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研究生:戴慧中
研究生(外文):Hui-Chung Tai
論文名稱:家族企業接班人之接班承諾、人格特質與組織公民行為之相關研究
論文名稱(外文):A study of the relationships among successors'' succession commitment, personality, and organizational citizenship behavior
指導教授:張文菁張文菁引用關係
指導教授(外文):Wen-Ching Chang
學位類別:碩士
校院名稱:靜宜大學
系所名稱:企業管理研究所
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:2010
畢業學年度:98
語文別:中文
論文頁數:115
中文關鍵詞:人格特質組織公民行為接班承諾
外文關鍵詞:personalityorganizational citizenship behaviorsuccession commitment
相關次數:
  • 被引用被引用:2
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  • 收藏至我的研究室書目清單書目收藏:1
所謂家族企業係指在組織內,若主要成員與其之間有親屬關係,就可稱之為家族企業。接班承諾是從組織承諾發展而來,在本研究中將接班承諾分為四類:1、情感性承諾;2、規範性承諾;3、估算性承諾;4、命令式承諾。其意涵為家族成員認同組織目標及價值,並願意為效力且存在情感依附。組織公民行為在近年來逐漸受到組織之重視,這是由於組織公民行為是一種正向行為、對組織有所助益,而接班人此行為可為組織中提供潤滑,且組織公民行為也已經成為企業發展之重要因素。人格是個體在與他人相處間所表現出的個人特質,而個體行為模式可靠過去行為預測。而本研究加入五大人格特質作為調節變數,目的是在於了解接班人之接班承諾與組織公民行為是否會因為接班人之既有人格而受到影響。
本研究共發放120份問卷,剔除未完整填答者18份,有效問卷共計102份,有效問卷回收率為85%,並採用階層線性模式進行本研究之分析與驗證。經過實證分析後,研究結果如下:
一、接班承諾與組織公民行為呈現正向影響。
二、五大人格特質對接班承諾與組織公民行為關係具有部份調節作
用。
The family firm means the leading members has the ties of relationship with the firm, may call it the family firm. Succession commitment is evolved from the organizational commitment, this research is divided into four categories: 1.Affective Commitment; 2.Normative Commitment; 3.Calculative Commitment; 4.Imperative commitment. The implications for the family members agree that organizational goals, values and is willing to do effect and has the emotion attachment. Organizational citizenship behavior is taken serious by organization on recently years. This is due to organizational citizenship behavior is a positive behavior, and it could be useful to the organization. The successors of this behavior can be beneficial for the organization, and organizational citizenship behavior has become an important factor in enterprise development. Personality is the personal characteristics displays when the individual get along with others. The reliability of individual behavior patterns over the past behavior prediction. This study added five personality traits as a moderator. The goal is to understand the succession of the succession commitment and organizational citizenship behaviors as successors of both will be affected by personality.
In this study, 120 questionnaires were distributed, excluding the 18 respondents had not complete, a total of 102 valid questionnaires, response rate was 85%. And conducted using hierarchical linear model analysis and validation of this study. The empirical analysis, the results are as follows:
1. Commitment and organizational citizenship behavior succession display positively.
2. Personality traits on the succession relationship commitment and organizational citizenship behaviors have some regulatory role.
目錄
摘要 I
Abstract II
目錄 III
表目錄 V
圖目錄 VIII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 接班承諾 5
第二節 組織公民行為 17
第三節 五大人格特質 24
第四節 假設推導 28
第三章 研究方法 35
第一節 研究架構 35
第二節 變數之操作性定義描述 36
第三節 分析方法 39
第四節 問卷設計與衡量 41
第四章 實證研究分析與結果 54
第一節 描述性統計分析 54
第二節 差異性分析 57
第三節 相關分析 59
第四節 階層線性迴歸 61
第五節 研究結果與假說總覽 81
第五章 結論與建議 83
第一節 結論 83
第二節 理論與實務意涵 85
第三節 研究限制 87
參考文獻 88
附錄 102































表目錄
表2-1 組織承諾之定義 11
表2-2 組織承諾對個人及組織的影響 13
表2-3 組織承諾的分類及其定義表 14
表2-4 組織公民行為定義 19
表2-5 人格五因素規準表 27
表3-1 五大人格特質意義與特徵 38
表3-2 接班承諾各個構面之題項內容與量表來源 41
表3-3 接班承諾因素分析摘要表 43
表3-4 接班承諾信度分析表 44
表3-5 組織公民行為各個構面之題項內容與量表來源 45
表3-6 組織公民行為因素分析摘要表 46
表3-7 組織公民行為信度分析表 47
表3-8 五大人格特質各個構面之題項內容與量表來源 48
表3-9 五大人格特質因素分析摘要表 52
表3-10 五大人格特質信度分析表 53
表4-1 樣本基本資料分析表 54
表4-2 差異性分析表 57
表4-3 各變數之平均數、標準差與相關係數 60
表4-4 接班承諾、組織公民行為與外向性之關係 62
表4-5 接班承諾、組織公民行為與親和性之關係 66
表4-6 接班承諾、組織公民行為與勤勉審慎性之關係 70
表4-7 接班承諾、組織公民行為與神經質之關係 74
表4-8 接班承諾、組織公民行為與開放性之關係 78
表4-9 本研究假說結果 81


圖目錄
圖1-1 本研究流程圖 4
圖3-1 研究架構 35
圖4-1 外向性對情感性承諾與組織公民行為之調節效果 63
圖4-2 外向性對規範性承諾與組織公民行為之調節效果 63
圖4-3 外向性對估算性承諾與組織公民行為之調節效果 64
圖4-4 親和性對情感性承諾與組織公民行為之調節效果 67
圖4-5 親和性對規範性承諾與組織公民行為之調節效果 67
圖4-6 親和性對估算性承諾與組織公民行為之調節效果 68
圖4-7 親和性對命令式承諾與組織公民行為之調節效果 68
圖4-8 勤勉審慎性對情感性承諾與組織公民行為之調節效果 71
圖4-9 勤勉審慎性對規範性承諾與組織公民行為之調節效果 71
圖4-10 勤勉審慎性對估算性承諾與組織公民行為之調節效果 72
圖4-11 勤勉審慎性對命令式承諾與組織公民行為之調節效果 72
圖4-12 神經質對情感性承諾與組織公民行為之調節效果 75
圖4-13 神經質對規範性承諾與組織公民行為之調節效果 75
圖4-14 神經質對估算性承諾與組織公民行為之調節效果 76
圖4-15 神經質對命令式承諾與組織公民行為之調節效果 76
圖4-16 開放性對情感性承諾與組織公民行為之調節效果 79
圖4-17 開放性對規範性承諾與組織公民行為之調節效果 79
圖4-18 開放性對估算性承諾與組織公民行為之調節效果 80
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