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研究生:楊德理
研究生(外文):De-li Yang
論文名稱:激勵語言對部屬態度與主管效能之影響--以領導者與部屬的關係為干擾變數
論文名稱(外文):THE IMPACTS OF MOTIVATING LANGUAGE ON SUBORDINATE’S ATTITUDES AND SUPERVISOR EFFECTIVENESS—THE MODERATING EFFECT OF LEADER-MEMBER EXCHANGE
指導教授:孫碧娟孫碧娟引用關係
指導教授(外文):Pi-chuan Sun
學位類別:碩士
校院名稱:大同大學
系所名稱:事業經營學系(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
論文頁數:212
中文關鍵詞:領導者與部屬交換關係激勵語言
外文關鍵詞:IMPACTS OF MOTIVATING LANGUAGELEADER-MEMBER EXCHANGE
相關次數:
  • 被引用被引用:7
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  • 收藏至我的研究室書目清單書目收藏:1
本篇研究係以陸軍司令部單位為研究對象,探討單位主管運用不同方式的激勵語言,對部屬所知覺到主管的溝通滿意度、溝通效能與主管效能,以及其對部屬有關之工作態度及績效之影響,並以領導者與部屬關係(LMX)為干擾變數,探討其影響程度。全部發出300 份問卷,回收160份,回收率55% (160/300)。本研究以SPSS統計軟體進行基本資料分析與探索性因素分析,接著進行迴歸分析,結果發現:(1) 使用激勵語言對部屬所知覺到主管的溝通滿意度、溝通效能與主管效能,僅部份有正向影響。(2)使用激勵語言對部屬有關之工作態度及績效,僅部份有正向影響。(3)在領導者與部屬關係的情境因素下,使用激勵語言對部屬所知覺到主管的溝通滿意度、溝通效能與主管效能及對部屬有關之工作態度及績效,確實會產生影響。(4) 愈使用第二種激勵語言(給予指導),對主管效能、情感性及規範性組織承諾有負向影響,然對組織公民行有正向影響。(5) 激勵語言對組織承諾的正向影響是不明顯的,但經由LMX之干擾作用下,可獲得改善。(6) 主管使用第一種激勵語言(意義創造)的程度,對利於個人之組織公民行為及部屬的工作滿意度,並未有顯著之正向影響,但經由LMX干擾作用後,有顯著之正向影響。(7)的確領導者與部屬關係(LMX)是一種情境因素,如主管視幹部為自己人,更應使用激勵語言,由其是第三種(同理心),對於部屬態度與主管效能,均有極大影響(8)軍中高司幕僚單位,因幹部自主性高且學識有逐年向上提升之趨勢,如能多以激勵語言代替責罰,對於部屬本身的工作績效與工作滿意度,是有相當正面的影響。
最後,本研究依據理論架構與資料分析結果提出結論與建議、研究貢獻、管理意涵、研究限制以及建議後續研究方向。
This article reports on a study of the use of motivating language (ML) by officers of Headquarter of Army. The relationship between the supervisory use of ML, communication competence, communication satisfaction, perceived supervisory effectiveness, employee’s job satisfaction, intrinsic motivation, organizational commitment, organizational citizenship behavior, and job performance is explored. In addition, this study explored a potential “boundary condition”, the leader-member exchange (LMX), for motivating language effects. A total of 300 questionnaires were distributed and 160 questionnaires were returned with a 55% responsive rate (160/300). SPSS statistics software was used to conduct analysis and regression analysis was conducted to examine the research hypothesis. Findings obtained indicated: (1) the use of motivating language affects the perceived supervisor effectiveness, communication competence, communication satisfaction (2) the use of motivating language affects subordinate’s attitudes and job performance (3) the leader-member exchange moderate the relationship of the use of ML with communication competence, communication satisfaction, perceived supervisory effectiveness, employee’s job satisfaction, intrinsic motivation, organizational commitment, organizational citizenship behavior, and job performance. Nevertheless, the use of direction-giving language has negative effect on supervisor effectiveness, affective organizational commitment and normative organizational commitment while LMX moderates those effects.
謝誌 i
摘要 ii
Abstract 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 研究問題與研究目的 2
第三節 研究流程 3
第二章 文獻探討 5
第一節 激勵語言 5
第二節 激勵語言與溝通滿意度、溝通效能及主管效能 7
第三節 激勵語言與員工態度 8
第四節 激勵語言與工作績效 14
第五節 領導成員交換關係(LMX) 15
第三章 研究方法 16
第一節 研究架構 16
第二節 研究假設 17
第三節 變數定義與衡量 20
第四節 研究對象與資料蒐集 26
第五節 資料分析方法 26
第四章 資料分析與結果 28
第一節 敘述性統計 28
第二節 探索性因素分析 37
第三節 信度分析 46
第四節 相關分析(Pearson積差相關分析) 47
第五節 迴歸分析 50
第六節 實證結果與討論 72
第五章 結論與建議 81
第一節 研究發現 81
第二節 實務意涵 83
第三節 研究限制 84
第四節 後續研究建議 85
參考文獻 86
附錄 94
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