臺灣博碩士論文加值系統

本研究目的在探討台灣護理主管是否具有由Bernard Bass 於1985年提出的轉化型領導特質?繼而評值實施轉化型領導教育訓練於單位護理主管的成效。採方便取樣針對408位護理人員，進行多元領導特性問卷的調查，因素分析結果顯示台灣護理主管具有轉化型領導的特質。續以類實驗設計研究，採立意取樣選擇2家地區教學醫院的單位護理主管與護理人員為研究對象[單位護理主管共22人(實驗組10位、對照組12位)、護理人員共140人(實驗組69位、對照組71位)]。針對實驗組單位護理主管實施轉化型領導教育訓練課程及個別輔導，以訓練之前及之後的三個月由護理人員觀察的領導行為頻率及工作滿意度的改變作為介入成效之評值。研究結果顯示:實驗組在轉化型領導教育訓練介入後，在單位護理主管表現轉化型領導行為頻率，激發護理人員額外努力行為的表現以及護理人員工作總滿意度三者皆有增加。護理人員工作滿意度中只有薪俸及護理人員互動的滿意度增加，而在專業地位、醫護互動、工作本身、自主性以及組織政策方面，則沒有顯著效果。
由本研究得知，台灣護理主管擁有轉化型領導特質，且此種領導行為可經由系統性的學習獲得，除了能增進激發護理人員額外努力的行為頻率外，亦能增加護理人員的工作滿意度。

The goal of present research is to identify transformational leadership proposed by Bernard Bass in 1985, which is possessed by Taiwanese nursing managers or not? And to verify the effectiveness of transformational leadership training program by utilizing practical evidence .
In order to identify Taiwanese nursing managers characteristics, 408 nursing staffs as were recruited. By principle factor method as well as varimax method to conduct orthogonal rotation analysis from the data collected by Multifactor Leadership Questionnaire. The result shows that Taiwanese nursing supervisors possess characteristics of transformational leadership.
A Quasi-experiment was designed to evaluate the effectiveness of transformational leadership training. Two district teaching hospitals were selected to be the experiment and control group respectably, and the research sample consisted of 22 nursing department heads (10:experimental group; 12:control group), and 140 nursing staffs (69: experimental group; 71:control group). Applying transformational leadership training to those nursing department heads belonging to experimental group. After 3 months of practical test, the nursing staffs were satisfied with in Multifactor Leadership Questionnaire and The Index of Work Satisfaction to assess their department heads. SPSS and STATA software were used to examine data collected above questionnaire.
The results showed s as below:
1.The transformational leadership training raised the frequency
of transformational leadership that behaved by nursing
department heads.
2.The transformational leadership training encouraged nursing
department heads to inspire their staff more frequently
than control group.
3.The transformational leadership apparently enhance nursing
staffs’ job satisfaction in hygiene factors such as pay and
nursing interaction. Nonetheless, effected minor in
profession status, doctor-nurse relationship, task require-
ment, autonomy and hospital policies.
Result from our study demonstrated that Taiwanese nursing managers possessed transformational leadership. Through systematic training and learning by transformational leadership training, nursing managers can enhance the frequency of transformational leadership behaviors and inspiring their staffs and improve their staffs’ job satisfaction.

第一章 續論
第一節 問題之重要性………………………………………… 1
第二節 研究背景及動機………………………………………3
第三節 研究目的 ……………………………………………..5
第四節 名詞界定………………………………………………6
第二章 文獻探討
第一節 轉化型領導
壹、轉化型領導理論…………………………………….8
貳、轉化型領導的特質及相關研究…………………….9
第二節 轉化型領導的教育訓練及相關研究………………. 17
壹、轉化型領導的學習指引 …………………………..18
貳、轉化型領導教育訓練的方式 ……………………..25
參、轉化型領導教育訓練計畫內容 …………………..26
第三節 有關轉化型領導教育訓練的評值與相關研究……33
第三章 研究架構
第一節 概念架構……………………………………………..37
第二節 研究問題……………………………………………..38
第三節 研究假說……………………………………………..39
第四章 研究方法
第一節 研究設計……………………………………………40
第二節 研究對象……………………………………………41
第三節 介入活動之設計介紹………………………………42
第四節 研究工具……………………………………………45
第五節 資料收集方法…………………………………51
第六節 資料統計與分析………………………………52
第五章 研究結果
第一節 台灣地區護理主管之轉化型領導因素構面分析 54
第二節 轉化型領導教育訓練介入之成效 …………62
第六章 討論
第一節 台灣地區護理主管的轉化型領導因素構面 ……112
第二節 「轉化型領導教育訓練」介入後之成效….
壹、 「轉化型領導教育訓練」對提升轉化型領導
行為的成效…………………………………………115
貳、 「轉化型領導教育訓練」對提升單位護理主
管在激發護理人員額外努力的成效……………..118
參、 「轉化型領導教育訓練」對提升護理人員工作
滿意度的成效……………………………………120
第七章 結論與建議
第一節 結論………………………………………………….130
第二節 建議…………………………………………………131
第三節 研究貢獻……………………………………………134
第四節 研究限制……………………………………………135
參考資料 ………………………………………………………… 136

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