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研究生:林家寧
研究生(外文):Chia-NingLin
論文名稱:高績效工作系統,集體心理資本與團隊績效
論文名稱(外文):High Performance Work Systems, Psychological Capital and Team Performance
指導教授:史習安史習安引用關係
指導教授(外文):His-An Shih
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:118
中文關鍵詞:高績效工作系統集體心理資本團隊績效
外文關鍵詞:High Performance Work SystemCollective Psychological CapitalTeam Performance
相關次數:
  • 被引用被引用:3
  • 點閱點閱:247
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  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:2
本研究試圖探討高績效工作系統、轉換型領導透過中介效果集體心理資本對團隊產出之影響。此外本研究亦試圖探討支持性氣候否能夠調節高績效工作系統與集體心理資本之間的關係;以及探討另一調節變數:目標成就是否能對集體心理資本與團隊產出做出調節效果。
本研究使用層級回歸進行假設之驗證,試圖以台灣企業做團隊層級之研究。樣本主要來自製造業與服務業,經由實證分析我們得到下列結論:
一、 實施高績效工作系統程度愈高時,團隊成員心理資本程度愈高。
二、 轉換型領導風格能有效增強團隊成員心理資本能耐。
三、 集體心理資本在高績效工作系統與團隊滿意度、團隊承諾之間具有完全中介效果。
四、 集體心理資本在轉換型領導與團隊滿意度、團隊承諾之間具有部分中介效果。
五、 支持性氣候在高績效工作系統與集體心理資本之間具正向調節效果。
六、 目標成就在集體心理資本與團隊滿意度、團隊承諾之間具正向調節效果。
透過本研究,提供學術日後在團隊領域研究之實證參考之一,並且我們希望本研究能夠對學術界運用上有所助益。

The propose of this research is going to investigate how High Performance Work System and Transformational Leadership influence team outcomes by Collective Psychological Capital. Meanwhile, this study tries to exam if support climate moderate the positive relationship between HPWS and Collective Psychological Capital; furthermore we exam goal achievement as another moderate between Psychological Capital and team outcomes.
The reach is performed through the questionnaires survey to Taiwan’s local company. We used hierarchical regression as the research method to verify our hypotheses and came to the conclusions as follow:
First, the higher degree for HPWS, the more likely collective psychological capital of team member would increase. Second, transformational leadership could increase psychological capital effectively. Third, collective psychological capital could fully or partially mediate the positive relationship between HPWS and team outcomes. Fourth, collective psychological capital could fully or partially mediate the positive relationship between TFL and team outcomes. Fifth, support climate moderates the relationship between HPWS and collective psychological capital. Finally, goal achievement moderates the relationship between collective psychological capital and team outcomes.
We hope the results of our research could provide empirical evidences for future studies.

摘要 I
Abstract II
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 章節架構 4
第二章 文獻探討 6
第一節 高績效工作系統 6
第二節 轉換型領導 9
第三節 心理資本 11
第四節 高績效工作系統與心理資本 15
第五節 轉換型領導與心理資本 17
第六節 心理資本與團隊產出 20
第七節 心理資本為中介變數 22
第八節 支持性氣候與目標成就為調節變數 24
第三章 研究方法 27
第一節 研究架構 27
第二節 研究假設 28
第三節 研究變數 29
第四節 問卷設計 35
第五節 抽樣方法 43
第六節 資料分析方法 44
第四章 實證分析與結果 47
第一節 樣本基本分析 47
第二節 驗證性因素分析 49
第三節 信度分析 50
第四節 建構效度分析 60
第五節 相關係數分析 65
第六節 層級回歸分析 68
第七節 研究假設結果整理 82
第五章 結論與建議 84
第一節 研究結論 84
第二節 研究貢獻與限制 87
第三節 研究建議 90
參考文獻 92
附錄一 111
附錄二 114

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