臺灣博碩士論文加值系統

如何讓有效的溝通來減緩衝突的發生，本研究根植於非正式溝通，檢視認知差異衍生的衝突對主管與部屬交換關係所產生之關聯是否受到非正式溝通所影響，亦探討認知衝突是否透過主管與部屬交換關係的中介歷程，進而影響工作績效。研究樣本以政府行政機關所屬部門之直線主管與部屬，採用雙重資料來源之對偶問卷方式，總計回收123組有效配對問卷。研究發現：「非正式溝通」對認知衝突與LMX間之關係具有顯著調節效果；此外LMX分別對認知衝突與任務績效、以及對工作滿意皆具中介效果；亦即LMX對任務績效及工作滿意具正向影響。本研究發現能對公共服務組織情境貢獻出理論與實務意涵。

How to communicate effectively to decrease conflict, the present study is based on the informal communication to investigate whether the relationship between associated cognitive differences arising from derivative conflict on leader-member exchange affected by informal communication, and also examine whether the relationship of cognitive conflict on job performance mediated by the process of leader-member exchange. Data are obtained from the executive department of the government in middle Taiwan, with the samples collected from both managers and employees forming 123 manager-employee dyads to avoid common method variance. The results show that informal communication on the relationship between the cognitive conflict and LMX has a significant moderating effect; LMX also plays a mediating role between cognitive conflict and task performance, as well as the effect of job satisfaction. The theoretical and practical implications of the findings are discussed in the public service organizational context.

目錄

中文摘要iii
英文摘要iv
誌謝v
目錄vi
圖目錄viii
表目錄ix

第一章 緒論1
第一節 研究背景與動機1
第二節 研究目的4

第二章　文獻回顧7
第一節 非正式溝通7
第二節 認知差異與認知衝突10
第三節 主管與部屬交換關係(LMX)13
第四節 認知衝突對LMX的關聯 16
第五節 LMX對認知衝突及任務績效與工作滿意的關聯19
第六節 非正式溝通對認知衝突與LMX的關聯28

第三章　研究方法33
第一節 研究架構33
第二節 研究假設34
第三節 抽樣方法34
第四節 操作型定義及量測工具36
第五節 資料分析與統計方法40

第四章　資料分析與研究結果42
第一節 樣本資料特性42
第二節 信效度分析 44
第三節 相關分析56
第四節 階層迴歸分析59

第五章　研究結果與建議65
第一節 研究結果與討論65
第二節 研究意涵67
第三節 實務意涵72
第四節 研究限制與未來建議77

參考文獻80
中文部份80
英文部份84

附錄99
問卷99

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