本研究企圖探討當代插畫創作者之於角色的創作能力生成歷程，因應行動網路成熟與社群網路崛起，插畫創作者如何運營社群平台，提供角色展演舞台，並能更進一步衍生角色商品。據此，本研究試圖討論：（1）插畫創作者如何形塑角色？（2）參與社群平台的插畫創作者如何以角色衍伸經濟效益？ 本研究將引用李仁芳（2008，2015）、李世暉（2013）與黃鈺茗（2015）分別主張之「創意心靈」、「A型團隊」、「角色」、「情感資本」、「粉絲」、「漣漪效應」作為架構主體，以次級資料分析法、深度訪談法為資料蒐集方式，借質性研究之解釋型個案研究，對研究個案整理歸納、分析後詮釋。本研究依據角色之生命週期而擇定處於養成期初、後階段與流行期之三個案：吃貨雞仔、保羅先生與Duncan（當肯）。 本研究發現：創意心靈為插畫創作者孕育角色之技術、內容與情感的孵化器，且其飽滿度影響角色的感染力。藉由社群平台的傳播效力，對於角色產生認同與感動的粉絲，由於來自社群平台的參與感而更累積情感資本，並依附情感資本於角色商品。插畫創作者還可與守門人以A型團隊的合作模式，額外增加經濟效益。 / This paper attempts to explore the shaping process of the charactors established by illustrators in recent years, and to discover, with the flourishing of Internet and Social Networking, how illustrators manage their own SNSs that the characters could perform on, furthermore, how illustractores change the characters into the characterized products. Consequently, the research questions are: (1) How do illustrators shape the stylization of the charactors? (2) How do economic benefits come with illustrators engaging in social networking? The study applies concepts of “Creative Mood”, “A-type Team”, “Character”, “Affective Capital”, “Fans” and “Ripple Effect” as the research framework, and develops according to Explaining Qualitative Research Methods as Secordary Date Analysis and In-Depth Interviewing and Case Writing. Three cases investigated in this study are (1) Eating-Chick, (2) Mr. Paul and (3) Duncan complying with the life period of characters. Summarized as follows: Illustrators with the creative mood could inject technology, content and emotion into the characters. The deeper the creative mood saturation is, the more the influences of the characters have. Besides, with the communication effects of SNS, the fans that have made identify and impressions on the characters will join SNSs accompanying with storaging more affective capital for the characterized products. Illustators and gatekeeper could cooperate as A-type team for additional economic benefits.

管理大師彼得。杜拉克(Peter F. Drucker)在1960年代即提出『知識工作』與『知識工作者』等觀點。之後，更在1993 年其著作-『後資本主義社會』（Post-Capitalist Society）當中表示，『我們正進入一個知識社會，在這個社會當中，基本的經濟資源將不再是資本(Capital)、自然資源(Natural Resources)或是勞力(Labor)，而將是知識，而知識員工將成為其中的主角』。 在知識經濟的年代，創造力比生產力重要，再加上，知識工作者所想要的是挑戰性較高的工作，所以喜歡在成功的團體中工作(Dick Dove,1998)。今日，許多由知識型工作者組成的知識型團隊紛紛出現，也是因為一個案子的成功已不太可能是只靠一人之人所達成，而是集眾人之力，因此，本研究以知識型團隊為主角，欲了解知識型團隊的運作的過程。 本研究嘗試想用左腦工作者與右腦工作者為出發點，想找出不同的知識工作者所組成的知識型團隊的團隊特性是否有差異？此外，這些差異是否會造成知識型團隊在選擇知識管理策略時選擇方向的不同？於是，想以成功團隊為例，試圖找出各個知識型團隊在團隊本質、創意特性、團隊特性與知識整合上的一般性，期望以知識管理為一架構，做一個重新的詮釋。 最後，經由「個案分析法」，本研究歸納出以下幾點結論： (1)、知識型團隊的特性可分為「團隊構成(知識異質性)」、「團隊的任務(任務模糊性)」與「相互關係」。「團隊的任務」與「相互關係」具有正相關，當團隊的任務模糊性高時，團隊成員與成員間相互關係自然緊密；若任務模糊性低，成員與成員間的互動會減少、互動方式只有垂直式互動為必須，互相依賴的程度也會變少，造成成員間的相互關係為鬆散。而不同知識型團隊因具有不同的團隊特性導致團隊「知識管理策略」產生不同的情形。 (2)、知識型團隊特性會影響團隊的知識管理策略。「知識依附的方式」、「知識儲存與協調的方式」、「知識整合模式」、「知識整合機制」與「整合者角色」與「團隊的任務(任務模糊性)」及「相互關係」的關聯性最強，與「團隊構成(知識異質性)」的關聯性最弱。 (3)、知識型團隊特性會影響團隊的知識管理策略。「知識整合機制」與「開展性與整合性思考時間比例」與「團隊的任務(任務模糊性)」及「相互關係」的關聯性最弱，與「團隊構成(知識異質性)」的關聯性最強。 (4)、「學習機制」、「整合者類型」與知識型團隊特性無關。 期望這幾點研究發現能對未來後續研究有任何啟發，並能對「知識管理」領域有些許貢獻。 / In 1960s, Peter F. Drucker was the first person who mentioned that “knowledge worker”. Afterward, he proposed that “now the society is a knowledge society. In knowledge society, the most important resource is not capital, natural resources and labor, but knowledge. Knowledge workers will become the main actors.” in “Post-Capitalist Society” in 1993. In knowledge economy era, creativity is more critical than productivity. Besides, knowledge workers want to work in more challenge environment, therefore, they want to work for successful teams. (Dick Dove, 1998) Nowadays, many knowledge teams emerge, because one project could not succeed by only one man’s effort. Therefore, knowledge team was selected as main actor in this investigation. In addition, it uses different types of knowledge workers as starting point in this work. It hopes to find some connections between “knowledge team’s characteristics” and “knowledge management strategies”. Also, it uses “case study method” to develop and summarize primary and secondary materials in this investigation. The aim of this study is as the follow: (1) To summarize “knowledge team’s characteristics” from practice of four cases. (2) To find the connections between “knowledge team’s characteristics” and “learning mechanism”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “learning mechanism” selections. (3) To find the connections between “knowledge team’s characteristics” and “the knowledge depending way”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the knowledge depending way” selections. (4) To find the connections between “knowledge team’s characteristics” and “the knowledge storage and coordination way”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the knowledge storage and coordination way” selections. (5) To find the connections between “knowledge team’s characteristics” and “the knowledge integration model”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the knowledge integration model” selections. (6) To find the connections between “knowledge team’s characteristics” and “the knowledge integration mechanism”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the knowledge integration mechanism” selections. (7) To find the connections between “knowledge team’s characteristics” and “the types of knowledge integrator”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the types of knowledge integrator” selections. (8) To find the connections between “knowledge team’s characteristics” and “the role of knowledge integrator”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the role of knowledge integrator” selections. (9) To find the connections between “knowledge team’s characteristics” and “the time ratio of opening and integration thinking”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the time percentage of opening and integration thinking” selections. After doing interview and analysis, it gets several conclusions in this investigation: 1、“Knowledge team’s characteristics” can be divide into three parts: 　 A “The composition of team” B “The task of team” 　 C “The interrelation of team” There is an interesting thing among those three parts. “The task of team” is proportional to “The interrelation of team”. In other words, if “The task of team” is very hard, all teammates will interact frequently and job overlap is often. Then, “The interrelation of team” will be very closed. 　2、“Knowledge team’s characteristics” influence knowledge team’s “Knowledge Management Strategy”. In this investigation, “The task of team” effects knowledge team’s decision about “Knowledge Management Strategy” in several aspects, “The knowledge depending way”, “The knowledge storage and coordination way”, “The knowledge integration model”, ”The knowledge integration mechanism” and “The role of knowledge integrator”. 3、“Knowledge team’s characteristics” influence knowledge team’s “Knowledge Management Strategy”. In this investigation, “The composition of team” effects knowledge team’s decision about “Knowledge Management Strategy” in several aspects, ”The knowledge integration mechanism” and “The time ratio of opening and integration thinking”. 4、There is not any correlation between “Learning mechanism”, “The types of knowledge integrator” and “Knowledge team’s characteristics”.