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研究生:呂志昌
研究生(外文):Lu, Zhichang
論文名稱:轉換型領導對國軍同仁組織承諾的影響:以調節焦點為中介變數
論文名稱(外文):A Research of Transformational Leadership Affect on Organizational Commitment of Army Employees:Regulatory Focus as a Intervening Variable
指導教授:曾信超曾信超引用關係
指導教授(外文):Zeng, Xinchao
口試委員:顏義文歐嘉瑞
口試委員(外文):Yan, YiwenOu, Jiarui
口試日期:2011-05-28
學位類別:碩士
校院名稱:長榮大學
系所名稱:高階管理碩士在職專班
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2011
畢業學年度:99
語文別:中文
論文頁數:82
中文關鍵詞:組織承諾轉換型領導調節焦點
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領導者係組織中的重要角色,依據領導者的領導模式將對組織的願景產生重大影響。領導者的目的係為帶領組織迎向更好的目標與願景,並凝聚組織成員的共識與士氣,以因應現今快速變遷的社會環境,使組織於未來中得以成長。為了使組織成員對組織充滿抱負及認同感,並對組織願景具有期望及希望之價值觀,本研究以調節焦點為中介變數,探討轉換型領導於組織承諾間之影響,並以國防部600名之國軍同仁為研究對象,再以社會科學統計軟體程式進行問卷統計資料分析。
研究結果顯示,以轉換型領導模式帶領國軍同仁情況下,國軍同仁對於情感性承諾與持續性承諾為正相關;反之對於規範性承諾並不具任何相關性。誘發國軍同仁之增進焦點會顯著正向影響情感性承諾;然而誘發預防焦點則對持續性承諾及規範性承諾具顯著正向影響。領導者於轉換型領導模式下,預防焦點對持續性承諾與規範性承諾間,不具任何正向中介影響。本研究亦指出領導者若展現高理想及高道德,即提升領導者本身之魅力影響,亦有助於國軍同仁增強增進焦點之作用。轉換型領導者若能於主管面前展現自信及前瞻視野,即可增加主管對於導者的信任,並認同領導者的作為。然而研究中所分析各構面因素與轉換型領導者型態之關係,可提供軍方體系對於未來願景發展及永續經營之參考。

摘要 I
Abstract II
目錄 III
表目錄 V
圖目錄 VII
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 轉換型領導 5
第二節 組織承諾 8
第三節 調節焦點 11
第四節 各構面之關係探討 13
第三章 研究方法 17
第一節 研究架構 17
第二節 研究假設 18
第三節 各構面之操作性定義與衡量 19
第四節 研究設計與結構樣本 26
第五節 資料分析方法 28
第四章 實證分析 34
第一節 樣本基本資料分析 34
第二節 因素分析與信度分析 37
第三節 效度分析 42
第四節 共同方法變異分析 43
第五節 相關分析 44
第六節 多元迴歸分析 46
第七節 差異性分析 54
第五章 結論與建議 65
第一節 結論 65
第二節 建議 68
參考文獻 69
附錄 研究問卷 78

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1. 李元墩、林育理、陳啟光 (2001)。銀行業主管領導型態與部屬人格特質、組織承諾及其生產力關係模式之研究─LISREL分析法之應用。人力資源學報,1(3),1-23。
2. 范熾文 (2005)。國小校長轉型領導與教師組織承諾關係之研究,台中教育大學學報。
3. 陳學賢 (2006)。高雄市國小校長轉型領導、學校願景發展與教師組織承諾關係之研究。台東大學教育學報,第十七卷第一期,77-106。
4. 彭台光、高月慈、林鉦琴 (2006)。管理研究中的共同方法變異:問題本質、影響、測試和補救。管理學報,23(1),77-98。
5. 曾信超、李元墩、康榮民 (2008a)。轉換型領導、工作滿足與組織承諾關係之研究:以調節焦點為中介變數。企業管理學報,78,85-122。
6. 曾信超、李元墩、康榮民 (2008b)。轉換型領導對組織承諾關係之研究─以調節焦點為中介變數。人力資源學報,8(2),001-020。
7. 曾信超、康榮民(出版中)。轉換型領導、組織變革不確定感與組織承諾關係之研究─以調節焦點為中介變數。中山管理評論。
8. 劉志鵬 (1995)。國民小學教師參與決定、組織承諾與組織效能關係之研究。國立台灣師範大學初等教育研究所碩士論文,台北市。
9. 蔡進雄 (2000)。國民中學校長轉型領導、互易領導、學校文化與學校效能關係之研究。國立台灣師範大學教育研究所博士論文,未出版,台北市。
 
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