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第三節 研究限制與未來研究建議
一、 研究限制
（一） 研究設計
研究設計的方面，在同一個團隊中我們無法觀察到成員變化的歷程，以及 成員變化對 TMS 的影響，而反覆使用同樣的團隊組合會形成僵固性箝制 TMS 的發展（Lewis, Belliveau, Herndon & Keller, 2007; Skilton & Dooley, 2010），而 這是本研究無法觀察到的，只能針對既有的成員進行調查與推論，造成本研究 推論上的限制。
同樣的，在情感氛圍的方面，Cronin 等人認為情感氛圍隨著團隊的演變 時間而有不同，在目前所感受的情感氛圍之前有許多暫時性的變化（Cronin, Bezrukova, Weingart & Tinsley, 2011），然而本研究的調查只針對單一時點，
因此無法確定情感氛圍與依變項之因果關係，其他變項亦如此，這點也是研 究設計上的限制之一。
此外，雖然本研究的自變項和依變項的評價是不同來源，但自變項和中介 變項的資料皆採自同一個來源，儘管個人資料加總成團隊資料能夠減緩共同方 法變異的問題，但共同方法變異的問題仍然存在，因而高估兩者間的關聯，造 成研究結果的誤差。
（二） 樣本數量
由於是團隊樣本且限制特定型態的團隊才能夠填寫，這些在樣本蒐集上的 限制都提升樣本蒐集上的難度，而且部分團隊成員在空間上的隔閡也造成回收 上的不便，再加上問卷記名的影響，使得回收率有所折損，諸多情況使得樣本 數量較為不足。
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（三） 問卷發放
由於本研究的問卷涉及較敏感的創新績效問題，團隊主管可能會傾向將自 己所帶領的團隊的創新績效給予較高的評價，而且為了核對主管與成員問卷，
本研究採取記名問卷的方式進行調查，可能會造成成員在填答上有所顧忌，因 而傾向給予較正面的答覆，甚或不願配合填寫，可能造成研究上的誤差。
二、 未來研究建議
（一） 導入時間架構
如前所述，不論是情感氛圍或任務衝突，皆隨著時間而有所更迭，在 De Dreu 與 Weingart 的研究中（2003）更顯示，任務衝突在短期會對於團隊的 效能產生不利影響，亦如同前述，任務衝突會使成員不願考慮其他成員的觀點
（Janssen et al., 1999），因此未來研究可以較深入地探討情感氛圍或任務衝突對 TMS、資訊精緻化與團隊創新等變項的影響時，可以導入時間的構面，請成員 根據短期、長期詳細評估。
（二） 調整資料來源
本研究在團隊創新的評價部分，是由團隊直屬主管填寫，可能會有往好的 方向回答的傾向，未來的研究則可以由再高一個層級的主管來評估，以增加填 答的客觀性。
（三） 研究變項增改
本研究結果顯示 TMS 與資訊精緻化間具有正向關聯，然而資訊精緻化與團 隊創新之間的關聯性並不顯著，Leenders、Van Engelen 與 Kratzer 的研究就指出
（2003），資訊交換與討論雖然能夠激盪出更多想法與知識，然而資訊過多甚至 超載卻不利於創意的發展與執行，可能是抵銷資訊精緻化對於團隊創新的效果
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的原因，因此未來相關研究能夠將團隊成員的訊息負荷量作為變數導入，一併 討論。
另外，各變項在程度上的差異與依變項的關係未必是直線，也可能是曲線
，例如 Walton 與 Dutton 的研究（1969）發現，過低的任務衝突可能會造成團 隊成員對於任務訊息的忽視或無作為，而過高的任務衝突則會使成員不願意深 入評估各種資訊，在未來的研究可以之納入考慮，例如前述 TMS 是否會有過高 或過低的問題，以及可能造成的影響，是未來可能的研究方向。
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