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研究生:呂秀滋
研究生(外文):Lu Hsiu Tze
論文名稱:轉換型領導、組織信任與職業承諾—心理契約實現之干擾效果
論文名稱(外文):Transformational Leadership, Organizational Trust, and Occupational Commitment: Moderating Effect of Psychological Contract Fulfillment.
指導教授:盧建中 
指導教授(外文):Lu Chien Chung
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:2008
畢業學年度:96
語文別:中文
論文頁數:49
中文關鍵詞:轉換型領導職業承諾心理契約實現
外文關鍵詞:Transformational leadershipOccupational commitmentFulfillment psychological contract
相關次數:
  • 被引用被引用:28
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本研究探討轉換型領導、組織信任、心理契約實現與職業承諾之間關係。問卷採集各種產業員工樣本,共回收了283份有效問卷。使用階層迴歸進行實證研究分析,結果顯示:組織信任會中介影響轉換型領導與職業承諾,心理契約實現會干擾組織信任與職業承諾之正向關係。最後,討論本研究的理論與實務意涵,並詳細說明後續研究建議。
The goal of this study was to investigate the relationships between transformational leadership, organizational trust, occupational commitment and psychological contract fulfillment. We conducted a survey sampling 283 workers from a varied of industries. Data was analyzed by hierarchical regressions and used to test hypotheses. The findings of this study showed that organizational trust fully mediated the relationship between transformational leadership and occupational commitment, and psychological contract fulfillment moderated the relationship between organizational trust and occupational commitment. Finally, academic and practical implications were disscued in detail.
第一章、緒論
1.1 研究背景及動機------- 1
1.2 研究目的------------ 3
1.3 研究流程------------ 4
第二章 文獻探討
2.1領導定義------------- 5
2.1.1 領導演進---------- 5
2.1.2 轉換型領導風格----- 5
2.2 組織信任------------ 8
2.2.1 信任的意涵-------- 8
2.3 心理契約------------ 10
2.3.1 心理契約的建構與意涵 10
2.3.2 心理契約的相關研究-- 12
2.3.3 心理契約的特性----- 13
2.4 職業承諾------------ 15
2.5 轉換型領導、職業承諾與組織信任-17
2.6心理契約實現、組織信任與職業承諾 19
第三章 研究設計方法
3.1 研究架構------------ 21
3.2 研究對象與程序------- 21
3.3研究變數定義與衡量---- 22
第四章 實證研究結果
4.1 敘述性統計---------- 26
4.2 信、效度分析及相關分析 27
4.3 探索性因素分析------- 28
4.4 組織信任對轉換型領導與職業承諾的中介效果分析----- 33
4.5 心理契約實現對組織信任與職業承諾的干擾效果分析--- 34
第五章 結論與管理意涵
5.1結論----------------- 37
5.2 管理意涵------------ 39
5.3 後續研究------------ 40
中文文獻
吳明隆(民94)。SPSS統計應用學習實務:問卷分析與應用統計。台北市:知城數位科技。
李青芬、李雅婷、趙慕芬 譯(民95)。組織行為學。台北市:華泰文化事業股份有限公司。
林鉦棽、蕭淑月、何慧清(民94)。社會交換理論觀點下組織支持、組織知識分享行為與組織公民行為相關因素之研究:以信任與關係為分析切入點。人力資源管理學報,5,1,77- 110。
陳怡婷(民96)。全職員工對非典型勞動工作者知覺、心理契約違反、信任與工作態度行為之關聯性研究。國防大學管理學院資源管理研究所。
黃家齊(民91)。人力資源管理活動認知與員工態度、績效之關聯性差異分析-心理契約與社會交換觀點。管理評論,21,4,101-127。
戴坤輝(民90)。轉換型領導、交易型領導、信任、工作滿足及組織承諾之關聯性研究—組織自尊的干擾效果。國防大學管理學院資源管理研究所。
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