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研究生:侯柔均
研究生(外文):Jou-chun Hou
論文名稱:變革導向領導與情感性承諾之跨層次分析研究—以共享心智模式與心理賦權為中介變項
論文名稱(外文):A study of Cross-Level between Change-Oriented Leadership and Affective Commitment: The Mediating Effects of Shared Mental Model and Psychological Empowerment
指導教授:余明助余明助引用關係
指導教授(外文):Ming-Chu Yu
學位類別:碩士
校院名稱:國立臺南大學
系所名稱:行政管理學系碩士班
學門:社會及行為科學學門
學類:公共行政學類
論文種類:學術論文
論文出版年:2013
畢業學年度:101
語文別:中文
論文頁數:82
中文關鍵詞:情感性承諾共享心智模式變革導向領導心理賦權
外文關鍵詞:change-oriented leadershippsychological empowermentaffective commitmentshared mental model
相關次數:
  • 被引用被引用:2
  • 點閱點閱:606
  • 評分評分:
  • 下載下載:54
  • 收藏至我的研究室書目清單書目收藏:1
本研究係為一跨層次研究,旨在探討組織層次的變革導向領導、共享心智模式與個人層次的心理賦權與情感性承諾四個變項間的關係。其中,更想要瞭解變革導向領導是否會透過共享心智模式與心理賦權兩個中介變項來影響與情感性承諾之關係。
本研究以中小企業行政部門工作者為研究對象,共計發放1200份問卷,得599份有效問卷,經統計分析後,研究結果發現:
1. 變革導向領導會正向影響共享心智模式、心理賦權與情感性承諾。
2. 共享心智模式會正向影響情感性承諾。
3. 心理賦權會正向影響情感性承諾。
4. 變革導向領導會透過共享心智模式的中介效果正向影響情感性承諾。
5. 變革導向領導會透過心理賦權的中介效果正向影響情感性承諾。
The research was a cross-level study. The purpose of this study is to explore the relationship between four constructs: change-oriented leadership, shared mental model, psychological empowerment and affective commitment. In addition, we analyzed whether the shared mental model and psychological empowerment mediated toward the cross-level study.
This study collected data from small and medium-sized enterprises. We delivered 1200 questionnaires and 599 valid questionnaires were returned. After statistic analyses, the major findings of this study are summarized as follows:
1. Change-oriented leadership is positively related between shared mental model, psychological empowerment, and affective commitment.
2. Shared mental model has a positive effect on affective commitment.
3. Psychological empowerment has a positive effect on affective commitment.
4. Shared mental model is positively mediated the relationship between change-oriented leadership and affective commitment.
5. Psychological empowerment is positively mediated the relationship between change-oriented leadership and affective commitment.
摘要………………………………………………………..………….I
ABSTRACT…….……………………………….………..…………….Ⅱ
致謝………………………………….………..…………………..…Ⅲ
目錄……………..………………….………..…………………..…Ⅳ
表目錄與圖目錄………………….............................Ⅴ
第一章 緒論…………………..…………………………………….1
第一節 研究背景與動機3…………………………………………….1
第二節 研究目的.…………………………………………………….4
第三節 研究流程….………………………………………………….5
第二章 文獻探討…………………….………………………………6
第一節 變革導向領導………………………………………….…….6
第二節 共享心智模式…………………………………………………10
第三章 心理賦權…………………………………………………..…14
第四章 情感性承諾……………………………………………………18
第五節 各變項間關係探討……………………………………………21
第三章 研究方法………………………………….………………..29
第一節 研究架構………………………………………………………29
第二節 研究假設………………………………………………………30
第三節 研究變項之操作性定義與衡量………………………………30
第四節 抽樣設計………………………………………………………35
第五節 資料分析方法…………………...….………………………38
第六節 因素分析與信、效度分析…………..………………………41
第四章 研究結果..........................................49
第一節 敘述性統計與相關係數分析…..……………………………49
第二節 組織層次加總…………………………………………………50
第三節 共同方法變異檢定……………………………………………50
第四節 HLM分析結果………………………………………………...51
第五章 結論與建議........................................60
第一節 研究結論………………………………………………………60
第二節 管理意涵與實務建議…………………………………………64
第三節 研究限制與後續研究建議...……………………………….67
參考文獻………………………………………………………….……68
附錄.....................................................79
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