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研究生:安鴻瑋
研究生(外文):Hong-WeiAn
論文名稱:人格特質、領導成員交換關係、團隊成員交換關係與組織承諾之研究-以團隊私人關係為干擾變數
論文名稱(外文):The Study of Personality Traits, Leader-member Exchange, Team-member Exchange and Organizational Commitment – Team-member Guanxi as a Moderator
指導教授:蔡明田蔡明田引用關係
指導教授(外文):Ming-Tian Tsai
學位類別:碩士
校院名稱:國立成功大學
系所名稱:企業管理學系碩博士班
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:2012
畢業學年度:100
語文別:中文
論文頁數:85
中文關鍵詞:領導部屬交換關係團隊成員交換關係關係
外文關鍵詞:LMXTMXGuanxi
相關次數:
  • 被引用被引用:47
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  • 下載下載:625
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過去許多文獻探討領導部屬交換關係(Leader-member exchange, LMX)在華人與西方社會的差異,本研究將結合團隊成員交換關係(Team-member exchange, TMX)共同探討。本研究將以不同人格特質透過LMX與TMX之差異對於組織承諾的影響,更加入團隊私人關係的因素進一步探討,在華人社會中「關係」(Guanxi)概念與西方社會的relationship在許多跨文化的相關研究發現是有差異的,Guanxi影響華人社會生活裡的每一個層面,尤其對組織成員的態度、行為及彼此的互動間具有不可忽視的影響。
本研究以隨機方式針對各行各業之員工進行抽樣調查,最終目的希望了解員工人格特質會不會因為對於LMX、TMX之差異對於組織承諾之影響,甚至希望透過團隊成員私人關品質係之干擾變數了解員工對於組織承諾是否有正向影響。
依據相關學者之觀點,提出構面之操作型定義設計各構面之衡量問項,最後再配合SPSS和AMOS等統計軟體使用,運用相關分析將結果呈現。研究結果歸納如下:1. 內控型人格特質對於TMX有顯著正向影響。2. LMX對於組織承諾有正向顯著影響。3. TMX對於組織承諾有正向顯著影響。4. LMX與TMX交互作用對組織承諾有正向顯著影響。

Studies have been discussing Leader-member exchange (LMX) from different perspectives in Chinese and Western societies. Based on LMX and TMX, this study will focus on how different personality traits affect people's organizational commitment. This study takes the factor of “Guanxi” into account. Many studies of cross-cultural issues have found that the notion in Western society, “relationship,” actually differs from the one in Chinese society, “Guanxi.” In researching members’ attitudes, behavioral patterns, and interpersonal interaction in Chinese society, “Guanxi” is a decisive role.
In this study, a random-sampling survey is to understand whether staff members’ personality affects their organizational commitment, and it also aims to investigate if “Guanxi” has a positive influence. On the other hand, based on the past studies, the operational definition and the indicator of the design dimensions measure are used in the survey.
Finally, this study uses statistical software like SPSS and AMOS as analytical tools. According to the findings, the following conclusions can be made: Internal-External Locus of Control significantly affects TMX; both LMX and TMX evidently influence people’s organizational commitment.

中文摘要 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 研究背景與動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章 文獻探討 4
第一節 人格特質 4
第二節 領導-成員交換關係理論(LEADER-MEMBER EXCHANGE, LMX) 8
第三節 團隊-成員交換關係理論(TEAM-MEMBER EXCHANGE, TMX) 13
第四節 關係品質的概念(GUANXI) 15
第五節 組織承諾(ORGANIZATIONAL COMMITMENT) 18
第六節 各構面間關聯性 21
第三章 研究設計與方法 26
第一節 研究架構 26
第二節 各構面之操作性定義 27
第三節 變數衡量與問卷設計 28
第四節 研究對象與問卷回收 30
第五節 資料分析方法 30
第四章 研究結果 35
第一節 敘述性統計分析 35
第二節 因素分析與信度分析 36
第三節 效度分析 39
第四節 迴歸分析 41
第五節 結構方程式模型分析 46
第六節 差異性分析 50
第五章 討論與建議 54
第一節 研究結論 54
第二節 研究貢獻與管理意涵 58
第三節 研究限制與後續研究建議 61
參考文獻 63
中文文獻 63
英文文獻 66
附錄一 前測問卷 79
附錄二 正式問卷 83


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