臺灣博碩士論文加值系統

本研究旨在探討主管安全領導展現對員工安全文化之影響，並說明員工敬業、適應性績效及組織認同在其中所扮演的調節效果。本研究採用問卷調查的方式收集資料，受測者為台灣某家航空業公司之員工，合計回收315份有效問卷。
本研究經實證研究後得知，主管安全領導對安全文化有正向關係，員工敬業、適應性績效及組織認同對安全文化有正向關係，主管安全領導對員工敬業、適應性績效及組織認同有正向關係，員工敬業、適應性績效及組織認同對主管安全領導與安全文化之關係具有中介效果。主管安全領導的行為越高則對安全文化影響越佳，且主管安全領導的行為越高，對員工敬業、適應性績效及組織認同之表現都會表現越好，進而提升安全文化績效使其呈現表現越佳之情況。
本研究建議主管應藉由安全領導去改善下屬對於員工敬業、適應性績效與組織認同之想法，利用員工個人意願去影響公司安全文化，由此方可有效的提升安全績效，並使員工將安全認為是自己的責任。

The purpose of this study was to explore the impact of executive safety leaders on the safety culture of employees and to demonstrate the effectiveness of employee engagement, adaptive performance, and organizational identification. This study used a questionnaire survey to collect data. The testee was an employee of an airline in Taiwan and a total of 315 valid questionnaires were collected..
This empirical study reveals the following findings: Safety leadership is positively correlated with safety culture. Employee engagement, adaptive performance, and organizational identification are positively correlated with safety culture. Safety leadership is positively correlated with employee engagement, adaptive performance, and organizational identification. These three variables mediated the relationships between safety leadership and safety culture. Compared with low safety leadership scores, high safety leadership scores not only indicate a more prominent influence on safety culture, but also suggest improved performance in employee engagement, adaptive performance, and organizational identification, which subsequently improves the performance of safety culture.
This study recommends that leaders adopt safety leadership behavior to improve their subordinates’ perceptions of employee engagement, adaptive performance, and organizational identification and encourage their employees to alter the organization’s safety culture. This can effectively improve safety performance and encourage employees to consider adopting safety behavior as part of their responsibilities.

指導教授推薦書
口試委員會審定書
誌謝 iii
摘要 iv
Abstract v
目次 vii
圖次 ix
表次 x
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 5
第二章 文獻探討 6
第一節 安全文化 6
第二節 主管安全領導 12
第三節 員工敬業 15
第四節 適應性績效 19
第五節 組織認同 23
第六節 安全管理 25
第七節 假說推導 28
第三章 研究方法 34
第一節 研究架構及假說 34
第二節 研究設計 36
第三節 統計方法 39
第四章 研究結果與資料分析 42
第一節 樣本特性分析 42
第二節 信效度分析 46
第三節 相關分析 53
第四節 迴歸分析 54
第五節 中介變數分析 59
第六節 討論 63
第五章 結論與建議 68
第一節 研究結論 68
第二節 管理意涵 69
第三節 研究限制與建議 72
參考文獻 76
附錄一 研究問卷 87

圖次
圖3-1研究架構圖 34

表次
表3- 1究假研說 35
表4- 1樣本人口統計分配表 43
表4- 2敘述性統計分析 45
表4- 3各變項名稱之Cronbach's α 係數 47
表4- 4安全文化信效度 48
表4- 5 主管安全領導信效度 49
表4- 6 員工敬業信效度 51
表4- 7 適應性績效信效度 51
表4- 8 組織認同信效度 53
表4- 9 Pearson 積差相關分析 54
表4- 10迴歸分析表 58
表4- 11中介變數表 62
表4- 12 研究假說結果彙整表 67

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