臺灣博碩士論文加值系統

充分溝通與合作、與他人達成共識、建立良好人際關係、對員工給予關懷、分享管理權威等，皆為目前大多數女性管理者的特質。以目前市場而論，國際化所帶來的多元與扁平組織架構，許多研究均證明了較為溫柔的女性領導風格，是被職場所認可的。研究建立於Hofstede & Hofstede（2005）的文化維度理論，文化特色是人類行為模式的影響因素之一，因此本論文認為不同文化之女性管理者在領導風格上會有所差異。
研究者特殊的背景，決定展開以台灣與波蘭女性管理者為主體的研究，以Hofstede兩國文化相關研究為假設基礎，兩國女性管理者都表現出女性化風格，但就以台灣女性管理者來說，其特質較偏向女性特質（在此論文被稱為「女性化」之領導風格），另一方面，波蘭女性管理者則出現較為偏向男性特徵（在此論文被稱之為「男性化」之領導風格）。以質性研究法為基礎，本研究發現文化是影響兩國女性管理者的重要因素。研究者分別與七位台灣管理者和七位波蘭管理者進行深度訪談。資料分析後，針對女性管理者的管理風格之別，台灣女性管理者較偏向「女性化」，波蘭女性管理者較偏向「男性化」。研究假設獲得證實，視為文化差異所帶來的影響。
研究結果支持Hofstede的文化維度理論；並以目前的領導相關研究較少於不同國家女性管理者之間進行比較研究，再加上並無將文化因素視為變化因子之一，本論文有突破性的發現。以目前國際化、全球化的商業管理模式，我們可預期跨國文化管理者的需求性增加的趨勢，需要能夠適應跨文化間差異能力的必要性不容小覷。

Female managers are known for putting much importance on team communication, authority sharing, compromise decisions, good interpersonal relations with members and showing consideration towards them. According to many researchers, women’s leadership style is a perfect fit for current market trends such as flat structure organization and high diversification within a team. These findings became a main motive of this research. However, according to Hofstede’s cultural dimension theory, the way people behave is highly influenced by the culture they belong to. Basing on this, the study intends to prove that female managers belonging to different cultures while displaying women’s leadership style show different behavior tendencies.
The reason for choosing Polish and Taiwanese female managers as the object of this study was researcher’s personal background. In order to prove that differences in leadership style which Taiwanese and Polish women display are affected by culture, the thesis based on Hofstede’s study results. Therefore, the researcher hypothesizes that managers from both countries display women’s style leadership, thus Taiwanese managers demonstrate more female traits (in this study called “feminine” style leadership) and Polish managers demonstrate more male characteristics (in this study called “male” style leadership). With the purpose of identifying manager’s leadership behavior and their intrinsic cultural value, the study decided to choose qualitative method as a research approach. Study content analyses based on in-depth interviews conducted with 7 Taiwanese and 7 Polish women proved culture to be an important factor of leadership style differences. Research results supported the hypothesis.
Considering thesis’ contribution, study results not only supported past theories (i.e. Hofstede’s cultural dimension theory), but also extended earlier research projects. Firstly, leadership style related studies usually don’t focus on making comparisons within one sex, secondly, if the focus is put on sex trait differences, cultural impact is rather not taken into account. Last but not least, globalization effects in the continuous emergence of international managers. To large extent, their success relies on the level of comprehension of team members’ cultural values. Regarding this aspect, the research results have a certain reference value.

中文摘要 I
英文摘要 III
目次 V
表目錄 VII
圖目錄 VII
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
第三節、 研究流程 5
第二章 文獻探討 6
第一節、 文化 6
第二節、 領導 16
第三節、 性別 31
第四節、 關聯性 42
第三章 研究方法 47
第一節、 選定研究方法 49
第二節、 研究設計 53
第四章 結果與分析 61
第一節、 關於領導者應該表現出的行爲之想法 62
第二節、 非正式工作場合與屬下之關係 64
第三節、 果斷、嚴格、理性／溫柔、包容、感性 68
第四節、 是否傾向於熟人 71
第五節、 做決策的方法 74
第六節、 下屬關於受訪者的看法對她是否重要 77
第七節、 同理心 80
第八節、 與否檢查、控制與監督員工 83
第九節、 與下屬之間的距離，對私人生活之理解 86
第十節、 關於下屬的性格、價值觀、志願等之看法 91
第十一節、 對自我發展的態度 93
第十二節、 兩國女性展現類似領導風格之議題 96
第五章 結論 99
第一節、 研究結果 99
第二節、 研究貢獻 101
第三節、 未來研究方向 105
參考文獻 106
中文部分 106
英文部分 106
附件一 訪談大綱 114
中文版本 114
波蘭文版本 115
附件二 個人資料問卷 116
中文版本 116
波蘭文版本 117
附件三 逐字搞 118
臺灣受訪者 118
波蘭受訪者 128
表目錄
表 2-1 PDI 低的社會與 PDI 高的社會在企業管理上呈現的關鍵差異 9
表 2-2 IDV 低的社會與 IDV 高的社會在企業管理上呈現的關鍵差異10
表 2-3 MAS 低的社會與 MAS 高的社會在企業管理上呈現的關鍵差異11
表 2-4 LTO 低的社會與 LTO 高的社會在企業管理上呈現的關鍵差異12
表 2-5 波蘭與臺灣的權力距離指數（PDI)、個人主義指數（IDV）、男性化指數（MAS）、不確定性規避指數（UAI)與長期導向指數（LTO)之比較表13
表 2-6 傳統領導風格與女性（現代）領導風格之比較 40
表 3-1 臺灣受訪者介紹表56
表 3-2 波蘭受訪者介紹 57
表 5-1 研究結果之彙整表 99
圖目錄
圖 1-1 研究架構圖 5
圖 2-1 文化、領導風格與性別特質之關聯性 46
圖 3-1 談進行流程 59

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