臺灣博碩士論文加值系統

在現今人際關係疏離的社會中，企業組織經營的重點除了在制度面的管理外，最需要的是企業組織內部主管與部屬間的合作與分享。信任與認同是組織的基礎，也是組織內凝聚群體的重要因素，是促成合作與分享的基礎，更是主管與部屬間關係品質的要素。
在過去組織內部人際關係的研究多以主管的觀點，然而，本研究以部屬的觀點，探討主管與部屬間相互信任與組織認同。研究對象針對台灣醫療機構中的護理人員，透過實證研究來探討「主管與部屬間相互信任與組織認同」之間的關係。經由195位護理人員的資料，利用多變量分析後，本研究發現：
一、主管實際的表現，皆未符合部屬心中的重要性預期，亦即部屬對主 管信任特質的認同度皆是負數。其中，以主管的「正直」特質，認同度最低；以主管的「才幹」特質，認同度最高。
二、在組織中主管的信任特質對部屬的信任行為有正向的相關及影響，同時部屬的信任行為對部屬的組織認同有正向的相關及影響，表示主管與部屬間的信任互動若為良好的會進而影響部屬對組織認同感。
三、部屬的信任行為具有中介效果，亦即主管的信任特質若使得部屬的信任行為增強時，會加強部屬對組織的認同。

In the nowadays interpersonal relationship becomes estranged in the society, the enterprise organizes the key point which manages besides in the system management, most consequence is cooperation and share between the internal supervisor and subordinates. The organization''s foundation is trust and identification, also is important attribute in the organization condenses the community; It facilitates the cooperation, share, and the essential factor of relative quality between the supervisor and subordinates.
In the past the interpersonal relationship in the organization was by manager''s viewpoint mostly, however this research by subordinate''s viewpoint, discussed between the supervisor and subordinate interaction trusts and the organization identification. This research in view of the Taiwan medical establishment''s in nursing staff, the real diagnosis discusses "Between the supervisor and subordinates interaction trusts and the organization identification " the between relations. By way of 195 nursing staffs'' material, after the multivariate analysis, this research discovered:
1. Supervisor''s actual performance has not all conformed to in the subordinates heart importance anticipated, that is the subordinate trusts the special characteristic to the manager approval all is a negative number. Among them, by the manager "honesty" the special characteristic, approval is lowest; By the supervisor "competence" the special characteristic, approval is highest.
2. In the organization supervisor''s of trust special characteristic has to subordinate''s trust behavior to the positive correlation and influence, simultaneously trusts behavior to approve to the organization has the positive correlation and influence which approaches, indicates trust interaction between the responsible and subordinates'' if for good meeting then influence subordinates to organization sympathy.
3. Subordinate''s trust behavior has the intermediary effect, that is supervisor''s trust special characteristic when subordinates'' trust behavior enhancement, can strengthen the subordinate to organization identification.

中文摘要 I
英文摘要 II
目錄 III
圖目錄 VI
表目錄 VII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題與目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 信任的概念與理論 5
第二節 主管信任特質與部屬信任行為 12
第三節 組織認同 19
第四節 信任特質、信任行為與組織認同之相關研究 23
第三章 部屬信任行為量表之建構 26
第一節 信任行為量表編制過程 26
第二節 預試分析 37
第四章 研究方法 40
第一節 本研究觀念性架構 41
第二節 研究假設 42
第三節 構面因素之操作性定義與衡量 44
第四節 抽樣設計 50
第五節 資料分析方法 54
第六節 各構面之因素分析及信度檢定 58
第五章 實證分析與研究結果 65
第一節 部屬對主管的信任特質之敘述統計與認同度 65
第二節 各構面因素之影響關係分析 69
第三節 各研究構面之整體性分析 81
第四節 個人變項在信任特質、信任行為及組織認同差異分析 89
第六章 結論與建議 96
第一節 實證結果 96
第二節 研究貢獻 99
第三節 後續研究建議 101
第四節 研究限制 103
參考文獻 104
附 錄 一 信任行為量表編製說明…………………………………114
附 錄 二 專家量表…………………………………………………116
附 錄 三 本研究問卷 118

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