臺灣博碩士論文加值系統

在出版產業中，編輯主管及編輯人員兩者同為創意工作者，本研究旨在探討創意管理者之領導型態與創意人員工作滿足之關聯性，以營造一個符合創意發展的工作環境，藉以提昇台灣於華文出版產業之競爭優勢。本研究以台北市出版商業同業公會為母體，問卷發放以其編輯、中高階主管為研究對象，研究結論如下：
一、 性別及編輯職等與工作態度具正相關，其中，女性編輯人員的工作態度較男性編輯高，職等較高者工作態度普遍較高。
二、 主管之領導型態與編輯人員之工作滿足呈現正相關。交易型領導較轉換型領導對工作滿足有較大的預測解釋力，又以權變報酬最顯著。
三、 主管之領導型態與編輯人員之組織承諾呈現正相關。轉換型領導較交易型領導對組織承諾有較大的預測解釋力，又以精神激勵最顯著。
四、 主管之領導型態與激勵呈現正相關。轉換型領導較交易型領導對激勵有較大的預測解釋力，又以內在報酬與精神激勵最顯著。
五、 激勵對工作態度呈現顯著正相關。越趨向內在報酬，工作滿足愈高；越趨向外在報酬，組織承諾愈高。
六、 激勵對領導型態與工作態度具中介效果，且激勵較領導型態對工作態度有較大的預測解釋力。
本研究根據研究結果及管理理論，建議主管應同時具備情境領導及權變領導兩種特質，依不同情境而採取適合的領導方式，並建立一套符合編輯創意價值觀而非全然量化的激勵制度，以提昇編輯人員對組織的認同及工作態度。
關鍵字：圖書出版產業、交易型領導、轉換型領導、激勵、工作滿足、組織承諾、工作態度

In the publishing industry, editor administrators and editor staffs both are creative workers. The research major in study the relation of leadership of administrator and job attitude of editor staffs, in order to build a working environment which accords with creative development, and promote Taiwan cultural intention industry and competition advantage of Chinese publishing the industry. This research population is the Association members of Taipei Publishes and their editor staffs, editor administers and editor-in-chiefs as the research object. The study conclusions as follows:
1. Sex and editor''s position have positive relation with job attitude. Women editor’s job attitude is higher than that of the male editors, and the editors in higher position which job attitude is higher than general positions’.
2. The leadership type of administers have the positive relation with job satisfaction of editor staffs. Transactional leadership has greater prediction to explain than transformational leadership, among which contingent reward is the most.
3. The leadership type of administers have the positive relation with organization commitment of editor staffs. Transformational leadership has greater prediction to explain than transactional leadership, among which inspirational motivation is the most.
4. The leadership type has the positive relation with motivation. Transformational leadership has greater prediction to explain than transactional leadership, among which intrinsic satisfaction versus inspirational motivation is the most.
5. Motivation has the positive relation with job attitude. Tending to intrinsic satisfaction, job satisfaction being higher and tending to extrinsic satisfaction, organization commitment being higher.
6. Motivation having intermediary''s results to leadership and job attitude, and motivation having greater prediction to explain strength than leadership to job attitude.
Since the results of study and management theories, this research advises administers shall take idealized influence or contingent reward by the situations, and set up one accord with editor creative values but not completely incentive system of quantization, in order to promote editorial staff''s job attitude and identify with their organization.
Key word: Publishing Industry, Transactional Leadership, Transformational Leadership, Motivation, Job Satisfaction, Organization Commitment, and Job Attitude.

書名頁………………………………………………………………………………ii
論文口試委員審定書………………………………………………………………iii
授權書………………………………………………………………………………iv
中文摘要……………………………………………………………………………v
英文摘要……………………………………………………………………………vii
誌謝…………………………………………………………………………………viii
目錄…………………………………………………………………………………ix
表目錄………………………………………………………………………………xi
圖目錄………………………………………………………………………………xii
第一章 緒論………………………………………………………………………1
第一節 研究動機……………………………………………………………1
第二節 研究目的……………………………………………………………3
第三節 研究流程……………………………………………………………4
第二章 文獻探討…………………………………………………………………5
第一節 圖書出版產業………………………………………………………5
壹、何謂出版…………………………………………………………5
貳、書籍的定義………………………………………………………5
參、台灣出版產業現況………………………………………………8
第二節 領導…………………………………………………………………12
壹、領導的定義…………………………………………………………12
貳、領導理論及其演進…………………………………………………15
參、交易型及轉換型領導理論…………………………………………20
第三節 激勵…………………………………………………………………24
壹、激勵的定義…………………………………………………………24
貳、激勵理論及其演進…………………………………………………25
參、整合激勵模式………………………………………………………34
第四節 工作態度……………………………………………………………35
壹、工作滿足的定義……………………………………………………35
貳、影響工作滿足的因素架構…………………………………………37
參、組織承諾的定義……………………………………………………39
肆、組織承諾的理論模式………………………………………………41
伍、工作滿足與組織承諾的關係………………………………………44
第五節 領導型態與工作態度、激勵的中介影響…………………………46
壹、領導型態與激勵之關聯……………………………………………46
貳、領導型態與工作態度之關聯………………………………………46
參、激勵與工作態度之關聯……………………………………………47
肆、領導型態、激勵與工作態度之關聯………………………………47
第三章 研究方法…………………………………………………………………49
第一節 研究架構……………………………………………………………49
第二節 研究假設……………………………………………………………50
第三節 衡量工具……………………………………………………………51
壹、領導型態量表………………………………………………………51
貳、激勵因素量表………………………………………………………53
參、工作滿足量表………………………………………………………53
肆、組織承諾量表………………………………………………………54
第四節 資料分析方法………………………………………………………56
第四章 資料分析結果……………………………………………………………57
第一節 樣本結構……………………………………………………………57
第二節 描述性統計分析……………………………………………………60
第三節 信度分析……………………………………………………………64
第四節 相關分析……………………………………………………………65
第五節 迴歸分析……………………………………………………………68
第五章 結論與建議………………………………………………………………73
第一節 結論…………………………………………………………………73
第二節 建議…………………………………………………………………76
參考文獻……………………………………………………………………………79
附錄：量表…………………………………………………………………………86

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四、網站部份
國家圖書館標準書號中心，http://lib.ncl.edu.tw/isbn。
行政院新聞局全球資訊網，http://info.gio.gov.tw。