制機制、信任交互作用與合夥承諾區段式迴歸分析……64
表4-13 正式控制機制、信任交互作用與合夥績效區段式迴歸分析……65
表4-14 正式控制機制、人際性情感關係交互作用與合夥承諾區段式迴歸分析…………………………………………………………………67
表4-15 正式控制機制、人際性情感關係交互作用與合夥承諾區段式迴歸分析…………………………………………………………………69
表4-16 正式控制機制、人際性情感關係交互作用與合夥績效區段式迴歸分析…………………………………………………………………71
表4-17 本研究結果摘要………………………………………………… 73
圖 目 錄
圖1-1 初步研究架構…………………………………………………………7
圖2-1 Ouchi (1977) 對控制型態之分類………………………………… 18
圖2-2 Snell (1992) 組織控制分類模式……………………………………24
圖2-3 研究架構…………………………………………………………… 36
圖4-1 產出控制與信任之交互作用對合夥績效之影響………………… 66
圖4-2 輸入控制與人際性情感關係之交互作用對合夥滿意之影響…… 68
圖4-3 輸入控制與人際性情感關係之交互作用對合夥承諾之影響…… 70
圖4-4 產出控制與人際性情感關係之交互作用對合夥承諾之影響…… 70
圖4-5 輸入控制與人際性情感關係之交互作用對合夥績效之影響…… 72
圖4-6 產出控制與人際性情感關係之交互作用對合夥績效之影響…… 72

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