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研究生:高子倫
研究生(外文):Kao, TZU-LUN
論文名稱:轉換型領導的效果:歸因的中介效果分析
論文名稱(外文):The effects of transformational leadershp: The mediation effec analysis of attribution
指導教授:林鉦棽林鉦棽引用關係
指導教授(外文):Lin,Cheng-Chen
學位類別:碩士
校院名稱:國立屏東科技大學
系所名稱:企業管理系所
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:2009
畢業學年度:97
語文別:中文
論文頁數:71
中文關鍵詞:轉換型領導歸因組織關懷利他印象管理認同
外文關鍵詞:transformational leadershipattributionorganizational carealtruismimpression managementidentification
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以往對轉換型領導的研究,多半著重在其與領導者本身、組織績效的提升,或是認同之間的關聯,較少人研究員工對於領導者的轉換型行為會有何種歸因。在本研究中,為了更瞭解員工對於領導行為的看法,因此在轉換型領導與領導者認同、組織認同之間,加入了員工的歸因,以得知員工認為領導者的行為目的是為了利己還是利人,並且瞭解歸因又會如何影響員工對於領導者或是身處的組織之認同程度。綜合上述目的,本研究將員工的歸因設為中介變數,共包含三項,分別是(1)組織關懷歸因、(2)利他歸因,以及(3)印象管理歸因。本研究以高雄的報關行作為研究樣本,採用發放問卷的方式來檢驗假設。經過檢驗假設後,得到結果如下:主效果方面,轉換型領導對於員工的領導者認同以及組織認同具有顯著且正向的影響。中介效果方面:(1)組織關懷歸因在轉換型領導行為與員工的領導者認同、組織認同之間,具有中介效果;(2)利他歸因在轉換型領導行為與員工的領導者認同、組織認同之間,具有中介效果;(3)轉換型領導顯著且負面影響印象管理,顯著正面影響領導者認同,皆與假設之方向相反;與組織認同之間的關係則是不顯著,故中介不成立。文末將依據本研究的結果加以討論並提出相關意涵、研究限制與對後續研究的建議。
In the past studies of transformational leadership (TFL), researchers usually focused on the leader himself / herself, increasing of organizational performance, or the relationships between the identification toward the leaders and the organizations which the employees belong to. There are few studies about the employees’ attribution about the leaders’ TFL behaviors. In this study, we add “attributions” into the process between TFL and identification as mediators. The mediator in this study is composited of three different variables, which are “organizational care,” “altruism,” and “impression management.” We chose the custom brokers in Kaohsiung as our target, and then used questionnaires to collect data. As a result, we reveal that the main effect: TFL has significant and positive effects on employees’ identification toward their leader (personal identification) and toward their organization (organizational identification). From the aspect of attributions, the results are as follows: (1) Organizational care mediates between TFL and identification toward leader and organization. (2) Altruism attribution mediators between TFL and identification toward leader and organization. (3)TFL has significant and negative effects on impression management attribution; however, impression management has significantly and positively effects on personal identification, but not significantly on organizational identification. In the end, we indicate the limitation and give further directions base on our study.
摘要 I
Abstract II
謝誌 III
目錄 V
圖表索引 VI
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與貢獻 3
第貳章 文獻探討 4
第一節 轉換型領導 4
第二節 認同 8
第三節 歸因 10
第四節 假設推導 18
第五節 研究假設與架構 24
第參章 研究方法 26
第一節 研究對象與資料收集 26
第二節 研究變數的測量 28
第三節 LISREL模式比較 30
第肆章 研究分析與結果 36
第一節 相關分析 36
第二節 迴歸分析 38
第伍章 結論與建議 52
第一節 研究結果與討論 52
第二節 研究意涵 55
第三節 研究限制與建議 56
參考文獻 58
附錄一 68
作者簡介 71


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