臺灣博碩士論文加值系統

領導者─成員交換理論（LMX）在西方發展至今已有近三十年的歷史，然而，國內學術界對此理論的探究卻不多見。因此本論文希望藉由本土實證研究來瞭解台灣工作職場中，上司與部屬的關係發展過程及影響關係品質的前置變數，並希望本研究結果能作為建構本土化量表的衡量基礎。
本研究性質屬於質性研究，並以「深度訪談法」為資料收集方式，訪問過程中全程錄音，並將錄音帶內容整理成逐字稿，再根據逐字槁內容進行資料分析與檢視。樣本主要來自於嘉義地區的各中小企業，每家公司以成對方式，選取一位上司及其兩位直屬部屬作為受訪者，樣本共計27位（9位上司及18位部屬）。研究結果如下所示：
一、 影響LMX關係發展的變數中可歸納為四大類共計十二項，其中以「理念」及「工作態度」為最主要的影響變數。各影響變數歸納如下：
（1） 人口背景特徵相似性：性別、年齡、學經歷背景。
（2） 認知相似性：理念、個性、興趣。
（3） 工作表現：工作態度、工作能力。
（4） 其他：工作性質、座位距離、主動關心、共事時間。
二、 研究結果顯示「產業特性」及「企業規模」的不同，會影響LMX關係品質的發展。此外，上司職位的不同，會影響其任用部屬的權力，以及LMX關係的發展。
三、 由訪談結果分析出六項衡量LMX關係品質的指標，分別為：溝通頻率與方式、私人活動與非工作情感、訓練與栽培、信任與授權、升遷與獎勵，以及相互協助。
四、 比較西方的LMX7量表與本研究得出的六項衡量關係品質指標發現：LMX7量表只著重於上司與部屬的工作關係發展，而本研究的衡量指標涵蓋上司與部屬的工作與非工作關係。由此可知西方職場文化重視的是工作關係的建立，而中國人除了在工作上配合良好之外，若能進一步發展非工作關係，將有助於LM關係品質的提升。

第一章緒論
第一節研究機
第二節研究目的
第二章文獻探討
第一節LMX的理論架構
第二節LMX理論的發展歷程
第三節LMX交換關係的形成過程
第四節LMX的衡量與實證
第三章研究方法
第一節研究方法的選擇
第二節抽樣與樣本
第三節訪談程序與問題設計
第四節資料分析方法
第四章分析結果
第一節LMX關係發展模式
第二節影響LMX關係發展的變數
第三節LMX關係之衡量指標
第四節綜合分析與比較
第五章結論與建議
第一節LMX關係品質：分析與討論
第二節研究貢獻
第三節研究限制與未來研究方向
參考文獻
附錄一：訪談大綱
附錄二：LMX7問卷

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