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研究生:劉佑
研究生(外文):York Liu
論文名稱:探討轉換型領導引發員工自發行為之研究
論文名稱(外文):Transformational Leadership and Corresponding Employees Voluntary Performance in Military and Civilian Settings
指導教授:陳澤義陳澤義引用關係黃旭男黃旭男引用關係
指導教授(外文):Tser-Yieth ChenShiuh-Nan Hwang
學位類別:博士
校院名稱:銘傳大學
系所名稱:管理研究所博士班
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:2008
畢業學年度:96
語文別:中文
論文頁數:149
中文關鍵詞:組織承諾工作滿意度組織信任員工自發行為轉換型領導
外文關鍵詞:organizational commitmentjob satisfactiontransformational leadershipemployees voluntary performanceorganizational trust
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本研究旨在探討轉換型領導(transformational leadership)對員工自發行為(employees’ voluntary performance)之影響,並進一步探討組織信任、工作滿意度、組織承諾等變項在影響過程中扮演之角色。實證結果顯示轉換型領導均能引發員工自發行為,且效果相當顯著,高轉換型領導顯著正向影響組織信任,高組織信任顯著正向影響工作滿意度,高工作滿意度顯著正向影響組織承諾,而高組織承諾顯著正向影響員工自發行為。此外,以結構方程式模型探討轉換型領導對員工自發行為之影響過程中,組織信任、工作滿意度與組織承諾三個構念均顯著的扮演多重中介效果。
This study investigates how transformational leadership and the mediating roles of organizational trust, job satisfaction and organizational commitment affect the voluntary performance of employees in military and civilian Settings. Experimental results indicate that transformational leadership significantly affect the voluntary performance of employees. Transformational leadership directly and significantly affects organizational trust. Organizational trust directly and significantly affects job satisfaction. Significantly, organizational commitment directly and significantly affects employees voluntary performance.
Using the LISREL model, this study demonstrates that transformational leadership, mediated by organizational trust, job satisfaction and organizational commitment with their leader affect employees voluntary performance. This investigation explores the relationship between transformational leadership and employees voluntary performance within the military and civilian sectors.
第一章 緒論
1.1研究背景及研究動機
1.2研究問題與目的
1.3研究流程與步驟
1.4章節安排

第二章 文獻探討
2.1轉換型領導
2.1.1轉換型領導之重要性
2.1.2轉換型領導之定義
2.1.3轉換型領導之分類與構面
2.1.4領導理論之演進
2.2員工自發行為
2.2.1員工自發行為之重要性
2.2.2員工自發行為之定義
2.2.3員工自發行為之分類與構面
2.3 組織承諾
2.3.1組織承諾之重要性
2.3.2組織承諾之定義
2.3.3組織承諾之分類與構面
2.4工作滿意度
2.4.1工作滿意度之重要性
2.4.2工作滿意度之定義
2.4.3工作滿意度之衡量
2.4.4工作滿意度的理論演進
2.5 組織信任
2.5.1組織信任之重要性
2.5.2組織信任之定義
2.5.3組織信任之分類與構面
2.6 社會交換理論
2.6.1社會交換行為主義
2.6.2社會交換結果矩陣
2.6.3社會交換結構主義
2.6.4社會交換網絡理論
2.7轉換型領導對員工自發行為之影響

第三章 研究方法
3.1研究架構
3.2研究假說
3.2.1轉換型領導與員工自發行為的關係
3.2.2轉換型領導與組織信任的關係
3.2.3組織信任與工作滿意度的關係
3.2.4工作滿意度與組織承諾的關係
3.2.5組織承諾與員工自發行為的關係
3.2.6組織信任,對轉換型領導及工作滿意度具中介效果
3.2.7組織信任與工作滿意度,對轉換型領導及組織承諾具多重中介效果
3.2.8組織信任、工作滿意度與組織承諾,對轉換型領導及員工自發行為具多重中介效果
3.3變項操作型定義及衡量
3.3.1轉換型領導
3.3.2組織信任
3.3.3工作滿意度
3.3.4組織承諾
3.3.5員工自發行為
3.4資料收集過程及問卷設計
3.5資料分析方法
3.5.1信度
3.5.2效度
3.5.3 反覆系統分析
3.5.3 結構方程式模型

第四章 實證結果
4.1信度效度分析
4.1.1信度分析
4.1.2效度分析
4.2敘述性統計分析
4.2.1基本人口統計分析
4.2.2單因子變異數分析
4.2.3結構方程式模型之關聯
4.3反覆系統分析
4.4線性結構方程式分析
4.4.1整體模型之適配度檢定
4.4.2結構方程式估計結果
4.4.3變項間對立模型之檢測:LISREL模式

第五章 結論與建議
5.1研究結論
5.1.1衡量模式的結論
5.1.2結構方程式的結論
5.1.3 研究貢獻
5.1.4 管理涵意
5.2研究建議
5.2.1管理上的建議
5.2.2研究限制
參考文獻

圖 目 錄

圖1-1 研究流程
圖2-1 Fiedler 權變模式
圖2-2 領導者-成員交換理論示意圖
圖2-3 路徑-目標理論
圖2-4 領導者與員工交換關係之結果矩陣
圖3-1 研究架構
圖3-2 研究假說架構圖
圖4-1 軍方資料本研究線性結構模式
圖4-2 企業資料本研究線性結構模式
圖4-3 軍方資料多重中介效果驗證線性結構模式
圖4-4 企業資料多重中介效果驗證線性結構模式
圖4-5 軍方資料組織信任中介效果驗證
圖4-6 軍方資料組織信任與工作滿意度中介效果驗證
圖4-7 軍方資料組織信任、工作滿意度與組織承諾中介效果驗證
圖4-8 企業資料組織信任中介效果驗證
圖4-9 企業資料組織信任與工作滿意度中介效果驗證
圖4-10 企業資料組織信任、工作滿意度與組織承諾中介效果驗證


表 目 錄
表2-1 本研究變項之實證文獻彙整表
表2-2 轉換型領導、組織信任、工作滿意度、組織承諾、自發行為關係研究之文獻匯整
表3-1 衡量轉換型領導之構面與問項
表3-2 衡量組織信任之構面與問項
表3-3 衡量工作滿意度之構面與問項
表3-4 衡量組織承諾之構面與問項
表3-5 衡量員工自發行為之構面與問項
表3-6 軍方資料問卷彙整表
表3-7 企業資料問卷彙整表
表4-1 軍方資料變項與構面間之信度與相關分析
表4-2 企業資料變項與構面間之信度與相關分析
表4-3 軍方資料構面與題項間之信度與相關分析
表4-4 企業資料構面與題項間之信度與相關分析
表4-5 軍方資料變項之組成信度
表4-6 企業資料變項之組成信度
表4-7 軍方資料信度係數與構面間相關係數矩陣
表4-8 企業資料信度係數與構面間相關係數矩陣
表4-9 軍方資料構面間相關係數之平均值
表4-10 企業資料構面間相關係數之平均值
表4-11 軍方資料區別效度檢測表
表4-12 企業資料區別效度檢測表
表4-13 軍方資料驗證性因素分析表
表4-14 企業資料驗證性因素分析表
表4-15 軍方資料性別對員工自發行為之變異數分析
表4-16 企業資料性別對員工自發行為之變異數分析
表4-17 軍方資料年齡對員工自發行為之變異數分析
表4-18 企業資料年齡對員工自發行為之變異數分析
表4-19 軍方資料教育程度對員工自發行為之變異數分析
表4-20 企業資料教育程度對員工自發行為之變異數分析
表4-21 軍方資料年收入對員工自發行為之變異數分析
表4-22 企業資料年收入對員工自發行為之變異數分析
表4-23 軍方資料變項間反覆系統之參數估計結果
表4-24 企業資料變項間反覆系統之參數估計結果
表4-25 軍方資料整體模型配適度檢定
表4-26 企業資料整體模型配適度檢定
表4-27 結構模式各參數說明
表4-28 軍方資料組織信任模型估計結果
表4-29 軍方資料工作滿意度模型估計結果
表4-30 軍方資料組織承諾模型估計結果
表4-31 軍方資料員工自發行為模型估計結果
表4-32 軍方資料結構模型實證分析結果
表4-33 企業資料組織信任模型估計結果
表4-34 企業資料工作滿意度模型估計結果
表4-35 企業資料組織承諾模型估計結果
表4-36 企業資料員工自發行為模型估計結果
表4-37 企業資料結構模型實證分析結果
表4-38 軍方資料LISREL原始模型與對立模型整體模式適合度比較表
表4-39 企業資料LISREL原始模型與對立模型整體模式適合度比較表
表5-1 研究假說及結論
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二、中文部分
國防部編印(2005),「中華民國九十四年國防報告書」。
李青芬、李雅婷、趙幕芬譯(Stephen P. Robbins 原著) (2006),組織行為學,台北:華泰文化事業公司。
邱皓政著(2003),結構方程式模式-LISREL的理論、技術與應用,雙葉書廊。
黃俊英著(2000),多變量分析,中國經濟企業研究所。
黃俊英著(2005),行銷研究-管理與技術, 第七版,台北:華泰文化事業公司。
張紹勳著(2001),研究方法,滄海書局。
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