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研究生:林娟如
研究生(外文):Jyuan-ru Lin
論文名稱:人格特質及團隊凝聚力對主管與部屬交換關係影響之跨層次研究:以印象管理為中介變項
論文名稱(外文):A Cross-level Study of the Relationships among Personality Trails, Group Cohesion, and LMX: The Mediating Role of Impression Management
指導教授:翁良杰翁良杰引用關係
指導教授(外文):Liang-chieh Weng
學位類別:碩士
校院名稱:靜宜大學
系所名稱:國際企業學系研究所
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:2008/06/
畢業學年度:96
語文別:中文
論文頁數:95
中文關鍵詞:主管與部屬交換關係階層線性模式印象管理人格特質團隊凝聚力
外文關鍵詞:Personality TrailsLMXImpression managementHLMGroup Cohesion
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過去公營銀行在經營及管理等各方面,受到法令限制且必須擔負政策性任務。面對金融業日趨不景氣的大環境,壟斷所擁有的優勢逐漸流失,公營銀行若欲保有良好的經營效率與競爭力,民營化之路勢在必行。民營化政策包含了自由化與解除管制,這些改變對於整個組織及一向被視為金飯碗的銀行員工,必定帶來相當程度的衝擊與不安。以本研究個案銀行為例,配合政府民營化措施,於2003年改制為民營銀行,其伴隨而來的影響至少可從兩層面來論述。首先,為帶動企業整體競爭力提升,分行與分行間的績效評比變得比過去更加重要,因此概念上我們將不同分行視為不同工作團隊;其次,員工被迫改變舊有的態度與行為,他們體認到同事之間是競爭的,組織內印象整飾逐漸浮上台面。
隨跨層次分析技術漸趨成熟,跨層次實證研究近年來受到組織行為研究者的提倡。因此,本研究承上述論點出發,配合不同人格特質,探討部屬印象管理管行為是否能有效改善與主管交換品質。並納入團隊層次各分行之團隊凝聚力變項,組成多層次分析模式,進一步討論系絡因素對個體行為影響力。研究對象為台中縣市23家合作金庫分行。為避免共同方法變異,分別從主管與員工的兩個來源取得樣本,一共收集228份完整配對資料,採用SPSS、LISREL及HLM進行分析。
研究結果顯示,部屬之人格特質及印象管理對於主管與部屬交換關係有顯著正向預測效果;人格特質也將進一步透過印象管理的中介效果,正向影響主管與部屬交換關;團隊層次之團隊凝聚力則在印象管理及主管與部屬交換關係之間扮演調節的角色,其中,高團隊凝聚力能降低印象管理行為對交換關係的影響力。研究結果提供了各分行的管理者追求與下屬達成良好交換關係一個方向,首先,組織應廣為招募外向性、宜人性及嚴謹性較高的成員組成服務團隊,但這些特質明顯員工,較重視印象管理,可能會將心思花在工作之外的角色,主管應特別留意,組織也應確保管理制度上的公平性,另一方面,管理者思考如何提升工作團隊凝聚力,以降低員工印象管理行為所產生的效益。
In the past, the publicly-owned banks were restricted by law and had to take certain missions of government policy. In the face of the depressed environment of financial industry, they lose the monopoly power gradually. To maintain operational efficiency and competitiveness under such circumstances, the way of privatization is imperative. It includes liberalization and deregulation. Because of this policy, many employees will not be hired for their entire lives by business which became private. In this way, those workers must feel unhappy and uneasy. Take Taiwan Cooperative bank for example. It was privatized in 2003 as part of the program of government’s privatization policy, and its effects could be considered in at least two aspects. First, Taiwan cooperative bank will become more competitive through competition among branches. Therefore, we can see a branch of Taiwan cooperative bank as a work team conceptually. Second, employees are forced to change their attitudes and behaviors. They realize the competition among the colleagues and impression management appears in the organization.
With mature techniques, the cross-level analysis studies have been recommended by organizational behavior researcher in recent years. Following these points mentioned above, we develop a cross-level analysis model and examine the process (mediation and moderation) linking subordinates’ personality trails and LMX. Data for this study were obtained from 23 Taiwan Cooperative banks located in Taichung. To prevent the common method variance, we got samples from two sources and 228 survey packages were adopted. Then we use SPSS, LISREL, and HLM to analyze the data.
Results suggest that personality trail positive affect LMX, impression management moderates personality trail and LMX relationship, and group cohesion mediates impression management and LMX relationship. However, high group cohesion reduces the positive effect between impression management and LMX. It provides managers a way to develop good relationship with their subordinates. First, they should recruit employees who have high extraversion, agreeableness, and conscientiousness personality trails. But, these employees may pay attention to their impression management instead of hard work. Managers should be careful. On the other hand, it is worthy of thinking how to increase the group cohesion. High group cohesion can reduce the effects which result from impression management.
摘要 I
Abstract III
謝誌 V
目錄 VI
表目錄 VIII
圖目錄 IX
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 5
第二章 文獻探討 6
2.1 人格特質 6
2.2 印象管理 13
2.3 主管與部屬交換理論 23
2.4 團隊凝聚力 31
第三章 研究方法 38
3.1 研究架構 38
3.2 研究假設 39
3.3 研究對象 45
3.4 研究變數定義與衡量工具 46
3.5 資料收集 49
3.6 資料分析 50
第四章 研究結果 54
4.1 敘述統計分析 54
4.2 信度與效度分析 55
4.3 內部一致性分析 63
4.4 相關分析 64
4.5 階層線性模式分析 66
第五章 結論與建議 73
5.1 研究結論 73
5.2 研究建議 75
參考文獻 80
附錄1 90
附錄2 92
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