本研究旨在了解組織可以如何有效管理跨國虛擬團隊 (global virtual teams，簡稱GVT) 的多樣性。研究中的多樣性包含: 地理分佈多樣性、文化多樣性、語言多樣性。該研究的目的在於探討領導者如何在跨國虛擬團隊中出現，以及他們如何影響團隊過程和成果。此外，本研究也探討領導者如何處理文化衝突和搭便車者。 我們的研究對象為參與台灣大學和東華盛頓大學之間於2020年的一門跨國合作課程的學生。我們的研究方法包括實施問卷調查和深入訪談。最後，我們將研究結果和蒐集的資料歸納為用於管理跨國虛擬團隊多樣性的IMOI(input-mediator-output-input)模型，並且對於GVT人員的甄選和教育訓練提出了實務的建議。

The present study investigates how organizations can effectively manage diversity in global virtual teams (GVTs). Three dimensions of diversity examined in this research are: a) geographical distribution, b) cultural diversity and, c) linguistic diversity. The purpose of the study is to understand how leaders emerge within global virtual teams and how they influence team processes and outcomes. Moreover, we seek to know how leaders deal with cultural conflicts and handle free-riders. We studied participants who took part in the 2020 International Expansion Project, a cross-border collaboration between students at National Taiwan University and Eastern Washington University by administering surveys and conducting in-depth interviews. With the findings and analysis we propose an IMOI (input-mediator-output-input) model for managing diversity in global virtual teams. Furthermore, practical suggestions on the selection and training of GVT personnel are provided.

Thesis Validation Letter………………………………………………………………….i
Acknowledgements……………………………………………………………………..iii
Chinese Abstract……………………………………………………………………….iiii
English Abstract…………………………………………………………………………v
Chapter 1 Introduction…………………………………………………………………...1
Chapter 2 Literature Review…………………………………………..….……………...4
2.6 Global Virtual Teams..……………………….……………………..……….4
2.7 Communication……………………………..……………………………….6
2.8 Leadership……………………..…………………………………………….9
2.9 Conflict……….…………………………………………………………….17
Chapter 3 Research Methodology……………………………………………………...23
3.1 Introduction………..……………………………………………………….23
3.2 Research Design..…………………………………………………………..23
3.2.1 Research Philosophy..……………………………………………26
3.2.2 Research Approaches...…………………………………………..28
3.2.3 Methodological Choices and Research Strategies…...…………...28
3.2.4 Time Horizons...………………………………………………….29
3.2.5 Data Collection Methods...……………………………………….30
3.2.5.1 Quantitative Research Methods………………………...31

3.2.5.2Qualitative Research Methods…….…………………….31
3.3 Criticism of Data Collected…..…………………………………….31
3.3.1 Reliability...…………………………………………….....32
3.3.2 Validity…………………………...……………………….32
Chapter 4 Findings and Analysis……………………………………………………….34
4.1 A Conceptual Framework of Managing Diversity in GVTs….……………34
4.1.1 Inputs……...……………………………………………………...35
4.1.2 Mediators……...………………………………………………….37
4.1.3 Moderators..……………………………………………………...41
4.1.4 Emergent States……...…………………………………………...45
4.1.5 Outputs……………………..…………………………………….46
Chapter 5 Discussion and Conclusion………………………………………………….47
5.1 Theoretical Contributions…….…….………………………………………47
5.2 Practical Implications for HRM…..………………………………………..48
5.2.1 Team Inception……...……………………………………………48
5.2.2 HRD Interventions………………………………………………..52
5.2.2.1 Technology Training……………………………………52
5.2.2.2 Cross-cultural Training…………………………………53
5.3 Limitations of this Study and Future Research…..………………………...53
5.3.1 Limitations with Research Design……..………………………...53
5.3.2 Limitations with Research Methodology....………………………54
5.3.3 Improvement for Future Research………………………………..54
5.4 Conclusion………………………………...………………………………..55
Reference..................................................56

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