(3.236.231.61) 您好!臺灣時間:2021/05/15 21:54
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

: 
twitterline
研究生:孫苡甄
研究生(外文):Sun, Yi-Jhen
論文名稱:校長僕人領導對國小教職員幸福感影響之研究:以組織公平為中介變項
論文名稱(外文):The Effect of Principals' Servant Leadership on Staffs' Well-being of Elementary Schools: Organizational Justice as a Mediator
指導教授:李金泉李金泉引用關係
學位類別:碩士
校院名稱:南台科技大學
系所名稱:人力資源管理研究所
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:147
中文關鍵詞:僕人領導、組織公平、幸福感
外文關鍵詞:servant leadership, organizational justice, Well-being
相關次數:
  • 被引用被引用:22
  • 點閱點閱:508
  • 評分評分:
  • 下載下載:104
  • 收藏至我的研究室書目清單書目收藏:6
校長是學校的領航員,其領導風格是決定教育現場幸福感的重要指標,教職員
幸福感的程度也會影響教育品質。本研究旨瞭解臺南市國小教職員對校長僕人領導、
組織公平與幸福感之現況;瞭解不同背景變項教職員在校長僕人領導、組織公平與
幸福感的知覺差異;分析校長僕人領導、組織公平對教職員幸福感的關聯性;國小
教職員對校長僕人領導、組織公平與幸福感之預測情形及探討組織公平在校長僕人
領導對幸福感的中介效果。
針對上述問題,本研究採用分層隨機抽樣進行問卷調查,以臺南市公立國小教
職員為研究對象。依不同學校規模分別抽取「12 班(含)以下」學校15所、「13-48
班」學校18 所、「及「49 班(含)以上」 學校9 所,共42 所學校。發出問卷645
份,有效問卷567 份,有效回收率為87.91%。研究工具「臺南市國民小學校長僕人
領導組織公平與幸福感之研究」調查問卷,經SPSS 19統計軟體執行統計分析,藉由
控制個人背景變項以描述性統計、t 考驗、單因子變異數分析與中介階層迴歸分析。
研究結果發現:
一、國小教職員對校長僕人領導知覺程度在中等以上,以「概念化技能」知覺較高,
「部屬優先」知覺較低。
二、國小教職員對組織公平知覺在中等以上,以「互動公平」知覺較高,「分配公平」
知覺較低。
三、國小教職員的幸福感知覺良好。
四、不同性別、年齡、職務、學校規模的教職員對校長僕人領導知覺具顯著差異。
五、不同年齡、學歷、婚姻狀況、職務及年資的教職員對組織公平知覺具顯著差異。
六、校長僕人領導、組織公平與幸福感三者具有顯著正相關。
七、校長僕人領導、組織公平對幸福感具有預測力。
八、組織公平在校長僕人領導與教職員幸福感具完全中介效果,中介強度達91.20%。
根據上述研究結果,提出各項建議供國民小學校長及未來相關研究參考。
School's principal is the navigator, whose leadership style is to decide an important
indicator of the well-being of the education situation, and staffs' well-being can affect the
level of education quality. This research understands the Tainan city staff on the base of
principal's servant leadership, organizational justice and well-being of the current situation;
comparing different backgrounds about variables staff among the principal as a servant
leadership, organizational justice and well-being perception differences; analysis of
principal as a servant leadership, organizational justice and well-being of the staff of each
variable correlation; elementary principal servant leadership and organization of staff for
justice and well-being of the forecast situation; exploring servant leadership principals
impact on well-being and to explore organizational justice in the principal's Servant
Leadership concerns the mediating effect on well-being.
In response to these problems, this study used stratified random sampling to conduct
surveys to Tainan City public elementary staff for the study. In this study the
questionnaires is utilized according to the different scope of the school from "12 classes
(including) the following" School 15 "13-48 Class" School 18 "and" 49 classes (including)
above school 9, a total of 42 schools. 645 questionnaires were sent, 567 valid
questionnaires were collected, The validrate of return was 87.91%. Data of questionnaire
of "Tainan City elementary school principal servant leadership of organizational justice
and well-being Study" through SPSS 19, statistical software, perform statistical analysis,
descriptive statistics, t-test, one way ANOVA and hierarchical regression analysis. There
are eight results of this research:
1. The elementary principal servant leadership of staff for above the average level of
consciousness, a "conceptual skills" perception is higher, "priority subordinates "
perception is lower.
2. The elementary staff perceptions of organizational justice above average, with
"interactional justice" higher consciousness "distributive justice "Perception is low.
3. The elementary staff well-being is good.
4. Different gender, age, position, scope of the school staff for a significant difference
between principal' servant leadership.
5. Different age, education, marital status, position, seniority faculty perceived justice of
v
the organization with significant differences.
6. Principal servant leadership, organizational justice and well-being of the three have a
significant positive correlation.
7. Principal's servant leadership, organizational justice has predictive power for
well-being.
8. Organizational justice in the principal's servant leadership and staff's well-being with
complete mediating effect, mediator strength 91.20%.
Finally,for results of these findings, and supply the recommendations to to the
lementary school principals and future research are proposed as here.
誌謝.....................................................................................................................................ii
摘要....................................................................................................................................iii
ABSTRACT ........................................................................................................................ iv
表次..................................................................................................................................viii
圖次.................................................................................................................................... ix
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
第三節研究流程 .............................................................................................................. 5
第四節名詞解釋 .............................................................................................................. 8
第五節研究範圍與限制 ................................................................................................ 10
第二章 文獻探討.............................................................................................................. 11
第一節僕人領導及相關研究 ........................................................................................ 11
第二節組織公平及相關研究 ........................................................................................ 22
第三節幸福感及相關研究 ............................................................................................ 31
第四節校長僕人領導組織公平與幸福感相關之研究 ................................................ 39
第三章 研究方法.............................................................................................................. 41
第一節研究架構 ............................................................................................................ 41
第二節研究問題與研究假設 ........................................................................................ 43
第三節研究對象與調查實施 ........................................................................................ 48
第四節研究工具 ............................................................................................................ 53
第五節資料分析方法 .................................................................................................... 66
第四章 資料分析與結果.................................................................................................. 69
第一節研究樣本之描述性分析 .................................................................................... 69
第二節個人背景變項對校長僕人領導、組織公平與幸福感的差異分析 ................ 75
第三節僕人領導與組織公平對幸福感之相關分析 .................................................... 92
第四節僕人領導與組織公平對幸福感逐步多元迴歸分析 ........................................ 97
vii
第五節 僕人領導與組織公平對幸福感之中介階層迴歸分析 .................................. 99
第六節假設驗證結果與討論 ...................................................................................... 105
第五章 結論與建議........................................................................................................ 109
第一節研究結論 .......................................................................................................... 109
第二節研究建議 .......................................................................................................... 114
參考文獻.......................................................................................................................... 117
【附錄一】預試問卷...................................................................................................... 131
【附錄二】正式問卷...................................................................................................... 135
中文資料
教育部全球資訊網統計處國民小學校別資料(2012)。取自
http://www.edu.tw/Default.aspx?WID=31d75a44-efff-4c44-a075-15a9eb7aecdf
王艾苓(2009)。組織公平研究對學校行政的啟示。學校行政雙月刊,59,96-112。
王蕾( 2008)。学校组织公平与教师组织公民行为的关系分析。中國臨床心理學雜
誌,16(4),378-380。
王蕾(2010)。学校组织公平感与高中教师心理健康的关系研究。重庆文理学院学
报(社会科学版),29(1),142-146。
方暄涵(2010)。基隆市國民中學校長領導特質與教師幸福感關係之研究基隆市國
民中學校長領導特質與教師幸福感,國立臺北教育大學教育政策與管理研
究所碩士論文,未出版。
田議中、鄭燿男、陳怡靖(2009)。屏東縣國小教師組織公平知覺與組織公民行為
之關係:以專業承諾為中介之衡量,華醫學報,31,43-64。
吳清山;林天佑(2004)。僕人領導。教育研究月刊,120,154-154。
吳家云(2008)。台北縣國民中學校長領導風格、專職行政人員工作滿意度及組織
承諾關係之研究,淡江大學教育政策與領導研究所碩士在職專班碩士論文,
未出版。
吳清山(2004)。學校行政,臺北市:心理出版社。
李金泉(2011)。易學易用SPSS PASW 統計分析實務,新北市:全華圖書股
份有限公司。
吳清山(2012)。校長領導與學生學習。國家教育研究院電子報,42。取自
http://epaper.naer.edu.tw/index.php?edm_no=42&content_1158
吳清山(2012)。教育幸福的理念與實踐策略。教育研究月刊。220,5-15。
118
余朝權(2010)。組織行為學=Organizational behavior /臺北市:五南圖書出版公司,
114-116。
余民寧、許嘉家、陳柏霖(2010)。中小學教師工作時數與憂鬱的關係:主觀幸福
感的觀點。教育心理學報,42(2),229-252。
邱麗蓉(2003),組織公平與組織公民行為關係之研究--以苗栗縣國民小學為例,
淡江大學教育政策與領導研究所碩士論文,未出版。
邱惠娟、童心怡(2010)。教師幸福感內涵之探究。學校行政,67,168 -180。
林思伶(2004)。析論僕人式/服務領導(Servant–Leadership)的概念發展與研究。
高雄師大學報,16,39-57。
林竹貞(2012)。服務取向領導影響公務人員之工作滿意度及組織公民行為因果模
式分析,銘傳大學公共事務學系碩士班碩士論文,未出版。
林思伶(2012)。校長的正向領導模式-愛、服務、歡笑。師友月刊,538,14-19。
林思伶(2012)。「愛、服務與幸福」-把服務領導帶進全人教育提升教育幸福。
教育研究月刊。220,31-43。
姚開屏(1988)。淺談信度與效度。職能治療學會雜誌。第6期: 51-54。
姚開屏(1996)。從心理計量的觀點看測量工具的發展。職能治療學會雜誌。
14(1),5-21。
姚健安(2009),天主教中學校長僕人領導與教師信念相關之研究,高雄師範大學
成人教育研究所碩士論文,未出版。
施建彬、陸洛譯(1997)。幸福心理學。台北:巨流。
孫美珠(2008)。國民小學組織公平、專業承諾與教師效能關係之研究。國立臺
東大學碩士論文,未出版。
秦夢群(2005)。教育行政-理論部分(五版)。台北:五南圖書出版公司。
陸洛 (1998)。中國人幸福感之內涵、測量及相關因素探討, 國家科學委員會研究
119
彙刊:人文及社會科學, 8(1), 115-137.
許淑萍(2011)。表演藝術團體僕人領導行為、工作滿意及組織承諾相關之研究,
國立臺灣師範大學公民教育與活動領導學系碩士論文,未出版
陳素勤譯(2001)。組織行為Organizational Behavior, 5e/Robert Kreitner& Angelo
Kinicki 著;臺北市;麥格羅希爾。
陳惠茹(2009)。中學校長服務領導與教師專業承諾,國立政治大學教育行政與政
策研究所碩士論文,未出版。
陳美惠(2009)。桃園縣國民小學組織公平與教師專業承諾之研究,國立臺北教育
大學教育政策與管理研究所碩士論文,未出版。
陳郁中(2010)。組織公平、組織認同與角色外行為關係之研究組織公平。國立台
灣海洋大學航運管理學系碩士論文,未出版。
陳國清(2012)。組織公正、組織承諾與組織公民行為之影響,佛光大學管理學系
研究所碩士論文,未出版。
陳慧姿(2013)。高中教師靈性健康、寬恕與主觀幸福感量表的編製及其預測模式
之研究,高雄師範大學教育學系博士論文,未出版。
陳紋瑤(2013)。高雄市國小兼任行政職務教師社會支持與幸福感關係之研究,國
立屏東教育大學社會發展學系碩士論文,未出版。
陳俊銘譯(2013)。吉美.廷禮(J.Y.Thinley)著,幸福是什麼?:不丹總理吉美.
廷禮國家與個人幸福26 講,台北: 全佛文化事業有限公司。
郭維哲、方聰安(2006)。學校組織公平對教師組織公民行為影響之研究:以信任及
承諾為中介變項,教育經營與管理研究集刊,2,145-174。
郭乃萍(2012)。高雄市國小高年級學童的教師服務領導知覺、同理心與幸福感之
相關研究,高雄師範大學教育學系碩士論文,未出版。
鄭仁偉;黎士群(2001)。組織公平、信任與知識分享行為之關係性研究。人力資源
管理學報,1(2),69-93。
120
鄭燿男(2002)。國中小教師的組織公民行為及其影響因素之研究:學校組織公民行
為模型初構,國立高雄師範大學博士論文,未出版。
鄭燿男(2004)。國民中小學教師的組織公民行為之影響模式。師大學報,49(1),
41-62。
鄭俊英(2010)。國民中學校長僕人領導與教師組織公民行為關係之研究。政治大
學教育研究所碩士論文,未出版。
黃昆輝(1980)。教育行政與教育問題。台北:五南圖書出版公司。
黃德祥、邱紹一(2012)。教育幸福感的要素與發展。教育研究月刊,220,44-54。
黃旭鈞(2012)。永續領導促進教育幸福的理念與策略.教育研究月刊。220期,
55-67.
曾瑪莉(2011)。澳門中小學教師組織公平感知研究<<“一國兩制”研究》第8 期
取自 www3.ipm.edu.mo/cweb/p_2systems/2011_2/book5/p157.pdf
張添唐(2009)。高中校長服務領導、教師組織公民行為與教師工作滿意度關係之
研究,國立政治大學學校行政碩士在職專班碩士論文,未出版。
張本文(2011)。校長服務領導、組織文化與創新經營效能關係之研究。
學校行政,74,1-23。
張苙雲(2011)。<他們幸福嗎?為什麼?台灣與香港民眾的比較,2000~2005>,
《解讀港臺社會意向》,頁33-55,香港。
張家榮( 2011)。公立國民小學校長僕人領導與學校公共關係之研究. 國立屏東教
育大學, 未出版。
曾建翔(2009)。組織公正對組織承諾之預測效果分析,育達商業科技大學企業管
理所碩士論文,未出版。
溫明麗(2008)。教育101:教育理論與實踐,高等教育出版社:臺北。
湯發安(2008)。桃園縣國民小學校長服務領導與學校效能關係之研究。中原大學
教育研究所碩士論文,未出版。
121
賴貞嬌、陳漢瑛(2007)。臺北市國民小學教師健康促進生活型態與幸福感之關係
研究。學校衛生,51,37-52。
蔡進雄(2003)。走入心靈深處:僕人式領導的意涵及其對中小學校長領導的啟示。
教育政策論壇,6(2),69-84。
蔡進雄(2004)。領導新典範:後英雄式領導的意涵及其對學校行政領導的啟示。
教育政策論壇,第七卷第一期111-113。
蔡進雄(2005)。組織正義對學校行政領導的啓示。學校行政,35,145-151。
蕭崑典(2011)。組織公平、工作滿意、組織公民行為與職場幸福感關係之研究,
義守大學管理學院管理碩士在職專班碩士論文,未出版。
蔡進雄(2012)。論幸福感的意涵及價值。國家教育研究院電子報,51期。
謝豐宇、賴志峰(2012)。國民中學校長服務領導、教師組織公民行為與教師教學
效能關係之研究。學校行政,82,47-69。
劉燿榮(2007)。國民中學校長僕人領導、學校組織氣氛與教師工作滿意度之相關
研究,國立彰化師範大學教育研究所碩士論文,未出版。
謝秉諺(2012)。國民小學教師的組織公平知覺對校長忠誠之影響-以情緒表現為
中介變項。國立臺南大學教育經營與管理研究所碩士論文,未出版。
鍾瓊華(2010)。從僕人式領導看晉文公的領袖特質。國文天地,298,41-45。
顏國樑徐美雯(2012)。國中教師追求快樂取向、主觀幸福感與組織承諾關係之研
究。屏東教育大學學報-教育類,38,93-126。
天下雜誌(2012)。幸福:台灣競爭力的下一步。500,56-62。
122
英文部分
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.),Advances in
experimental social psychology ,2, 267-299. NewYork: Academic Press.
Andrew, F. M., &Withey, S. B. (1976). Social indicators of Well-being. NY: Plenum.
Argyle, M., & Crossland, J. (1987). Dimensions of positive emotions. British Journal
of Social Psychology, 26, 127-137.
American Psychological Association. (1995). Template for developing guidelines:
Interventions for mental disorders and psychosocial aspectsof physical disorders.
Washington, DC: Author.
Aquino, K.(1995). Relationships among pay inequity, perceptions of procedural
justice, and organizational citizenship. Employee Responsibilities and Rights
Journal,8,21-33.
Ambrose & Arnaud (2005), Are Procedural Justice and Distributive Justice
Conceptually Distinct? American Psychological Association,26,
647.NJ:Associates Publishers.
Bies, R. J., & Moag, J. F. (1986). Interactional justice: Communication criteria of
fairness. In R. J. Lewicki, B. H. Sheppard, & M. H. Bazerman (Eds.), Research
on negotiations in organizations, 1 , 43-55. Greenwich, CT: JAI Press.
Briggs, S. R., & Cheek, J. M. (1986). The role of factor analysis in the development
and evaluation of personality scales. Journal of Personality,54, 106–148.
Black, James A.;Champion, Dean J.(1976 ),Methods and issues in social research, 9,
445,Social sciences; Methodology; Research ,Wiley(New York)
Baron, R.M.,& Kenny,D.A.(1986).The moderator–mediator variable distinction in
social psychological research: Conceptual, strategic, and statistical
considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Bies, R. J., & Shapiro, D. L. (1987). Interactional fairness judgments: The influence
of causal accounts. Social Justice Research, 1, 199-218.
123
B.SINGH,S.KAUR(2005),Organizational Justice And Well-Being: Moderating
Effects Of Power Distance And Collectivism, Masters Thesis, Universiti Sains
Malaysia.
Barbuto, J., & Wheeler, D. (2006). Scale development and construct clarification of
servant leadership. Group & Organization Management, 31, 300-326.
Comrey, Andrew L.(1992 ), A first course in factor analysis,2nd(12), 430.
Cartwright, S. & Cooper, C.L.,(1994). No hassle: Taking the stress out of work.
London: Century Books.
Colquitt(2001),On the Dimensionality of Organizational Justice:A Construct
Validation of a Measure,Journal of Applied Psychology, 86, 3, 386-400.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001).
Justice at the millennium: A meta-analytic review of 25 years of organizational
justice research. Journal of Applied Psychology,86, 425-445.
Cropanzano, R., & Byrne, Z. S. (2000). Workplace justice and the dilemma of
organizational citizenship. In M. van Vugt, T. Tyler, & A. Biel (Eds.), Collective
problems in modern society:Dilemmasand solutions,142-161.London:
Routledge.
Cindy P. Zapata, Jesse E. Olsen, Luis L. Martins(2012),Social exchange from the
supervisor’s perspective: Employee trustworthinessas a predictor of
interpersonaland informational justice. Journal.121,1-12.
Deutsch, M. (1975). Equity, equality, and need: What determines which value will be
used as the basis for distributive justice? Journal of Social Issues,31,137-149.
Dinner,E. (1984).Subjective Well-being. Psychological Bulletin, 95, 542-575。
Dienesch & Liden(1986).leader-member exchange model of leadership: a critique and
further development the academy of management review ,11(3), 618-634.
Drury, S. (2004) ‘Employee Perceptions of Servant Leader ship: Comparisons by
124
Level and with Job Satisfaction and Organizational Commitment’, Dissertation
Abstracts International,65(9): 3146724.
Dennis, R. S., & Bocarnea, M.(2005). Development of the servant leadership
assessment instrument. Leadership & Organization Development
Journal,26(8), 600-615.
Diener, Harter & Arora , (2010). Wealth and happiness across the world: Material
prosperity predicts life evaluation, whereas psychosocial prosperity predicts
positive feeling. Journal of Personality and Social Psychology, 99, 52-61.
Ehrhart, M.G. (2004). Leadership and procedural justice climate as antecedents of
unit-level organizational citizenship behavior. Personnel Psychology, 57,
61−94.
European Foundation for the Improvement of Living and Working
Conditions( 2010).Second European Quality of Life Survey Living conditions,
social exclusion and mental well-being. Retrieved from
https://eaohp.conference-services.net/programme.asp?conferenceID.
Jain,Hollis. Andreou & Wehrle(2012).10th Conference of the European Academy of
Occupational Health Psychology,
Fiedler, F. E. (1975). Validation and extension of the contingency model of leadership
effectiveness: A review of empirical findings. In K. N. Wexley & G. A. Yukl
(Eds.), Organizational behavior and industrial psychology:Reading with
commentary,152-176. New York: Oxford University Press.
Folger, R., & Konovsky, M. A. (1989). Effects of procedural and distributive justice
on reactions to pay raise decisions. Academy of Management Journal,
32,115-130.
Farling, M.L., Stone, A.G. and Winston, B.E. (1999) .‘Servant Leader ship: Setting
the Stage for Empirical Research’, The Journal of Leader ship Studies 6:
49–72.
Goodman, L. A. (1974). The analysis of systems of qualitative variables when some
of the variables are unobservable.1. A modified latent structure approach. Am.
125
J. Sociol. 79, 1179-259.
Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate
power and greatness. New York: Paulist Press.
Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy
of Management Review,9-22.
Greenberg, J. (1990a). Employee theft as a reaction to underpayment inequity. The
hidden cost of pay cuts. Journal of Applied Psychology,75, 561-568.
Greenberg, J. (1990b). Organizational justice: Yesterday, today, and tomorrow.
Journal of Management, 16, 399-432.
Graham, J. W. (1991). Servant leadership in organizations: Inspirational and moral.
Leadership Quarterly, 2, 105−119.
Graen, G., & Uhl-Bien, M.(1991).The transformation of professionals in
self-managing and partially self-designing contributors: Toward a theory of
leadership-making. Journal of Management Systems,3, 33-48.
Greenberg, J. (1993a). The intellectual adolescence of organizational justice: You've
come a long way, maybe. Social Justice Research, 6, 135-148.
Graen, G.,and Uhl-Bien, (1995), Relationship-based approach to leadership:
Development of leader–member exchange (LMX) theory of leadership over
25 years: Applying a multi-level multi-domain perspective, The Leadership
Quarterly ,6 (2),.219–247.
Greenleaf, R. K. (2002). Essentials of servant-leadership. In L. C. Spears &
M.Lawrence (Eds.), Focus on leadership: Servant-leadership for the 21st
century,19-25. New York: John Wiley & Sons.
Greenleaf Robert K.(2004)。僕人領導學—僕人領導的理論與實踐(胡愈寧、
周慧貞譯) 。台北: 啟示出版( 原著出版年: 1977 ) 。( 譯自
Servant-Leadership:A Journey into the nature of Legitimate Power and
Greatness ).
126
Henry F. Kaiser(1974).An index of factorial simplicity.sychometrika, 39(1),31-36.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship
between employee satisfaction, employee engagement, and business
outcomes:A meta-analysis. Journal of Applied Psychology,87,268-279.
Irving, J. A. (2004). Servant leadership and the effectiveness of teams: Findings and
implications. Proceedings of the Servant Leadership Research Roundtable.
Retrieved October 5, 2004, from http://www.regent.edu/acad/sls/publications/
journals_and_proceedings/proceedings/servant_leadership_roundtable/pdf/irvi
ng-2004SL.pdf
Jesus, S.N., & Conboy, J. (2001). A stress management course to prevent teacher
distress. International Journal of Educational Management,3,131–137.
Kaiser, H. F.(1974)“An Index of Factorial Simplicity,” Psychometrika,39,31-36.
Katz, D., & Kahn, R. L.(1978). The social psychology of organizations (2nd ed.).
New York: John Wiley & Sons.
Kerlinger, Fred N.(1986 ),Foundations of behavioral research,Holt, Rinehart and
Winston (New York),3rd edition ,18,667.
Kulik, C. T., & Ambrose, M. L. (1992). Personal and situational determinants of
referent choice. Academy of Management Review,17,212–237.
Leventhal, G. S. (1976). The distribution of rewards and resources in groups and
organizations. In L. Berkowitz & W. Walster (Eds.), Advances in
experimental social psychology ,9, 91-131. New York: Academic Press.
Leventhal, G. S. (1980). What should be done with equity theory? New approaches to
the study of fairness in social relationships. In K. Gergen,M. Greenberg, & R.
Willis (Eds.), Social exchange: Advances in theory and research ,27-55. New
York: Plenum Press.
Leventhal, G. S., Karuza, J., & Fry, W. R. (1980). Beyond fairness: A theory of
allocation preferences. In G. Mikula (Ed.), Justice and social
interaction,167-218. New York: Springer-Verlag.
127
Laub, J. A. (1999). Assessing the servant organization: Development of the servant
organizational leadership assessment (SOLA) instrument. Unpublished
doctoral dissertation, Florida Atlantic University, FL.
Liden, R. C.,Wayne, S. J., & Sparrowe, R. T. (2000). An examination of the
mediating role of psychological empowerment on the relations between job,
interpersonal relationships, and work outcomes. Journal of Applied
Psychology, 85, 407−416.
Martin, J. 1981. Relative deprivation: A theory of distributive in justice for an era of
shrinking resource. Research in Organizational Behavior,3(1),53- 56.
Manz, C. C., & Sims, H. P., Jr. (1987). Leading workers to lead themselves: The
external leadership of self-managing work teams. Administrative Science
Quarterly, 32, 106−128.
Marmot M, Siegrist J, Theorell T & Feeney A( 1999).Social Determinants of Health,
Oxford University Press, New York, 105-31.
Mayer, Mary Bardes,& Piccolo.(2008) Do servant-leaders help satisfy follower needs?
An organizational justice perspective ,european journal of work and
organizational psychology, 17 (2), 180 – 197.
Patlan-Perez, Martinez-Torres(2012),The relationship between servant leadership and
job satisfaction: the moderating effect of organizational justice , 10th
conference of the european academy of Occupational HealthPsychology,319.
McCabe, John G.(2013).Who’s the Fairest of Them All? .Of Counsel, 32(1), 5-9.
Nunnally, J. C. (1978). Psychometric Theory. New York, NY: McGraw-Hill.
Nuijten(2011). the servant leadership survey: development and validation of a
multidimensional measure, journal of business and psychology, 26(3):
249–267.
Omodei.& Wearing, (1990). Need satisfaction and invovement in personal
projects: toward and intergrative model of subjective Well-being. Journal of
Personality and social Psychology.59, 762-769。
128
Page, D., & Wong, P. T. P. (2000). A conceptual framework for measuring servant
leadership. In S. Adjibolooso (Ed.), The human factor in shaping the course of
history and development,69−110. Washington, DC: American University
Press.
Patient, D. L., & Skarlicki, D. P. 2010. Increasing interpersonal and informational
justice when communicating negative views: The role of the manager’s
empathic concern and moral development. Journal of
Management,36,555-578.
Patlan-Perez& Martinez-Torres(2012) the Relationship between Servant Leadership
and Job Satisfaction: The Moderating Effect of Organizational Justice
Retrievedfromhttp://www.eaohp.org/uploads/1/1/0/2/11022736/eaohp2012_
book_of_proceedings_2012.pdf
Russell, R. F., & Stone, A. G. (2002). A review of servant leadership attributes:
Developing a practical model. Leadership and Organization Development
Journal, 23, 145-157.
Robert C. Liden , Sandy J. Wayne , Hao Zhao , David Henderson (2008),Servant
leadership: Development of a multidimensional measure andmulti-level
assessment,The Leadership Quarterly ,19, 161-177.
Sobel, M. E. (1982). Asymptotic intervals for indirect effects in structural equations
models. In S. Leinhart (Ed.), Sociological methodology .290–312. San
Francisco: Jossey-Bass.
Shamir, B., House, R. J., & Arthur, M. B. (1993). The motivational effects of
charismatic leadership: A self-concept based theory. Organization Science,
4, 577−594.
Sweeney, P. D., & McFarlin, D. B. (1993). Workers' evaluations of the "ends" and
"means": An examination of four models of distributive and procedural
justice. Organizational Behavior and Human Decision Processes,55,23-40.
Spears, L (1995).Servant-Leadership and the Greenleaf Leagacy, In Spears,L.(Ed.),
Reflections on Leadership:How Robert K.Greenleaf’s theory of
Servant-Leadership Influenced Today’s Top Management Thinkers, John
129
Wiley & Sons, New York, Ny,1-14.
Spears, L. C., & Lawrence, M. (2002). Focus on leadership: Servant-leadership for
the 21st century. New York: John Wiley & Sons.
Schmitt,Dörfel(1999),Procedural injustice at work, justice sensitivity, job satisfaction
and psychosomatic Well-being ,European Journal of Social Psychology,
29(4),443–453.
Sosik, J.J., & Godshalk, V.M.( 2000), Leadership, mentoring functions received,
and job-related stress: A conceptual model and preliminary study. Journal of
Organizational Behavior, 21,365–390.
Satnamjeet Kaur Balbeer Singh.(2005). organizational justice and Well-being:
moderating effects of power distance and collectivism Dierendonck.
SuJung, Kyle, Petrick(2010),Justice in the U.S. National Park Service: The
Antecedents of Job Satisfaction,28(3).
Simone Grebner, Vanessa Alvarado(2012),Leader Behaviours Predict Employee
Well-being: A Swiss National Study,10th Conference of the European
Academy of Occupational Health Psychology,323.
Sachs. J. D. (2012).Rethe Earth Institute,Columbia University, First World Happiness
Report Launched At The United Nations〔NEWS ARCHIVE〕
Retrieved(2012-04-02)From
http://Www.Earth.Columbia.Edu/Articles/View/2960
Thibaut, J.& Walker, L. (1975).Procedural justice: A psychological analysis.
Hillsdale,NJ: Erlbaum.
Taylor, T. A. (2002). Examination of leadership practices of principals identified as
servant leaders. Ed.D. dissertation, University of Missouri –Columbia,
United States -- Missouri. Retrieved (2009-4-20) from ProQuest Digital
Dissertations database.
Veenhoven, R. (1994). Is happiness a trait? Test of the theory that a better society
does not make people any happier. Social Indicators Research, 32, 101-160.
130
Van Vegchel, N., De Jonge, J., Meijer, T., & Hamers, J. (2001). Different effort
constructs and effort-reward imbalance: effects on employee Well-being in
ancilliary health care workers. Journal of Advanced Nursing, 34(1), 128-136.
van Dierendonck, D., Haynes, C., Borrill, C., & Stride, C.(2004). Leadership
behavior and subordinate Well-being. Journal of Occupational Health
Psychology, 9, 165–175.
Yusuf Cerit (2010)the effects of servant leadership on teachers’organizational
in primary schools in turkey. j. leadership in education, 13(3),301–317.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support
and leader–member exchange: A social exchange perspective.Academy of
Management Journal, 40, 82−111.
WHO-5 questionnaire(1998),Retrieved from
http://www.dawnstudy.com/ToolsAndResources/DialogueTools.asp
Snoek(2006), Retrieved
fromhttp://www.dawnstudy.com/News_and_activities/Documents/WHO-5.pdf
Walter, F., & Bruch, H. (2008). The positive group affect spiral: A dynamic model of
the emergence of affective similarity in work groups. Journal of
Organizational Behavior, 29, 239-261.
World Economic Forum(2012),Well-being and Being and Global Success, Retrieved
from http://www.weforum.org/
連結至畢業學校之論文網頁點我開啟連結
註: 此連結為研究生畢業學校所提供,不一定有電子全文可供下載,若連結有誤,請點選上方之〝勘誤回報〞功能,我們會盡快修正,謝謝!
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top