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研究生:翁光瑩
研究生(外文):Kuang-Ying Weng
論文名稱:領導-部屬交換關係與主管晉升力評分的關聯性:以主管知覺組織支持和領導-領導交換關係為調節變項
論文名稱(外文):The relationship between leader-member exchange and promotability: The moderating effects of supervisors’ perceived organizational support and leader-leader exchange
指導教授:林文政林文政引用關係
指導教授(外文):Wen-Jeng Lin
學位類別:碩士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所在職專班
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:2013
畢業學年度:101
語文別:中文
論文頁數:52
中文關鍵詞:領導-部屬交換關係晉升力評分知覺組織支持領導-領導交換關係領導力社會交換理論
外文關鍵詞:leader-member exchangepromotabilityperceived organizational supportleader-leader exchangeleadershipsocial exchange theory
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晉升力評分不僅為衡量職涯成功的指標亦為實際晉升的重要指標,評估個人的晉升力對員工的職涯發展和組織的人力資源管理措施均相當重要。在過去研究發現領導-部屬交換關係為晉升力評分的一個重要前因,亦被定義為研究假設領導的過程和結果之間關連性較有趣且有效用的途徑之一。而過去研究甚少關注於可能會影響領導-部屬交換關係所帶來結果的限制條件,呼應學者所建議應運用情境架構找出可能會強化或扺銷領導-部屬交換關係影響晉升力評分之因素,某些組織特徵和員工對組織環境的感知可能會干擾這層關係。本研究運用主管之知覺組織支持及領導-領導交換關係為情境架構,探討領導-部屬交換和主管對部屬晉升力評分之關連性是否具有調節效果。蒐集197份主管和部屬配對問卷並運用階層迴歸分析結果顯示,領導-部屬交換關係品質對部屬之晉升力評分具有顯著的解釋效果,領導-部屬交換品質越高對晉升力評分也越高。主管之知覺組織支持及領導-領導交換關係將調節領導-部屬交換與主管對部屬晉升力評分的關聯性。主管之知覺組織支持及領導-領導交換關係越低時,領導-部屬交換關係對晉升力評分之影響力則較強。主管之知覺組織支持及領導-領導交換關係越高時,領導-部屬交換關係對晉升力評分之影響力則較弱。
Promotability is not only the indicator of career success but also for the actual promotion. Promotability rating is important for both individual career development and organizational human resource measure. The past study shows leader-member exchange is one of the most influential antecedents for promotability and it has evolved into one of the more interesting and useful approaches for studying hypothesized linkages between leadership processes and outcomes. In the past, less attention has been paid to the boundary conditions that may influence the impact of LMX on its outcomes. In the call to researchers’ urge the need to employ a contingency framework to find out the relevant conditions that may enhance or neutralize the positive effects of LMX on promotability outcomes. Certain organizational characteristics and employees’ perceptions of organizational context may act as moderators of the relationships. This study exercised the manager’s perceived organizational support and leader-leader exchange as contingency framework to find out the moderation effective between leader-member exchange and promotability relationship. Sample questionnaires were collected from 197 supervisor- subordinate dyads. The hierarchical regression analysis provided the support that promotability ratings are predicted by leader-member exchange. Both supervisors’ perceived organizational support and leader-leader exchange moderate the relationship between leader-member exchange and promotability. When perceived organizational support or leader-leader exchange quality is higher, the leader-member exchange has a stronger positive effect on promotability. In the contrast, when perceived organizational support or leader-leader exchange quality is lower, the leader-member exchange has a weaker effect on promotability.
中文摘要 IV
英文摘要 V
表目錄 VIII
圖目錄 VIII
第一章 緒論 1
第二章 文獻探討 7
第一節 領導-部屬交換關係與晉升力評分之關連性 7
一、 晉升力評分 7
二、 領導-部屬交換關係 7
三、 領導-部屬交換關係與晉升力評分之關連性 8
第二節 領導-領導交換關係對領導-部屬交換關係和晉升力評分關連性之調節效果 9
一、 領導-領導交換關係 9
二、 領導-領導交換關係之調節效果 10
第三節 知覺組織支持對領導-部屬交換關係和晉升力評分關連性之調節效果 12
一、 知覺組織支持 12
二、 知覺組織支持之調節效果 12
第三章 研究方法 14
第一節 研究架構 14
第二節 研究流程及對象 14
第三節 研究變項及衡量 15
一、 晉升力評分 15
二、 領導-部屬交換關係及領導-領導交換關係 16
三、 知覺組織支持 16
四、 控制變項 16
第四章 研究結果與分析 17
第一節 變項模式區別效度 17
第二節 敘述統計與相關分析 18
第三節 階層迴歸分析 20
第五章 結論與建議 24
第一節 研究結論與貢獻 24
第二節 管理實務意涵 29
第三節 研究限制與未來建議 31
參考文獻 33

表目錄
表 1 模型適配度分析表 17
表 2收斂效度分析表 18
表 3本研究各變項之平均值、標準差及相關係數 19
表 4階層迴歸分析結果 21

圖目錄
圖 1研究架構圖 14
圖 2 LLX之調節效果 22
圖 3 POS之調節效果 23




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