臺灣博碩士論文加值系統

在二十一世紀高度全球競爭的時代，企業愈來愈重視到「人」的管理，體認到「人」所創造出的優勢，才可為組織創造恆久的發展。另外，人是組織一項很重要的資產，然而人的多元性，也為組織的管理帶來更多的影響層面。本研究以動機為基礎，探討不同的領導風格對員工動機之影響，及領導者－成員交換理論（leader-member exchange theory；LMX）在領導對動機間是否具有情境效果，員工動機對組織公民行為、知識分享行為之影響。本研究問卷發放採用隨機抽樣，為了避免產生共同方式變異（common method variance）之問題，使用配對式問卷發放，回收368對，回收率為82.32%。本研究發現如下：（1）轉換型領導對動機具直接影響效果；（2）交易型領導之情境報酬正向的直接影響動機之組織關懷；（3）動機之組織關懷正向的直接影響組織公民行為；（4）團體目標、情境報酬會透過組織關懷來影響輔助主管；（5）轉換型領導與LMX的情境效果對動機有影響；（6）交易型領導與LMX的情境效果對動機有影響。

Due to highly competitive global economy in 21st century, enterprises not only take human resource management more seriously but also experience that it can create competitive advantage. Human resource is an important asset for organizations. This study is based on the questions of (1) how different leadership styles affect employees’ motives ; (2) whether LMX has the moderating effects between leadership style and motives ; (3) and how employees’ motives affect organizational citizenship behavior (OCB) and knowledge sharing. This study used questionnaire survey by random sampling. To avoid effects of homological deviation caused by common method variance, the researcher a adopted dyad-approach. The number of retured questionnaires is 368, and the effective returns-rate is 82.32%. The critical findings of this study are as following: (1) transformation leadership significantly correlates to motives, (2) contingent reward has significant positively correlates with organizational concern motive, (3) organizational concern motive whom significant positive correlation with OCB, (4) organizational concern motive mediates the relationship among group goals, contingent reward and OCBS, (5) LMX moderates the relationship between transformational leadership and motives, and (6) LMX moderates the relationship between transactional leadership and motives.

中文摘要 Ⅰ
英文摘要 Ⅱ
誌謝 Ⅳ
目錄 Ⅴ
圖表索引 Ⅶ
第壹章　緒論 1
第貳章　文獻探討 4
第一節 領導 4
第二節 領導者－成員交換理論 8
第三節 轉換型領導與交易型領導 19
第四節 動機 26
第五節 組織公民行為 35
第六節 知識分享 45
第七節 研究假設 50
第參章　研究方法 54
第一節 研究架構 54
第二節 研究變數測量 55
第三節 抽樣方法與樣本分析 59
第四節 分析方法 61
第肆章　研究結果 62
第一節 研究變項基本資料分析 62
第二節 差異分析 68
第三節 迴歸分析 85
第四節 分群分析 90
第五節 情境效果分析 97
第伍章　結論與建議 120
第一節 研究結果與討論 120
第二節　管理意涵 126
第三節 研究限制與後續研究建議 128
參考文獻 131
一、中文部分 131
二、英文部分 134
三、網站部分 142
附錄一：自評問卷 143
附錄二：他評問卷 147
附錄三：分群分析多層級迴歸表 149
作者簡介 189

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三、網站部分
微軟公司（2000），實踐知識管理http://www.microsoft.com/taiwan/TechNet/dns/Km。
Arthur Anderson，知識管理模式 http://www.apqc.org。