在複雜的大型企業環境裡，各種專案進行中可透過各種形式的溝通是合作最基本的要素之一。從面對面的溝通、寄發郵件、或是透過電話會議，不論是何種型態的溝通模式，如何達到有效的溝通讓小至單一活動、大至年度專案或策略順利進行都是影響個人績效以及企業成長的關鍵。有效的溝通在大型的跨國企業尤其充滿難度；由於資訊科技日益進步，全球商業的經營型態為了快速回應市場及客戶的需求，「虛擬化團隊」已經是許多跨國企業不管是在專案合作的架構或是組織設計的結構上普遍運用的模式。
在大型的跨國企業裡，知識共享以及資源最大化是企業運作為了達到成長的重要層面；遍布在各國的團隊透過虛擬的溝通方式討論策略，或共同完成跨國專案已經是普遍的合作模式。虛擬溝通(Virtual Communication)泛指所有面對面的溝通模式以外的方法如電話會議、郵件或透過各種不同通訊軟體相互討論的溝通方式。而這些跨國組織，其結構設計也走向虛擬化的方向，如：虛擬企業(Virtual Enterprise)、虛擬組織(Virtual Organization) 及虛擬團隊(Virtual Team)。所謂的虛擬組織，是指其組織內的成員為達成一特定目的，透過不同的網路通訊與資訊科技，一同開會、溝通和合作的團隊，團隊成員由於時區不同或地理區域分散因素，鮮少以面對面的溝通方式直接合作，主要採取虛擬溝通方式完成團隊的任務。
本研究欲從虛擬化的跨國團隊成員角度來探討，一個鮮少面對面的團隊，位在不同時區、不同國家、不同母語、或甚至不同部門中，透過虛擬溝通如何能有效的完成專案或達成公司目標；而且在大型跨國企業中對於績效的標準總是較為嚴苛，虛擬團隊的領導者需要提供哪些激勵方式讓團隊內外的成員願意為專案或組織自願付出更多，達成預定的績效或甚至超越組織所設定的目標？而那些激勵因素的順序又為何?
本研究除了透過文獻探討整理出虛擬溝通方式的激勵因子，並另外收集多位專家在大型跨國企業多年的經驗歸納出新的激勵因子，研究方法採用質化訪談方式實際和業界專家面對面對談，討論激勵因子的排序及其實際運用的有效程度。

In a corporation with sophisticated organizational structure, communicating through every possible way is the foundation to cooperate together. It’s crucial to have an effective communication such as face to face communication, email communication or a conference call to achieve high performance or reach company goal. However it’s difficult to have an effective communication in a giant corporation. More and more global companies have widely leveraged the structure of “virtual team” to design the organization or run the projects in order to fast respond to the emerging demand from the market and customer.
In a giant multi-national corporation, to be able to share the knowledge within the company and maximize the resources is the key to grow business. The team members base in different countries have also learned how to work efficiently through virtual communication. A virtual communication includes all the models of communication such as conference call, email, instant communication software..etc except face to face communication. Meanwhile, these emerging multi-national corporations have designed their organizational structure in a virtual way, such as “Virtual Enterprise”, “Virtual Organization” or “Virtual Team”. A virtual origination is an organization includes the different team members base in different countries to cooperate together for a business goal, the team members usually leverage internet and various technologies to have meeting, discuss and work together. They rarely meet each other, and they usually cooperate through a virtual way to complete projects and achieve business goal.
The main purpose of this research is to explore and discuss how a virtual team to work effectively to achieve business goal under the barrier of different time zone, mother languages, cultures and sometimes different reporting lines. How a team-leader/manager of a virtual organization motivate his/her team members to achieve or even surpass the original target? And how effective the motivational factors are?
This research not only summarized the motivational factors through studying the literature, but also collecting the experience from several experts to conclude the new motivational factors. This qualitative research adopted face-to-face interview and the researcher discussed with the experts about how they leverage these motivational factors and the effectiveness of these factors.

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