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研究生:曾美屘
研究生(外文):Tseng Mei-Man
論文名稱:回饋環境、工作績效與組織層級交換關係之研究--以某區域醫院為例
論文名稱(外文):The Relationships among Feedback Environment, Job Performance, and Leader-Member Exchange:A Study of a Regional Hospital in Yilan
指導教授:林誠林誠引用關係
學位類別:碩士
校院名稱:佛光大學
系所名稱:管理學系
學門:商業及管理學門
學類:財務金融學類
論文種類:學術論文
論文出版年:2009
畢業學年度:97
語文別:中文
中文關鍵詞:主管回饋環境主管與部屬交換關係任務績效組織公民行為職場偏差行為
外文關鍵詞:supervisor feedback environmentleader-member exchangetask performanceorganizational citizenship behaviorworkplace deviance behavior
相關次數:
  • 被引用被引用:5
  • 點閱點閱:415
  • 評分評分:
  • 下載下載:113
  • 收藏至我的研究室書目清單書目收藏:1
最近相關的研究指出主管回饋環境會正向影響員工工作態度(即,工作滿足、組織承諾)與及工作行為(即,任務性績效、組織公民行為),但較少文獻探究主管回饋環境與員工偏差行為之關係。而國內有關回饋環境與員工自發性行為之研究尚付諸如闕。因此,本研究目的在探討主管回饋環境與工作績效(即,任務性績效、組織公民行為與員工偏差行為)之關係,並導入領導與部屬交換關係為中介變項,以檢視三者之關係。本研究以個案醫院的202位員工與其直屬主管所配對的橫斷面資料為樣本,採用階層式回歸分析來驗證假設模型。
研究結果顯示(1)主管回饋環境會直接正向影響員工的任務性績效與組織公民行為;且主管與部屬交換關係也扮演者中介間接影響效果。(2)主管回饋環境只有負向影響組織偏差行為,但對人際偏差行為卻無影響;且主管與部屬交換關係並無中介效果的存在。理論與管理上的意涵,亦在本文中加以討論。
Recent research has demonstrated that supervisor feedback environment has a positive effect on employee’ job attitudes (i.e., job satisfaction, organizational commitment) and workplace behaviors (i.e., task performance, organizational citizenship behavior; OCB). However, a scatter of research has examined the relationship between supervisor feedback environment and employee deviant behaviors, and little has been done empirically to examine the relationship between feedback environment and employee discretionary behaviors in Taiwan. Therefore, the purpose of this study is to investigate the relationship between supervisor feedback environment and job performance (i.e., task performance, organizational citizenship behavior, deviant behaviors) and to examine the mediating role playing by leader-member exchange (LMX).
Data were collected from 202 subordinate-supervisor dyads in regional hospital in Yilan. We used hierarchical regression analysis to test our hypotheses.
Results showed that (1) supervisor feedback environment both directly positively influenced employee task performance and OCB, and had an indirect effect through LMX, and (2) supervisor feedback environment only had negatively influenced organizational deviance, but no influenced the interpersonal deviance; the LMX had no intermediary mechanism in the supervisor feedback environment-employee deviance relationship. The implication of this study’s results was discussed.
目 次
中文摘要 I
ABSTRACT II
目 錄 III
圖目錄 V
表目錄 VI
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題與目的 4
第三節 研究流程 6
第四節 論文結構 7
第二章 文獻探討 9
第一節 回饋環境 9
第二節 工作績效 12
第三節 回饋環境與工作績效之關係 18
第四節 組織層級交換關係 22
第五節 組織層級交換關係之中介效果 23
第三章 研究設計與方法 27
第一節 研究變項操作性定義 27
第二節 研究架構與研究假設 30
第三節 研究工具 32
第四節 研究對象與抽樣方式 42
第五節 資料分析方法 43
第四章 研究結果 45
第一節 研究變項敘述性統計分析 45
第二節 信度分析 47
第三節 相關分析 47
第四節 研究假說之驗證 50
第五章 結論與建議 61
第一節 研究結論 61
第二節 管理意涵 64
第三節 研究限制 65
第四節 研究建議 66
文獻参考 67
一、中文部份 67
二、英文部份 67
附錄一 72
問卷 72
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任孝鵬,領導-部屬交換關係(LMX)的回顧與展望。心理科學發展,
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陳建承,員工知覺的組織支持與工作績效間的中介模型研究。管理學報,
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莊璦嘉、林惠彥,個人與環境適配對工作態度與行為之影響。臺灣管理
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葉桂珍、汪美香,資訊管理專業人員之專案團隊認同與其工作壓力及工
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影響:調查法及實驗法。台大管理論叢,18卷2期(2008年6月),
頁27-62。

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