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研究生:李建勳
研究生(外文):Lee, Chienhsun
論文名稱:團隊衝突對組織承諾的影響-以領導風格
論文名稱(外文):The Impacts Of Team Conflict On Organizational Commitment -Leadership Styles As A Moderator
指導教授:楊台寧
指導教授(外文):Yang,Taining
口試委員:任立中曾光榮
口試委員(外文):Jen, LichungTseng, kuangJung
口試日期:2012-06-17
學位類別:碩士
校院名稱:中國文化大學
系所名稱:國際企業管理學系
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:62
中文關鍵詞:團隊衝突組織承諾領導風格
外文關鍵詞:team conflictorganizational commitmentleadership styles
相關次數:
  • 被引用被引用:1
  • 點閱點閱:161
  • 評分評分:
  • 下載下載:13
  • 收藏至我的研究室書目清單書目收藏:1
進入二十一世紀後,環境的變化日益劇烈,企業希望藉由團隊成員間的能力能彼此互補,發揮團隊合作來完成任務,達成目標,組織會授權主管執行衝突管理,當成員之間發生衝突時,領導者採取何種領導風格進行有效的管理,處理衝突,化解成員間的緊張關係,並對成員的組織承諾產生正向的影響。
本研究的主要目的欲探討不同的團隊衝突對組織承諾的影響與探討不同的團隊衝突如何透過團隊管理者的領導風格而影響組織承諾。
因此,本研究以團隊衝突為自變項,組織承諾為依變項,領導風格為干擾變項。主要目的係探討不同團隊的衝突對組織承諾的影響與探討不同團隊的衝突如何透過團隊管理者的領導風格而影響組織承諾。本研究共回收305份有效配對樣本,透過層級迴歸模式以驗證研究之假設。
研究結果發現,團隊衝突與組織承諾具有高度相關;領導風格在團體衝突對組織承諾的關係中,存在部分正向與部分負向之干擾效果。最後根據研究結果提出進一步的討論,並對管理實務與後續研究提出建議。

In the 21st century, environmental become increasingly changes severe. By the ability of team members can complement each other. The use of teamwork to complete the task and achieve their goals.
The organization will empower the competent implementation of conflict man-agement. When the conflict between members, leaders taken by the leadership style for effective management. Resolve the tensions between members and members of organi-zational commitment have a positive impact. The main purpose of this study is to inves-tigate different team conflict on organizational commitment and explore different team conflict through the team manager's leadership style and influence organizational com-mitment.
In this study, the team conflict as independent variables, organizational commit-ment as the dependent variable, leadership style of as a moderating variable.
In this study, A total of 305 valid paired samples through hierarchical regression model to verify the assumptions of the study.
The study found that team conflict and organizational commitment are highly cor-related; leadership styles in team conflict on organizational commitment, there are some positive and some negative to the interference effect. Based on the results of further discussion, and management practices and recommendations for further study.

第一章  緒論...................1
  第一節  研究背景與動機............1
  第二節  研究問題...............2
第三節 研究目的...............3
第二章  文獻探討.................5
  第一節  團隊衝突...............5
第二節 組織承諾...............10
  第三節  領導風格...............15
第四節 團隊衝突、組織承諾與領導風格之關係.. 18
第三章  研究方法.................22
第一節 研究架構...............22
第二節 研究假設...............23
第三節  問卷設計與變數衡量..........23
第四節 研究樣本與資料收集..........27
第五節 資料分析方法.............27
第四章 資料分析結果...............30
第一節 基本資料分析.............30
第二節 信度與效度分析............32
第三節 相關及迴歸分析............33
第四節 領導風格干擾自變項之影響.......36
第五章 結論與建議................45
  第一節  結論.................45
  第二節  研究限制與後續研究建議........47
參考文獻 .....................49
附錄   研究問卷.................59

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