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研究生:林筱光
研究生(外文):Lin,Hsiao-Kuang
論文名稱:領導者政治技能與領導效能關係之研究
論文名稱(外文):A Study of the Relationship between Leader Political Skill and Leader Effectiveness
指導教授:廖國鋒廖國鋒引用關係朱豔芳朱豔芳引用關係
學位類別:碩士
校院名稱:國防管理學院
系所名稱:資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2006
畢業學年度:94
語文別:中文
論文頁數:74
中文關鍵詞:政治技能領導效能上下關係品質組織結構
外文關鍵詞:Political SkillLeader effectivenessRelationship QualityOrganizational Structure
相關次數:
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  • 下載下載:122
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領導者擁有政治技能,已被證實是貢獻組織效能最重要的能力之ㄧ。本研究主要是以組織成員的認知角度來檢視領導者的政治技能,並經由上下關係品質、組織結構等不同干擾下,對領導效能的影響因素為何。一般而言,上下之間的關係因領導者對待每位部屬方式的不同,會建立起不同的上下交換關係品質;組織結構特性則隱含內部運作方式的不同。因此,本文研究的重點即在探討部屬因不同的上下關係品質或在不同組織結構下,對於領導者政治技能與領導效能之間的影響關係為何。
經以便利抽樣方式對國內50個組織單位進行調查,並以主管與部屬配對問卷方式來蒐集資料,回收150份有效配對資料。研究結果發現,在控制領導者的基本屬性與自我效能、自我監控等變項時,政治技能可顯著預測領導效能;而高關係品質的領導者,其政治技能與個人績效之間的正向影響關係高於低關係品質的領導者;而有機式組織結構下的領導者,其政治技能與單位績效之間的正向影響關係又高於機械式的組織結構。最後,討論研究結果對於領導者影響的實質意涵,以提供主管未來在從事政治技能領導時之參考。
It has been argued that political skill is one of the most important competencies leaders can possess, contributing to effectiveness in organizations. The purpose of this study is to investigate, under different organizational structure and the quality level of subordinate’s relationship to supervisor, the relationships between the leader political skill and its effect on leader effectiveness ratings. As we know that the characteristics of organizational structures implied that the internal process within organization were different, as well as leader can build different exchange relationship with member and to follow different quality of exchange relationship. Therefore, the purpose of this paper is to investigate, the quality level of subordinate’s relationship to supervisor under a subordinate’s perceptions of leader political skill, what is relationship about the working reaction of employee. And when we add the variable that is referred to organizational structure, what is relationship about the working reaction of employees.
Owing to the sensitive subject, researcher used a convenient sampling technique and received 150 pair of effective questioners which are collected from 50 different work units in Taiwan. Results demonstrtated that, first, perceptions of leader political skill also significantly predicted leader effectiveness ratings after controlling for leader demographic, self-efficacy and self-monitoring variables. Secondly, the quality level of subordinate’s relationship to supervisor moderates between perceptions of leader political skill and leader performance. Thirdly, different Organizational Structure moderates between perceptions of leader political skill and unit performance. Finally, Base on the findings, this study will provide suggestions for some supervisor to refer for future political skill.
中文摘要.....….….….….….….………...…..….….…………………...……Ⅰ
英文摘要.….….….….….….….….….……………………………….........II
誌謝.....….….….….…………….….….….….…………………...…………Ⅲ
目錄.....….….….….…………….….….….….…………………...…………Ⅳ
圖目錄.....….….….….….….….….….……………………………............Ⅶ
表目錄.….….….….….….….….….………………………………………Ⅷ
壹、緒論….….…………….….….….….…………………………………….1
1.1研究背景與動機.….……………….….……………………….......…..1
1.2研究目的….…………….….….….….….……………………..………2
1.3論文結構與流程.….…………….….….……………………….………3
貳、文獻探討………………….….….……………………..…….………….5
2.1政治技能的概念.….…….…………………………..............................5
2.1.1政治技能的緣起………………………………….…………..……5
2.1.2政治技能的涵義…………………………………………..………6
2.2上下關係品質..….….…………….….….………..…………….…......8
2.2.1上下關係品質的意涵……………………………….……………..8
2.2.2上下關係品質的衡量構面………………………...………………9
2.3組織結構….….….….…………….….…………………..….…...........11
2.4領導效能….……………….….….….……………….….……………13
2.4.1領導效能的意涵……………..…..…………………….………..13
2.4.2領導效能的衡量………………………………….………………14
參、研究方法…………………………..……………………………...……..17
3.1研究架構…………………………………………………..………….17
3.2研究假說…………………………..………………………………….18
3.2.1領導者政治技能對領導效能的關係...…………………..………18
3.2.2在不同上下關係品質下,領導者政治技能對領導效能關係...19
3.2.3在不同的組織結構下,領導者政治技能對領導效能影響……..20
3.3操作性定義及衡量方法…………………………………….….…….22
3.3.1領導者政治技能……………………………………….…..……22
3.3.2上下關係品質……………………………………………....……22
3.3.3組織結構….….………..………………………………….………23
3.3.4領導效能………………………………………………….………24
3.3.5控制變項……………………………………………….…………25
3.4研究對象及抽樣設計……………………………………………….26
3.5量測工具敘述……………………………………………………….28
3.6資料分析方法……………………………………………………….32
3.7研究限制…………………………………………………………….32
肆、資料分析結果……………………..…………………………………..34
4.1信度與效度分析…………………………………………..………….34
4.1.1信度分析…………………………...…………………..…………34
4.1.2效度分析…………………………...…………………..…………37
4.2敍述性統計分析…………………..………………..…..…………….39
4.2.1樣本結構…………………………...…………………..…………39
4.2.2相關分析…………………………...…………………..…………41
4.3假說驗證..…………………..………………..………..…..………….43
伍、結論與管理意涵………………….……………………………………..50
5.1研究結論…………………………………………………..………….50
5.2研究發現………………………………………….……..…………….51
5.3管理意涵…………………………………………………………….52
5.4未來研究發展………………………………………………..……….54
參考文獻.….….….….……….………………………………....................55
附錄一 正式問卷─高層主管問卷………………………………...………67
附錄二 正式問卷─部門(單位)主管問卷………………………………69
附錄三 正式問卷─部屬(員工)問卷……………………………………71
附錄四 本研究各變數構面題項負荷量與t檢定值.………….……………73

圖 目 錄
圖1.1 本研究流程圖……………...….….….…………...…………………..4
圖3.1 本研究架構圖………………….………………………………...…..17
圖4.1 領導者政治技能與上下關係品質交互作用示意圖.…...…………..45
圖4.2 領導者政治技能與組織結構交互作用示意圖……..………….…...49

表 目 錄
表2.1 有機式與機械式組織特質.………………………………...……......11
表2.2 學者對領導效能的定義………….………..……………….……......13
表2.3 學者對領導理論所界定之領導效能構面…….……..……….…......15
表3.1 研究對象統計表……..…………………….…………..…………….27
表3.2 預試問卷各構面之Cronbach's α 係數統計表………...………..….29
表3.3 正式問卷發放與回收量統計表……………………………..…...….31
表4.1 正式問卷各構面之Cronbach's α 係數統計表…...……………..….35
表4.2 各建構之驗證性因素分析結果……………………………..…...….37
表4.3 各變項構面之區別效度檢定………………………………..…...….38
表4.4 領導者(主管)背景變項統計表……………………………..…...….40
表4.5 部屬背景變項統計表…………………………..……..……..…...….40
表4.6 高層主管背景變項統計表…………………………………..…...….40
表4.7 研究變項相關分析…………………………………………..…...….42
表4.8 領導者政治技能與上下關係品質對領導者績效之迴歸分析..…...44
表4.9 領導者政治技能與組織結構對領導者績效之迴歸分析……….….46
表4.10領導者政治技能與上下關係品質對單位績效之迴歸分析…....….47
表4.11領導者政治技能與組織結構對單位績效之迴歸分析…….………48
表5.1 研究假說驗證結果彙整表…………………………………..…...….51
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