臺灣博碩士論文加值系統

現今社會環境變化速度日新月異，企業組織在面臨環境變遷時，應找尋到自身競爭能力，善用自身所擁有的資源，提升人員之工作績效，對於企業組織內部員工採取策略性人力資源管理，透過企業組織領導者不同的領導風格，能夠更快速達到企業的願景與目標，但在過去文獻研究得知，較少以主管領導的風格之方向導入高績效工作系統和工作績效的模型，因此本研究進一步討論高績效工作系統對工作績效產生的影響。
　　本研究透過問卷調查方式，一共回收383份有效問卷，調查台灣地區從事金融產業之人員，資料蒐集後使用SPSS進行敘述性統計、信效度分析、相關性分析、迴歸分析、中介效果分析，驗證本研究提出之模型假設，結果為高績效工作系統正向影響主管領導風格；主管領導風格正向影響工作績效；主管領導風格在高績效工作系統與工作績效具有中介效果。

The pace of change in the current social environment is changing with each passing day. Business organizations in the face of environmental changes should find their own competitive abilities and make good use of their own resources to enhance the performance of personnel. Taking strategic human resources management to the enterprise employees of the organization, through the organization of leaders of different leadership style can achieve the vision and goals faster. But in the past, the literature research indicates that less in the direction of the competent leadership into the high-performance work system and work performance model. Therefore, this research further discusses the impact of high performance work systems on job performance.
This research was conducted through a questionnaire survey. We have collected 383 valid questionnaires from investigating the personnel of the financial industry in Taiwan. After the questionnaire was collected, using SPSS for Descriptive Statistics Analysis, Reliability and Validity Analysis, Correlation Analysis, Regression Analysis and Mediation Effect Analysis to validate the model assumptions presented in this study.
The final result is a high performance work system that positively affects the leadership style; Leadership style has positive impact on job performance; Leadership style has mediating effect in high performance work system and job performance.

目錄
壹、緒論 1
　第一節　研究動機 1
　第二節　研究目的 3
　第三節　研究流程 4
貳、文獻回顧 5
　第一節　高績效工作系統 5
一、　　高績效工作系統的內涵 5
二、　　高績效工作系統的定義 6
三、　　高績效工作系統的構面 7
四、　　小結 9
　第二節　工作績效 11
一、　　工作績效的內涵與定義 11
二、　　工作績效的衡量方式 12
三、　　小結 13
　第三節　主管領導風格 14
　　　一、　　領導的定義 14
　　　二、　　領導風格理論的演進 15
　　　三、　　小結 22
　第四節　高績效工作系統、工作績效與主管領導風格之關係 23
一、　　高績效工作系統與主管領導風格之關係 23
二、　　主管領導風格與工作績效之關係 24
三、　　高績效工作系統、主管領導風格與工作績效之關係 25
參、研究方法 27
　第一節　研究架構與假設 27
　　　一、　　研究架構 27
　　　二、　　研究變項 28
　　　三、　　研究假設 28
　第二節　研究對象與資料收集 29
　　　一、　　研究對象與調查方式 29
　第三節　問卷設計與變數定義 29
一、　　高績效工作系統 30
二、　　工作績效 31
三、　　主管領導風格 31
　第四節　資料分析方法與工具 32
一、　　敘述性統計分析 32
二、　　信度分析 33
三、　　效度分析 33
四、　　相關分析 33
五、　　迴歸分析 33
肆、研究結果與分析 34
　第一節　敘述性統計分析 34
　第二節　信、效度分析 37
　第三節　相關性分析 42
　第四節　迴歸分析 43
　第五節　中介效果分析 48
伍、結論與建議 53
　第一節　研究結果與討論 53
一、　　高績效工作系統與主管領導風格之關係 54
二、　　主管領導風格與工作績效之關係 55
三、　　主管領導風格在高績效工作系統與工作績效具中介效果 55
　第二節　管理意涵 56
　第三節　研究限制與未來發展 58
參考文獻 60
附錄－問卷 70



表目錄
表2-3-1　魅力型領導者特徵與說明 20
表2-3-2　交易型領導者因素與說明 21
表2-3-3　轉換型領導者因素與說明 22
表3-3-1　高績效工作系統量表 30
表3-3-2　工作績效量表 31
表3-3-3　主管領導風格量表 32
表4-1-1　樣本結構敘述性統計 34
表4-2-1　KMO值與Bartlett球型檢驗表 39
表4-2-2　高績效工作系統之因素負荷量 39
表4-2-3　工作績效之因素負荷量 41
表4-2-4　主管領導風格之因素負荷量 42
表4-3-1　研究變相之平均數、標準差與相關分析結果 42
表4-4-1　高績效工作系統之構面對結構導向之迴歸分析 44
表4-4-2　高績效工作系統之構面對體恤導向之迴歸分析 45
表4-4-3　主管領導風格之構面對工作績效之迴歸分析 47
表4-5-1　高績效工作系統及主管領導風格之結構導向對工作績效迴歸分析 50
表4-5-2　高績效工作系統及主管領導風格之體恤導向對工作績效迴歸分析 51
表5-1-1　本研究假設驗證結果彙整表 53

圖目錄
圖1-3-1　研究流程圖 4
圖2-3-1　Hersey & Blanchard 情境領導型態分類圖 18
圖2-3-2　路徑－目標理論架構圖 19
圖3-1-1　研究架構圖 27

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