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研究生:蔡賢培
研究生(外文):Hsien-pei Tsai
論文名稱:領導模式、情緒智商與組織承諾對工作績效之影響-以泰國銷售人員為例
論文名稱(外文):THE RELATIONSHIP AMONG LEADERSHIP STYLES, EMOTIONAL QUOTIENT AND ORGANIZATIONAL COMMITMENT ON JOB PERFORMANCE: A STUDY OF SALESPEOPLE IN THAILAND
指導教授:紀信光紀信光引用關係
指導教授(外文):Hsin-kuang Chi
學位類別:碩士
校院名稱:南華大學
系所名稱:企業管理系管理科學碩博士班
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:英文
論文頁數:94
外文關鍵詞:Organizational CommitmentSalespeopleLeadership StylesJob PerformanceEmotional Quotient
相關次數:
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  The research aimed to study the relation among leadership styles, organizational commitment and emotional quotient which affect salespeople’s job performance. The study examined the relationship through transformational and transactional leadership styles which influenced job performance by mediating the effect of organizational commitment and also explored the moderating role of emotional quotient on the relationship between leadership styles and job performance. By using survey method a sample of 186 salespeople in Thailand, the result showed that organizational commitment was partial mediating the relationship between leadership styles and job performance. Similarly, emotional quotient of salespeople was partial moderating the relationship between leadership styles and job performance. Implications for research and practice of this finding are discussed.
CHAPTER ONE: INTRODUCTION.................................1
1.1 Research Background and Motivation....................1
1.2 Purpose of study and the Scope of the study ..........4
1.3 Important of study ...................................5
1.4 Research Procedure....................................6
1.5 Research Structure ...................................7
 
CHAPTER TWO: LITERATURE REVIEW............................8
2.1 Theory of Leadership Styles...........................8
2.1.1 Definition of Leadership Styles.................8
2.1.2 Transactional and Transformational Leadership..11
2.1.3 Leadership Styles and Job performance..........13
2.2 Theory of Organizational Commitment..................15
2.2.1 Definition of Organizational Commitment........15
2.2.2 Leadership Styles and Organizational Commitment16
2.2.3 Organizational Commitment and Job Performance.17
2.3 Theory of Emotional Quotient.........................18
2.3.1 Definition of Emotional quotient...............18
2.3.2 Leadership Styles and Emotional Quotient.......25
2.3.3 Emotional Quotient and Job Performance.........26
  
CHAPTER THREE: RESEARCH DESIGN AND METHODOLOGY..............27
3.1 The Conceptual Model.....................27
3.2 Test Hypotheses..........................28
3.3 Research Design..........................29
3.3.1 Leadership styles......................29
3.3.2 Organizational Commitment..............31
3.3.3 Emotional Quotient.....................33
3.3.4 Job Performance........................34
3.3.5 Translation............................36
3.4 Pilot Test ..............................37
3.5 Sampling Plan............................37
3.6 Data Analysis Procedures.................38
3.6.1 Descriptive Statistic Analysis.........38
3.6.2 Reliability of the Measurement Variables..38
3.6.3 Pearson Correlation Coefficient........38
3.6.4 T-test.................................38
3.6.5 One-way Analysis of Variance (ANOVA)...38
3.6.6 Linear Regression Analysis.........39
  
CHAPTER FOUR:RESULTS OF THE RESEARCH.....40
4.1 Reliability Test.....................40
4.2 Descriptive Analysis.................41
4.1.2 Characteristics of Respondents.................41
4.3 Correlation Analysis for the interrelationships among Leadership Styles, Organizational Commitment, Emotional Quotient and Job Performance.............43
4.4 Emotional Quotient Based on Demographic Variables. 46
4.4.1 Emotional Quotient and Gender........46
4.4.2 Emotional Quotient and Marital Status...47
4.4.3 Emotional Quotient and Age.........48
4.4.4 Emotional Quotient and Education...49
4.5 Mediating Role of Organizational Commitment on the
Relationship between Leaderships Style and Job Performance............................50
4.6 Moderating Role of Emotional Quotient on the relationship between Leaderships Styles and Job
Performance............................53
4.7 Hypotheses testing results.........55
  
CHAPTER FIVE:CONCLUSIONS AND SUGGESTIONS ..........57
5.1 Research Conclusions and Discussions...........57
5.2 Research Contributions.............61
5.3 Limitations and Future Research Directions............61
  
REFERENCES ...........63
  
APPENDIXES............78
Appendix A: Questionnaire in English Language..............79
Appendix B: Questionnaire in Thai Language .............86
  
Biography.............94
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