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研究生:呂紹祺
研究生(外文):Shao Chi Lu
論文名稱:道德領導、薪資安全感與道德行為關係之研究
論文名稱(外文):The Relationship among Ethical Leadership, Compensation Security and Ethical Behavior
指導教授:李怡禛李怡禛引用關係
指導教授(外文):I. C. Lee
學位類別:碩士
校院名稱:長庚大學
系所名稱:管理學院碩士學位學程在職專班經營管理組
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:2012
畢業學年度:100
論文頁數:67
中文關鍵詞:道德領導薪資安全感道德行為行銷規範
外文關鍵詞:ethical leadershipcompensation securityethical behaviorcode of marketing practice
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本研究的主要目的是要探討主管道德領導、員工薪資安全感與員工道德
行為之關係,並探討原翁薪資安全感對主管道德領導與員工道德行為的干擾
效果。研究對象為國內第一線西藥醫藥業務代表,以問卷調查方式進行資料
蒐集,總計回有效樣本287份。
研究結果顯示,主管道德領導及員工薪資安全感皆與主管道德行為有正
向關係;在干擾效果方面則發現,員工薪資安全感對主管道德領導與員工道
德行為之關係並不具調節效果(moderating effect)。
本研究建議組織若期望提升員工道德認知,進而力行符合行銷規範之商
業行為,除必須有以身作則的主管塑造道德氣氛之外,配套薪資制度亦扮演
關鍵角色。當醫藥業務人員對薪資具有安全感,才能產生足夠道德勇氣徹底
遵守商業條文規範,並試圖婉拒不合乎商業規範之客戶要求,當每家公司均
切實遵守商業行銷規範的道德標準,客戶反而成為「被教育」的角色,無法
對醫藥業務代表提出不合理之互動要求,如此才能逐漸形塑醫藥市場的正向
交易,使醫藥業務代表與醫師之互動關係更趨於專業醫藥交流。
This study examined the relationship between ethical leadership and ethical
behavior in which compensation security as moderator. Respondents were
collected from those front line domestic medical sales representatives. 287 usable
data was obtained through questionnaire.
Results indicated that both ethical leadership and compensation security is
positively related to ethical behavior. In the moderating effect, we found that
the impact of ethical leadership on ethical behavior was not moderated by
compensation security.
This study suggests that if the organization expected to enhance employee
ethical cognition for meet the code of marketing practices. Except the leader
must lead by example to create the ethical climate, the pay systems are also play
an important role. When medical sales representatives have a sense of security
to salaries, they may have ethical courage to comply with the commercial
standard and try to exclude the requirements of customers that don't meet the
commercial standards. When organizations comply with commercial standards,
customers won't raise some unreasonable requirements, so that the trade in
medical market could become more moral and the communication between
medical sales representatives and doctors will become more professional.
長庚大學博(碩)士學位論文指導教授推薦書
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長庚大學博碩士論文著作授權 .......................................................................... III
致謝.......................................................................................................................IV
摘要........................................................................................................................ V
ABSTRACT..........................................................................................................VI
目錄 .................................................................................................................VII
表次 ...................................................................................................................IX
圖次 .................................................................................................................... X
第一章緒論 ......................................................................................................... 1
第一節 研究背景與動機 ................................................................................ 1
第二節 研究目的與研究問題........................................................................ 3
第二章文獻探討 ................................................................................................. 5
第一節 道德領導 .......................................................................................... 5
第二節 薪資安全感 ...................................................................................... 9
第三節 道德行為 ........................................................................................ 11
第四節 研究假說與推論 ............................................................................ 15
第三章研究方法 ............................................................................................... 17
第一節 研究架構與研究假說 .................................................................... 17
第二節 研究對象與資料蒐集方法 ............................................................ 17
第三節 研究變數的操作性定義與衡量 .................................................... 18
第四節 資料分析方法 ................................................................................ 19
第四章資料統計與分析 ................................................................................... 22
第一節 樣本基本資料分析 ........................................................................ 22
第二節 量表之信效度分析 ........................................................................ 25
第三節 假說驗證 ........................................................................................ 29
第四節 人口統計變項在各研究變項上之差異分析 ................................ 31
第五節 補充分析 ........................................................................................ 33
第五章結論與建議 ........................................................................................... 39
第一節 研究結論與管理意涵 .................................................................... 39
第二節 限制與未來研究建議 .................................................................... 41
參考文獻 ............................................................................................................... 43
附錄一 ................................................................................................................... 49
附錄二 ................................................................................................................... 54
表次
表 4‐1 樣本特性分析 ........................................................................................ 23
續表4‐1 樣本特性分析 .................................................................................... 24
表4‐2 敘述性統計分析 .....................................................................................25
表4‐3 道德領導因素分析結果 (N= 287) .......................................................... 26
表4‐4 薪資安全感因素分析結果 (N= 287) ..................................................... 27
表4‐5 道德行為因素分析結果 (N= 287) ........................................................ 28
表4‐6 主要變數相關分析結果 ........................................................................ 29
表4‐7 道德領導與薪資安全感對道德行為迴歸分析表 ................................ 30
表4‐8 公司類別對道德領導之單因子變異數分析表 .................................... 31
表4‐9 教育背景及公司類別對薪資安全感之單因子變異數分析表 ............. 32
表4‐10 教育背景及公司類別對道德行為單因子變異數分析表................... 33
表4‐11 教育背景及公司類別對薪酬類薪資安全感之單因子變異數分析表 34
表4‐12 教育背景對餽贈類道德行為單因子變異數分析表 .......................... 35
表4‐13 教育程度對學術類道德行為單因子變異數分析表 .......................... 36
表4‐14 公司類別對補助類道德行為單因子變異數分析表 ........................... 37
表4‐15 公司類別對贊助類道德行為單因子變異數分析表 .......................... 38
圖次
圖 3-1 研究架構 .................................................................................................. 17
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