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研究生:張容容
研究生(外文):Chang Jung-Jung
論文名稱:組織文化認知與建言行為關係之研究-人格特質的調節作用
論文名稱(外文):The Relationship between Organizational Culture and Voicing Behavior - Moderating Effects of Personality Traits
指導教授:吳美連吳美連引用關係
指導教授(外文):Wu Melien
學位類別:碩士
校院名稱:國立嘉義大學
系所名稱: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
畢業學年度:102
語文別:中文
中文關鍵詞:組織文化認知建言行為人格特質
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七十年代傳統產業帶動了台灣的經濟起飛,但近年來,金融風暴的衝擊、外資的湧入以及新一代企業的崛起,舊有的經營理念已經不敵社會型態帶來的改變,使得傳統產業漸漸面臨到轉型的困難,企業獲利能力間接受到影響,人才成為企業競爭優勢的主要來源。新一代企業所擁有的組織文化與傳統產業相差甚大,組織除了管理者的決策外,接納各階層員工的建言才能使企業擁有創新性,要培養出願意提供建言來改善組織現況的員工,組織文化是重要的一環;此外,每位員工皆有擁有不同的人格特質,這樣的因素也可能使得員工建言行為受到影響,故本研究除了嘗試驗證這三者之間的關係之外,進一步檢視人格特質在組織文化與建言行為之間的調節作用。本研究研究對象為跨產業的企業員工,以問卷調查的方式經由統計軟體進行實證分析。
本研究依架構採用「組織文化」、「建言行為」、「人格特質」之量表,以便利抽樣的方式對跨產業員工進行問卷調查,且施測對象限定須在同家企業工作滿兩年之員工,共發放400份問卷,回收有效問卷302份,總有效問卷回收率為75.5%,並以AMOS及SPSS進行分析及假設驗證。
經由統計分析後,本研究發現如下:1.支持型文化對建言行為具有顯著正向影響,即組織越傾向支持型文化管理制度,則員工建言行為程度愈高;2.官僚型文化對建言行為具有顯著的正向影響,即組織越傾向官僚型文化管理制度,則員工建言行為程度愈高;3.親合性人格特質對建言行為具有顯著的正向影響;4.勤勉正直性人格特質對建言行為具有顯著的正向影響;5.開放性人格特質對建言行為具有顯著的正向影響;6.勤勉正直性在官僚型文化與建言行為間具有調節作用;7.情緒穩定性在支持型文化與建言行為間具有調節作用。

關鍵詞:組織文化認知、建言行為、人格特質

The 1970s, traditional industries led to economic take-off in Taiwan. In recent years, the financial crisis, the influx of foreign capital and the rise of a new generation of enterprise. The old management philosophy has been lost to highly competitive society patterns changes in the traditional industries facing difficulties getting to the transformation, corporate profitability has been affected indirectly. So talent became a major source of competitive advantage. Except manager’s decision-making in organization, acceptance all levels of employees of the enterprise have voicing to make innovative. To cultivate willingness to provide voice to improve the organizational status, organization culture is an essential factor. In addition, every member of staff has different personality traits, the factors may affected voice behavior of employees. In addition to this study once confirm among the three relationship, and want to explore the personality of the organization culture and voice whether the Moderating between the results.
The research is based upon questionnaires were distributed for the investigation and the statistic software was applied for the data analysis. The objects of this research are the cross-industry employees, and the sample shall be limited to employees working for the same company in two years. 400 questionnaires were issued and 302 valid replies were received, and the statistic software SPSS and AMOS was applied for the data analysis.
A result of statistical analysis provides 7 conclusions as follows: 1. Supportive culture has obvious influences on voice. 2. Bureaucratic Culture has obvious influences on voice. 3. Agreeableness has obvious influences on voice. 4. Conscientiousness has obvious influences on voice. 5. Openness has obvious influences on voice. 6. Conscientiousness as the moderator positively and significantly affected to the relationship between bureaucratic Culture and voice. 7. Emotional Stability as the moderator positively and significantly affected to the relationship between supportive culture and voice.

Key word : Organizational Culture、Voice Behavior、Personality Traits

目錄
中文摘要 I
Abstract II
謝誌 III
表目錄 V
圖目錄 VI
第一章 緒論 1
第一節、 研究背景 1
第二節、 研究動機 3
第三節、 研究目的 4
第四節、 研究流程 5
第二章 文獻探討 6
第一節、 組織文化 6
第二節、 建言行為 14
第三節、 人格特質 22
第四節、 組織文化、建言行為、人格特質三者關係之探討 25
第三章 研究方法 28
第一節、 研究架構 28
第二節、 研究假設 29
第三節、 操作性定義與衡量工具 30
第四節、 研究對象與抽樣方法 35
第五節、 樣本描述特性 36
第六節、 資料分析方法 39
第四章 研究結果分析與討論 41
第一節、 衡量工具之信度、效度檢測 41
第二節、 研究變項之敘述性統計分析及相關分析 48
第三節、 假設驗證 52
第五章 結論與建議 60
第一節、 研究結論 60
第二節、 研究建議 66
第三節、 研究限制 69
附錄一、參考文獻 70
一、 中文文獻 70
二、 英文文獻 70
附錄二、問卷 74


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