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研究生:張懷恩
研究生(外文):Huai-En Chang
論文名稱:轉型式領導與組織承諾之研究-組織文化之干擾效果
論文名稱(外文):Transformational Leadership and Organizational Commitment:the moderating effect of Organizational Culture
指導教授:陳怡昌陳怡昌引用關係
指導教授(外文):Yi-Chang Chen
學位類別:碩士
校院名稱:明道大學
系所名稱:管理研究所
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:2007
畢業學年度:95
語文別:中文
論文頁數:170
中文關鍵詞:轉型式領導組織文化組織承諾
外文關鍵詞:Transformational LeadershipOrganizational CultureOrganizational Commitment
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在現今變化快速的時代中,領導者對於組織生存及發展有相當大的責任,領導者如何藉由提高員工的組織承諾及塑造組織文化,進而鞏固企業的智慧資本,亦為重要的課題。然而,在本研究中主要探討,領導者的領導方式是否會影響到員工的組織承諾之關係,與企業組織文化是否會去干擾到領導者的領導方式與員工的組織承諾之關係,做為本研究的指標,以員工為分析研究對象,進行實證分析,探討轉型式領導、組織文化與組織承諾之關聯性研究。

本研究目的主要是探討公司的轉型式領導、組織文化與組織承諾等研究變項間之關係。係採用問卷調查方法,本研究是以越南胡志明市某家紡織製造業公司員工為主要研究對象,共發出500份問卷,回收392份,扣除無效問卷41份,有效問卷351份,有效回收率為70.2%。

本研究之假設分為六類:一、轉型式領導與情感承諾間呈正相關;二、轉型式領導與持續承諾間呈正相關;三、轉型式領導與規範承諾間呈正相關;四、官僚文化對轉型式領導與組織承諾之間有顯著干擾效果;五、創新文化對轉型式領導與組織承諾之間有顯著干擾效果;六、支持文化對轉型式領導與組織承諾之間有顯著干擾效果。本研究採取SPSS統計軟體作為統計分析的工具,針對樣本資料做描述性統計分析、信度分析、t 檢定分析、單因子變異數分析與迴歸分析,分析結果主要發現如下:

一、轉型式領導與情感承諾間呈正相關假設部分結果:部份成立;二、轉型式領導與持續承諾間呈正相關假設部分結果:部份成立;三、轉型式領導與規範承諾間呈正相關假設部分結果:部份成立;四、官僚文化對轉型式領導與組織承諾之間有顯著干擾效果,假設部分結果:部份成立;五、創新文化對轉型式領導與組織承諾之間有顯著干擾效果,假設部分結果:部份成立;六、支持文化對轉型式領導與組織承諾之間有顯著干擾效果,假設部分結果:部份成立。
In this rapid-changing society, a leader takes a heavy responsibility on organizational survival and development. How to consolidate an enterprise’s intellectual capital by promoting employees’ organizational commitment and molding the organization culture is also a vital research topic. In this topic, however, the focuses are “Will a leader’s leadership style effect the employees’ organizational commitment?” and “Will the organizational culture effect a leader’s leadership style as well as the employees’ organizational commitment?”. The above focuses will be the research indicators, in which an empirical analysis will be conducted on the employee, and a correlation among Transformational Leadership, Organizational Culture and Organizational Commitment will be investigated.

This topic mainly focuses on studying the relationship between variables, such as Transformational Leadership, Organizational Culture, and Organizational Commitment. The survey method is questionnaire. The main object of the survey is the employee in a textile manufacturer in Ho Chi Minh City, Vietnam. A total of 500 questionnaires were sent out and 392 were returned. After discounting 41 invalid questionnaires, the valid questionnaires are 351 and the valid response rate is 70.2%.

The hypotheses of this research were divided into 6 categories:
1. Transformational Leadership was positively correlated with Emotional Commitment. 2. Transformational Leadership was positively correlated with Continuing Commitment. 3. Transformational Leadership was positively correlated with Normative Commitment. 4. Bureaucracy was the Confounding Variable of Transformational Leadership and Organizational Commitment. 5. Innovative Culture was the Confounding Variable of Transformational Leadership and Organizational Commitment. 6. Culture Support was the Confounding Variable of Transformational Leadership and Organizational Commitment. As the statistical analysis tool in this research, SPSS performed a descriptive statistical analysis, reliability analysis, t-test analysis, and ANOVA/Regression analysis against the sampling information. The main findings of analysis are:

1. The hypothesis that Transformational Leadership was positively correlated with Emotional Commitment was partially valid. 2. The hypothesis that Transformational Leadership was positively correlated with Continuing Commitment was partially valid. 3. The hypothesis that Transformational Leadership was positively correlated with Normative Commitment was partially valid. 4. The hypothesis that Bureaucracy was the Confounding Variable of Transformational Leadership and Organizational Commitment was partially valid. 5. The hypothesis that Innovative Culture was the Confounding Variable of Transformational Leadership and Organizational Commitment was partially valid. 6. The hypothesis that Culture Support was the Confounding Variable of Transformational Leadership and Organizational Commitment was partially valid.
目錄
中文摘要 Ⅰ
英文摘要 Ⅱ
謝誌 Ⅳ
目錄 Ⅴ
表目錄 Ⅶ
圖目錄 Ⅸ
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 4
第三節 研究流程 5
第四節 名詞解釋 8
第二章 文獻探討 9
第一節 轉型式領導 9
第二節 組織文化 27
第三節 組織承諾 40
第四節 各構面因素間之關係 57
第三章 研究方法60
第一節 研究架構 60
第二節 研究假設 62
第三節 研究工具 63
第四節 問卷設計及抽樣方法 70
第五節 專家效度及信度分析 73
第六節 資料分析方法 77
第四章 研究結果分析 79
第一節 敘述性統計分析 79
第二節 個人變數與研究概念之差異分析 84
第三節 迴歸分析 99
第五章 結論與建議 113
第一節 結論與討論114
第二節 研究建議129
參考文獻 137
ㄧ、中文文獻 137
二、英文文獻 143
三、電子文獻 161
附錄 162
ㄧ、中文部份
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