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研究生:史瑞祥
研究生(外文):Jui-hsiang Shih
論文名稱:領導者權力、信任對部屬態度及組織公民行為影響-----以南部地區海軍艦、陸官兵為例
論文名稱(外文):An Empirical Study on the Relationships among Leader''s Power Bases, on Follower Trust, Attitude and Organizational Citizenship Behaviors ----- The Case of Naval Crew in Southern Taiwan
指導教授:林皆興林皆興引用關係葉上葆葉上葆引用關係
指導教授(外文):J.S. LinShang Pao Yes
學位類別:碩士
校院名稱:義守大學
系所名稱:管理研究所碩士班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2005
畢業學年度:93
語文別:中文
論文頁數:109
中文關鍵詞:態度領導權力信任組織公民行為
外文關鍵詞:Organization Citizenship BehaviorsLeadershipPower basesAttitudeTrust
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國內有關組織領導的研究甚多,然針對領導者權力影響、部屬接受態度等相關研究付之闕如。本研究旨在探討領導權力、信任、部屬態度、及組織公民行為關係。相關衡量工具,在探討領導權力方面使用Hinkin 和 Schriesheim(1989)領導權力量表,探討信任方面使用R. Nyhan(1994)和 Daley & Vasu(1998)組織信任量表,探討部屬態度方面則依據Kelman (1958) 和Yukl’s (1998)的理論發展設計態度量表,探討組織公民行為方面使用Williams & Anderson (1991) 組織公民行為量表。
本研究以南部地區海軍艦、陸基層連隊官兵為研究對象,以單位普測方式彙整作戰艦艇、後勤支援部隊等有效問卷1583份,建立資料庫並使用SPSS10.0版統計軟體逕行因素分析、信度分析、Pearson相關分析、迴歸分析等。研究發現:
一、領導者權力、部屬態度、信任、及組織公民行為各構面研究變數間,均顯著相關。
二、領導者權力對部屬態度有顯著影響,呈正向關係。
三、部屬態度對組織公民行為有顯著影響(積極態度對組織公益行為除外),消極態度對組織公民行為呈負向關係、積極態度對組織公民行為呈正向關係。
四、信任對領導者權力與部屬態度間、及部屬態度與組織公民行為間之關係具部份干擾效果;部屬愈信任領導者,領導者更應加強個人權、減少職位權的使用,以抑制部屬的消極態度的產生,有利部屬組織公民行為表現;部屬愈信任組織,領導者職位權的運用,會明顯的引發部屬消極抵抗的態度,抑制角色內行為、及組織公益行為的展現。
根據上述研究結果,本文據以提出建議及研究限制。
Organizational Leadership is one of the popular topics among organizational behavior researchers However, research using power phenomenon as research theme seems relatively less popular. The purpose of this research is to empirically test the relationships among leader’s power bases, follower’s trust, attitude and OCBs. The research instrument was composed of four questionnaires. Leader,s power were measured using Hinkin and Schriesheim’s(1989) power base scale; Trust were measured using R. Nyhan(1994)and Daley & Vasu(1998) organizational trust instrument (OTI)scale; Follower’s acceptance attitude to leader power bases were measured using the self-administered scale to capture Kelman (1958) and Yukl’s (1998) theorem. Organizational citizenship behaviors were measured using Williams & Anderson’s (1991) OCB scale.
The research sample was composed of a naval crew in southern Taiwan with 1583 valid respondents. The data were statistically analyzed via factor analysis, reliability test, Pearson correlation analysis, as well as hierarchical regression. The results of this study indicate the followings:
a.Significant relationships among Leadership power bases, subordinate attitude, trustful operation, and organizational citizenship behavior were found.
b.There were significant and positive relationships found between leaders’ positional power and subordinate attitude.
c.There were significant relationships between subordinate attitude and organizational citizenship behavior. Passive attitude negatively related with IRB, OCBI, OCBO. Aggressive attitude positively related with IRB, OCBI.
d.Trust appeared to be partially moderate leadership power bases, subordinates’ acceptance attitudes, and partial moderating effects were found on the relationships between subordinate’s acceptance attitudes and organizational citizenship behavior .
Trust moderates the relationship between leadership power bases and subordinates’ passive attitude, as well as the relationship between subordinates’ attitude and IRB and OCBO.
In addition, conclusions, recommendations as well as limitations were also addressed in the research.
第一章 緒論
第一節 研究動機1
第二節 研究目的2
第三節 研究問題3
第四節 研究之重要性3
第五節 研究流程4
第二章 文獻評論
第一節 領導者權力7
第二節 部屬態度20
第三節 信任23
第四節 組織公民行為32
第三章 研究方法
第一節 研究架構42
第二節 研究變數定義與衡量45
第三節 研究假設50
第四節 資料蒐集與樣本選擇51
第五節 資料分析方法53
第六節 效度與信度55
第四章 結果與討論
第一節 樣本描述66
第二節 研究構面各變數之相關分析68
第三節 研究架構各構面間之影響分析71
第五章 結論與建議
第一節 研究結論81
第二節 研究限制與建議87
參考文獻
中文文獻92
英文文獻94
附錄
附錄A102
附錄B116
表目錄
表2–1–1 領導定義7
表2–1–2 權力的定義10
表2–1–3 權力來源區分17
表2–2–1 Yukl 與 Kelman’s 理論相關接受層次22
表2–3–1 信任的定義24
表2–3–2 影響人員信任關係的因素28
表2–4–1 組織公民行為相關定義34
表2–4–2 組織公民行為構面分類表40
表3–2–1 變數操作性定義45
表3–2–2 預測信度分析49
表3–4–1 研究對象人數暨樣本統計表51
表3–4–2 問卷數量統計及百分比率一覽表52
表3–6–1 領導權力因素分析及信度考驗結果56
表3–6–2 部屬態度因素分析及信度考驗結果57
表3–6–3 信任因素分析及信度考驗結果59
表3–6–4 組織公民行為因素分析及信度考驗果60
表3–6–5 信度分析65
表4–1–1 整體樣本結構分析表66
表4–2–1 研究變數Pearson 相關係數表70
表4–3–1 領導權力對部屬態度各層面之迴歸分析72
表4–3–2 部屬態度對組織公民行為各層面之迴歸分析74
表4–3–3 信任、權力、態度間之迴歸分析75
表4–3–4 信任、權力、態度間之迴歸分析76
表4–3–5 信任、態度、組織公民行為間之迴歸分析78
表4–3–6 信任、態度、組織公民行為間之迴歸分析79
表4–3–7 信任、態度、組織公民行為間之迴歸分析80
表5–1–1 假設驗證結果摘要表81
圖目錄
圖1–5–1 本研究流程圖6
圖2–1–1 權力的連續體9
圖2–1–2 Etgar權力修正模型15
圖2–1–3 權力的來源與基礎19
圖2–1–4 權力的基礎與來源19
圖3–1–1 研究架構43
圖3–2–1 操作模式47
圖3–3–1 研究假設50
圖3–6–1 修正後研究架構62
圖5–1–1 假設驗證支持圖示86
圖5–2–1 後續研究模式建議90
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2. 領導特質及行為與信任及組織公民行為間關係之研究-以遠東航空公司為例
3. 領導者權力與組織公民行為間關係及替代領導的調節效果之研究
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9. 個人社會資本、組織信任與組織公民行為關係之研究-以心理契約為干擾變項
10. 軍事組織領導型態與組織承諾、組織公民行為之關係研究--以陸軍單位為例
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14. 學校教師組織信任與組織公民行為關係之研究以嘉義縣國民中學為例
15. 人格特質、領導行為、組織公民行為與領導崛起間關係之研究-男女差異之觀點