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研究生:陳文洲
研究生(外文):Wen-ChouChen
論文名稱:轉換型領導在員工心理資本與工作態度之研究-以員工分紅為干擾變數
論文名稱(外文):The relationships among Transformational Leadership, Employee’s Psychological Capital, and Working Attitudes.﹣Employee Profit Sharing as a moderator.
指導教授:王瑜琳王瑜琳引用關係
指導教授(外文):Yu-Lin Wang
學位類別:碩士
校院名稱:國立成功大學
系所名稱:企業管理學系碩士在職專班
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:2014
畢業學年度:102
語文別:中文
論文頁數:65
中文關鍵詞:轉換型領導員工心理資本工作投入與工作滿意度員工分紅
外文關鍵詞:Transformational leadershipemployee’s psychological capitaljob involvement and job satisfactionEmployee profit sharing
相關次數:
  • 被引用被引用:4
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  • 下載下載:24
  • 收藏至我的研究室書目清單書目收藏:2
本研究主要是探討現有的科技產業為維持競爭力,優質人力資源投入與績效產出將是決定成敗的重要關鍵,組織資源有效去運用以及達成組織所設定的目標,便得靠著有效的領導與溝通,進而去探討擁有強健心理狀態與適應高度壓力的員工,會逐漸成為人力資源工作者所必須注意的課題。探討透過心理資本的建立以提升從業人員的工作投入與工作滿意。現有科技產業正面臨人才荒的危機,本研究想要進一步了解有關員工分紅政策是否會引發員工對工作的投入進而獲得工作滿意度,降低離職意圖。本研究主要是想探討轉換型領導行為對員工工作態度之間的機制,並了解員工心理資本影響其在工作投入的程度與工作滿意度,同時想要更進一步去驗證員工分紅對員工在工作投入與工作滿意度的影響程度,員工分紅在過去的研究並不多,希望藉者本研究可以對科技產業在主管領導能力的養成與人力招募上有實質的管理建議。透過問卷調查台南兩大科技園區知名企業之從業人員,有效問卷共179份,結果顯示轉換型領導行為確實能夠讓員工建立完備的心理資本,並且進一步可以讓員工的工作滿意度提升。加入員工分紅為員工心理資本與工作投入、工作滿意度之調節變項時,僅對提升工作滿意度有顯著影響,對提供員工工作投入則無顯著效果。同時以員工心理資本為中介變項時,轉換型領導與工作投入、工作滿意度皆無產生中介效果。
The study mainly discusses that superb manpower devotion and performance output will be the key factors for the existing science and technology industry to maintain competiveness, and organizational resources requires effective leadership and communication so as to be rationally used and achieve the goals set by organizations to further explore that employees with strong and healthy psychological state and high-pressure resistance ability are becoming HR’s focus that cannot be ignored, and that psychological capital can be established to improve employee’s job involvement and job satisfaction. The existing science and technology industry is confronting the crisis of talents shortage. Thus, the study aims to further understand whether employee profit sharing can trigger their job involvement and job satisfaction and reduce turnover intention, mainly probing into the mechanism of transformational leadership towards employee’s work attitude, the effects of employee’s psychological capital on job involvement and job satisfaction as well as the influencing degree of employee profit sharing on job involvement and job satisfaction, with the aspiration to propose substantial management suggestions for the leadership cultivation of supervisors and employee recruitment in science and technology industry. The employees of well-known enterprises in Tainan Science and Technology Industrial Park were investigated through questionnaires, with a total of 179 valid copies. Research results show that transformational leadership really helps employees to establish complete psychological capital and improve their job satisfaction.
中文摘要...........................................I
Extended Abstract................................II
誌 謝............................................XII
表 目 錄..........................................XV
圖 目 錄..........................................XVI
第一章 緒論..........................................1
第一節 研究背景與動機..................................1
第二節 研究目的.......................................3
第二章 文獻回顧.......................................4
第一節 轉換型領導......................................4
第二節 員工心理資本....................................7
第三節 工作投入.......................................9
第四節 工作滿意度.....................................11
第五節 員工分紅.......................................13
第三章 研究方法......................................15
第一節 研究設計.......................................15
第二節 研究變項之操作型定義及衡量........................16
第三節 研究樣本.......................................20
第四節 資料蒐集.......................................20
第五節 資料分析.......................................21
第四章 結果..........................................23
第一節 各構面變數之因素分析及信度分析.....................23
第二節 資料分析.......................................30
第三節 假說檢定.......................................35
第五章 結論與建議.....................................46
第一節 結論..........................................46
第二節 討論..........................................48
第三節 實務意涵.......................................50
第四節 研究限制.......................................52
第五節 未來建議與發展..................................52
參考文獻.............................................53
附錄................................................59

表 目 錄
【表3-1】轉換型領導衡量變項及問項............................16
【表3-2】員工心理資本衡量變項及問項...........................17
【表3-3】工作投入衡量變項及問項..............................18
【表3-4】工作滿意度衡量變項及問項............................19
【表3-5】員工分紅衡量變項及問項..............................19
【表4-1】各構面之因素分析...................................27
【表4-2】科技產業從業人員之統計分析...........................31
【表4-3】各變數間之PEARSON相關..............................34
【表4-4】轉換型領導對員工心理資本之線性迴歸分析.................36
【表4-5】員工心理資本對工作投入之線性迴歸分析...................37
【表4-6】員工心理資本對工作滿意度之線性迴歸分析.................38
【表4-7】員工心理資本、員工分紅之交互作用對工作投入之迴歸分析.....40
【表4-8】員工心理資本、員工分紅之交互作用對工作滿意度之迴歸分析....42
【表4-9】轉換型領導對員工心理資本與工作投入之線性迴歸分析.........44
【表4-10】轉換型領導對員工心理資本與工作滿意度之線性迴歸分析......45

圖 目 錄
【圖3-1】研究架構..........................................15
【圖4-1】員工分紅對員工心理資本與工作投入的干擾作用..............40
【圖4-2】員工分紅對員工心理資本與工作滿意度的干擾作用............42

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