臺灣博碩士論文加值系統

本研究旨在探討賦權在跨層級模式下，對群體及個體績效行為影響之效果。在個體層次，欲了解心理賦權與個人績效間的關係及個體層次的自我效能對心理賦權及個人績效的干擾關係；在群體層次欲了解賦權氣候與群體績效之關係；另外，在跨層次模式下，探討群體層級的賦權氣候對個體層次的心理賦權與個人績效的干擾關係，以及群體層級賦權氣候對個體層級的個人績效是否具直接效果。
本研究以問卷調查的方式在政府機關及民間單位收集資料，資料回收成果有效樣本計：計群體層次55份，個體層次259份，經趨同性分析、信效度分析、線性結構關係模式及階層線性模式分析等統計分析後，研究發現如下：
1.在個體層次，心理賦權與個人績效呈顯著正向關係；另外，自我效能亦會強化心理賦權與個人績效間的正向關係。
2.在群體層次，賦權氣候對於群體績效並無顯著影響。
3.在跨層次模式下，賦權氣候對心理賦權與個人績效間的干擾效果並不顯著；但群體層級賦權氣候對個體層級的個人績效具顯著正向關係。
最後，本研究針對分析結果對學術界及實務界管理意函提出的相關建議為：
1.由於群體層次的賦權氣候會對個體層次的個人績效產生顯著正向的影響，故由此我們可以證實賦權對於個人工作績效的增進確實有其意義存在，所以管理當局應透過提高部門內的資訊分享、員工的權限內自主性及團隊績效責任來有效提升員工的個人績效。
2.管理當局在人員招募時，應以自我效能高的員工為優先考量，如此才能使組織在權力及責任下放給員工時，員工相信己身能勝任的情況下，有效達成個人績效。

In this study we proposed a group-level construct, empowerment climate, tested a multiple-level model integrating macro and micro approaches to empowerment. First, in the micro approach, we tested not only the relationship between psychological empowerment and individual performance, but also the moderating effect of self-efficacy. Secondly, in the macro approach, we tested the relationship between empowerment climate and group performance. Finally, a cross-level analysis using hierarchical linear modeling tested that empowerment climate moderated the relationships between psychological empowerment and individual performance, and the direct effect of empowerment climate on individual performance.
Totally 55 samples of group-level and 259 samples of individual- level are collected from government and industrial organizations. After using the analytical techniques of Agreement Analysis, Reliability Analysis, Validity Analysis, Descriptive Statistics, Linear Structural Relationship and Hierarchical Linear Model, we concluded that:
1.In the individual-level analysis, psychological empowerment is positively related to individual performance; besides, self-efficacy will moderate the relationship between psychological empowerment and individual performance.
2.In the group-level analysis, empowerment climate is failed to reach the significant relationship with group performance.
3.In the cross-level analysis, empowerment climate failed to moderate the relationship between psychological empowerment and individual performance while empowerment climate is positively related to individual performance.
Finally, implications for research and practice of our findings suggested that:
1.Due to the significant relationship between empowerment climate and individual performance, managers in the organizations should improve the individual performance by raising the information sharing, autonomy through boundaries and team accountability.
2.When in recruitment, high self-efficacy employees are recommended to reach much more individual performance.

中文摘要
英文摘要

毛政倫
高新建