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研究生:余憶如
研究生(外文):Yi-Ru Yu
論文名稱:領導者與成員交換關係與職場友誼之關聯性研究-以自我揭露為中介變項
論文名稱(外文):The Relationship Between LMX and Workplace Friendship–The Mediating Role of Self-disclosure
指導教授:吳成豐吳成豐引用關係鍾燕宜鍾燕宜引用關係
指導教授(外文):Chen-fong WuYen-yi Chung
學位類別:碩士
校院名稱:靜宜大學
系所名稱:管理碩士在職專班
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:64
中文關鍵詞:領導者成員交換關係職場友誼自我揭露
外文關鍵詞:Workplace friendshipSelf-disclosureLeader-members exchange (LMX)
相關次數:
  • 被引用被引用:2
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過去研究證實領導者與成員交換關係(LMX)對於工作滿意、組織承諾均有顯著正相關,然而領導者與成員之間的關係品質高低是否會影響該成員與同事之間的職場友誼,過去研究甚少提及亦無定論。因此,本研究主要目的在探討員工知覺的LMX關係品質與其職場友誼之關連性,並探討自我揭露是否會對LMX與員工職場友誼關係產生中介效果。本研究採便利抽樣法,以台灣地區臺中縣轄7所鄉(鎮)公所200名員工為受測對象,有效問卷163份。結果顯示,員工知覺到較高品質之LMX關係,其感受到與同事之職場友誼愈高,且員工知覺的LMX與員工職場友誼之正向關係會透過自我揭露而達成;亦即當員工擁有較高品質之LMX關係時會透過與同事之自我揭露,進而提高自已與同事間的友誼。領導人若致力於提高LMX關係品質以期改善員工職場友誼,意謂者領導人將需投注大量精力,由於領導者時間、資源有限,因此建議以增加圈內人(高品質LMX員工)與同事間自我揭露之方法來提高員工職場友誼,以進一步增進員工工作績效。
Past research has found the leader-member exchange (LMX) had a significant positive correlation for job satisfaction, organizational commitment, however, in the past few mentioned that there is no conclusive research for the level of relationship quality between leaders and members will affect the members and colleagues in the workplace friendship. Therefore, this study aimed to investigate whether the perception of LMX relationship quality related workplace friendship, and this study was to explore whether self-disclosure would be the mediating role of the relationship between LMX and workplace friendship.

In this study, convenience sampling method in Taiwan, Taichung County, seven township’s offices of 200 employees as subjects, 163 effective questionnaires. The results showed that employees who perceived higher quality LMX relationships, their sense of higher workplace friendship with colleagues, and employee perception of the positively relationship between LMX and workplace friendship will be mediated by self-disclosure; that is when employees have more high-quality LMX relationships with colleagues through the self-disclosure, and thus enhance the friendship between himself and colleagues.

If the leaders committed to improving the quality of LMX relationships to improve employee’s workplace friendship, means are the leaders will be required to put in a lot of energy. As the leader in limited time and resources, it is proposed to increase the “in-group” employees’ (high-quality LMX employees) and colleagues’ workplace friendship by self-disclosure, and to further enhance job performance.
第一章 緒論 1
第一節 研究動機與目的 1
第二節 研究問題重要性 3

第二章 文獻回顧 4
第一節 LMX對職場友誼之影響 4
第二節 自我揭露對職場友誼之影響 8
第三節 LMX對自我揭露之影響 12
第四節 自我揭露對領導者與成員交換關係與職場友誼之中介效果 14

第三章 研究方法 16
第一節 研究變數之操作型定義與衡量 16
第二節 研究架構 20
第三節 研究假設 21
第四節 樣本資料與蒐集 22
第五節 資料分析方法與分析架構 23

第四章 資料分析與結果 27
第一節 樣本基本資料分析 27
第二節 皮爾森相關分析 29
第三節 信度與效度分析 30
第四節 研究假設之檢驗 35

第五章 研究結論與建議 41
第一節 研究結論 41
第二節 管理意涵 43
第三節 研究限制 45
第四節 未來研究建議 46
參考文獻 47
附錄:問卷 55
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