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研究生:林宗濱
研究生(外文):Lin Zong Bin
論文名稱:授權領導與組織認同關係之研究
論文名稱(外文):The relationship between empowering leadership and organizational identification
指導教授:段宜祥段宜祥引用關係
學位類別:碩士
校院名稱:開南大學
系所名稱:國際企業學系
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:2010
畢業學年度:98
語文別:中文
論文頁數:73
中文關鍵詞:授權領導組織認同
外文關鍵詞:empowering leadershiporganizational identification
相關次數:
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本研究主要目的在探討授權領導與組織認同之關係。本研究中以授權領導做為自變數,組織認同做為依變數,控制變數為組織聲望及職位階級,干擾變數為年資及學歷,本研究認為,主管授權領導之程度越高,則員工對組織認同感受程度越高;授權領導與組織認同之關係,會因年資及學歷不同而有差異。
本研究之研究對象為量販業、電子業及醫療製造業之員工,採用的研究方法為調查法,共計發出500份問卷,回收份數350份,有效份數209份,有效回收率為41.8%,經相關分析及迴歸分析等實證發現,授權領導程度越高,組織認同程度也會越高。在授權領導之各構面中,又以表達關心最為重要,就是說主管表達關心程度越高,員工對組織認同程度越高。至於授權領導與組織認同之關係並不會因為年資及學歷之不同有顯著差異。本研究對此一結果進行討論,並進一步提出管理運用與後續研究之建議。

關鍵詞:授權領導、組織認同
The purpose of this study is to explore the relationship between empowering leadership and organizational identification. In this study, the independent variable is empowering leadership, dependent variable is organizational identification, control variables are organizational prestige and position of job, and moderating variables are tenure and education. This study finds a positive correlation between the degree of empowering leadership and employees` degree of organizational identification. The relationship between empowering leadership and organizational identification is difference between different tenure and education.
The participants in this study are from the employees of hyper-market, electronic industry and medical manufacturing industry. This research is quantitative-based and employs survey as the research method. 350 questionnaires out of the 500 sent out were collected with an effective returns-ratio of 41.8% on 209 in number.
The results from the correlation analysis, regression analysis, and other methods find out that the higher the degree of empowering leadership the higher the degree of organizational identification. On the dimensions of empowering leadership, the most important one is showing concern. On the other hand, different tenure and education do not have significantly moderating effect on empowering leadership and organizational identification.
According the results, further suggestion on management implications and future researches are brought up.

Keywords:Empowering leadership、Organizational identification
目 錄

摘要………………………………………………………… I
Abstract……………………………………………………. II
誌謝………………………………………………………… III
目錄………………………………………………………… IV
表目錄……………………………………………………… VI
圖目錄……………………………………………………… VIII
第一章 緒論 …………………………………... 1

第一節 研究背景與問題……………….. 1
第二節 研究目的……………………….. 4
第三節 研究範圍……………………….. 5

第二章 文獻探討 …………………………………... 6

第一節 授權領導……………………….. 6
第二節 組織認同……………………….. 16

第三章 研究方法 …………………………………... 22

第一節 研究架構……………………….. 22
第二節 研究假設……………………….. 23
第三節 研究變項的定義與衡量………. 24
第四節 研究樣本……………………….. 26
第五節 分析方法……………………….. 26

第四章 實證分析 …………………………………... 28

第一節 敘述性統計分析……………….. 28
第二節 獨立樣本t檢定………………… 32
第三節 變異數分析…………………….. 35
第四節 Pearson相關分析………………. 44
第五節 多元迴歸分析………………….. 46

第五章 結論與建議 …………………………………... 55

第一節 結論……………………………... 55
第二節 研究限制……………………….. 56
第三節 建議……………………………... 56
參考文獻 …………………………………... 58
附錄 …………………………………... 71

表 目 錄

表 4-1 性別之敘述性統計分析…………………….. 28
表 4-2 年齡之敘述性統計分析…………………….. 28
表 4-3 婚姻之敘述性統計分析…………………….. 29
表 4-4 月薪之敘述性統計分析…………………….. 29
表 4-5 學歷之敘述性統計分析…………………….. 30
表 4-6 工作屬性之敘述性統計分析………………. 30
表 4-7 職位階級之敘述性統計分析………………. 30
表 4-8 衡量題項之敘述性統計分析………………. 31
表 4-9 性別之獨立樣本t檢定分析………………... 32
表 4-10 婚姻之獨立樣本t檢定分析………………... 33
表 4-11 工作屬性之獨立樣本t檢定分析………….. 34
表 4-12 年齡之變異數分析………………………….. 35
表 4-13 年齡對授權領導各構面之變異數分析……. 36
表 4-14 月薪之變異數分析………………………….. 38
表 4-15 月薪對授權領導各構面之變異數分析……. 39
表 4-16 工作屬性之變異數分析…………………….. 41
表 4-17 工作屬性對授權領導各構面之變異數分析 42
表 4-18 職位階級之變異數分析…………………….. 43
表 4-19 職位階級對授權領導各構面之變異數分析 43
表 4-20 授權領導與組織認同之相關分析…………. 45
表 4-21 授權領導之迴歸分析……………………….. 46
表 4-22 以身作則之迴歸分析……………………….. 47
表 4-23 參與決策之迴歸分析……………………….. 47
表 4-24 指導之迴歸分析…………………………….. 48
表 4-25 告知之迴歸分析…………………………….. 48
表 4-26 表達關心之迴歸分析……………………….. 48
表 4-27 以年資為干擾變數之迴歸分析……………. 49
表 4-28 以學歷為干擾變數之迴歸分析……………. 49
表 4-29 以身作則與組織認同之關係以年資為干擾變數之迴歸分析…………………………….. 50
表 4-30 參與決策與組織認同之關係以年資為干擾變數之迴歸分析…………………………….. 50
表 4-31 指導與組織認同之關係以年資為干擾變數之迴歸分析………………………………….. 51
表 4-32 告知與組織認同之關係以年資為干擾變數之迴歸分析………………………………….. 51
表 4-33 表達關心與組織認同之關係以年資為干擾變數之迴歸分析…………………………….. 51
表 4-34 以身作則與組織認同之關係以學歷為干擾變數之迴歸分析…………………………….. 52
表 4-35 參與決策與組織認同之關係以學歷為干擾變數之迴歸分析…………………………….. 52
表 4-36 指導與組織認同之關係以學歷為干擾變數之迴歸分析………………………………….. 53
表 4-37 告知與組織認同之關係以學歷為干擾變數之迴歸分析………………………………….. 53
表 4-38 表達關心與組織認同之關係以學歷為干擾變數之迴歸分析…………………………….. 54

圖 目 錄

圖 3-1 …………………………………………………. 18
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