臺灣博碩士論文加值系統

本研究主要目的在探討各產業中，主管部屬相似性、員工目標導向、領導者成員交換(leader-member exchange; LMX)關係品質、人際技能與員工的工作績效、工作滿足感之關係。其次，本研究欲驗證LMX關係品質是否會對「主管部屬相似性與工作績效、工作滿足感的關係」及「員工目標導向與工作績效、工作滿足感的關係」產生中介效果，而人際技能是否會對「主管部屬相似性與工作績效、工作滿足感的關係」、「員工目標導向與工作績效、工作滿足感的關係」及「LMX關係品質與工作績效、工作滿足感的關係」產生干擾效果。本研究之受測對象為電子製造業、貿易業、銀行業及保險業中之工作者，總計發出455份問卷，回收410份，實得有效問卷為295份。研究結果發現，在控制工作者背景變項下，主管部屬相似性與工作滿足感有顯著正相關，精熟目標導向與工作績效及工作滿足感有顯著正相關，績效目標導向與工作績效有顯著正相關，LMX關係品質與工作績效、工作滿足感有顯著正相關。多元迴歸分析結果顯示，LMX關係品質會對「主管部屬相似性與工作滿足感的關係」及「精熟目標導向與工作績效的關係」產生中介效果；而逢迎行為會對「主管部屬相似性與工作績效的關係」及「LMX關係品質與工作績效的關係」產生干擾效果。

There are three purposes of this study. First, it wants to know the relationship among supervisor-subordinate similarity, employees’ goal orientations, the quality of leader-member exchange, interpersonal skill, job performance and job satisfaction in industries. Second, it wants to verify that the effects of supervisor-subordinate similarity and employees’ orientation on job performance and job satisfaction are mediated by the quality of LMX. Finally, it wants to investigate the effects of supervisor-subordinate similarity, employees’ orientation, the quality of LMX on job performance and job satisfaction are moderated by ingratiation. The sample for this study has contained 495 questionnaires from employees of electronic manufacturing industry, trading, banking and insurance industry. 410 responded questionnaires were collected, 295 of them were fully completed. First, this research found that supervisor-subordinate similarity relates positively to job satisfaction, performance orientation are relates positively to job performance, mastery orientation and the quality of LMX relate positively to job performance and job satisfaction. Second, the effects of supervisor-subordinate similarity on job satisfaction and the effects of mastery orientation on job performance are mediated by the quality of LMX. Finally, the effects of supervisor-subordinate similarity and the quality of LMX on job performance are moderated by ingratiation.

目 錄
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 論文結構與名詞解釋 5
　第四節　研究流程 10
第二章 文獻探討 12
　第一節 主管部屬相似性 12
　第二節 員工目標導向 14
　第三節 領導者成員交換理論 19
　第四節　工作績效與工作滿足感 27
　第五節　逢迎行為 32
　第六節　主管部屬相似性與工作績效、工作滿足感及LMX關係品質之關係 35
　第七節　員工目標導向與工作績效、工作滿足感及LMX關係品質之關係 37
　第八節　LMX關係品質與工作績效、工作滿足感之關係 40
　第九節　LMX關係品質分別對「主管部屬相似性與工作績效、工作滿足感的關係」及「員　　　　　工目標導向與工作績效、工作滿足感的關係」之中介歷程 41
　第十節　逢迎行為分別對「LMX關係品質與工作績效、工作滿足感的關係」、「主管部屬　　　　　相似性與工作績效、工作滿足感的關係」及「員工目標導向工作績效、工作滿　　　　　足感的關係」之干擾作用 43
第三章 研究方法 46
　第一節 研究架構與假設 46
　第二節 研究對象與抽樣方法 50
　第三節 研究工具 52
　第四節　問卷之信度與效度分析 58
　第五節　統計分析 64
第四章 研究結果 65
　第一節 樣本描述性分析 65
　第二節 相關分析 67
　第三節 主管部屬相似性、員工目標導向對LMX關係品質及LMX關係品質對員工的工作績　　　　　效、工作滿足感之預測 70
　第四節　主管部屬相似性與員工目標導向對員工的工作績效、工作滿
　　　　　足感之預測 73
　第五節　LMX關係品質對「主管部屬相似性與員工的工作績效、工作滿足感的關係」之中　　　　　介效果 75
　第六節 LMX關係品質對「員工目標導向與員工的工作績效、工作滿足感的關係」之中介　　　　　效果 77
　第七節 逢迎行為對「LMX關係品質與員工的工作績效、工作滿足感的關係」之干擾效果 　79
　第八節 逢迎行為對「主管部屬相似性與員工的工作績效、工作滿足感的關係」之干擾　　　　　效果 82
　第九節　逢迎行為對「員工目標導向與員工的工作績效、工作滿足感的關係」之干擾效　　　　　果 85
第五章 結論與建議 86
　第一節 研究結論 86
　第二節 研究討論 90
　第三節 研究貢獻與限制 100
　第四節　未來研究方向及建議 103
參考文獻 105
　中文部分 105
　英文部分 107
附錄一 113

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