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研究生:張淑霞
研究生(外文):Chang, Shu-Hsia
論文名稱:家長式領導對員工組織公平的影響:干擾效果之測試
論文名稱(外文):The Impact of Paternalistic Leadership on Organizational Justice: The Test of Moderating Effects
指導教授:謝俊魁謝俊魁引用關係
指導教授(外文):Hsieh, Chun-Kuei
口試委員:張國雄李元恕吳廣文
口試委員(外文):Chang, Kuo-HsiungLii, Yuan-shuhWu, Kuang-Wen
口試日期:2014-06-05
學位類別:碩士
校院名稱:東海大學
系所名稱:高階經營管理碩士在職專班
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:2014
畢業學年度:102
語文別:中文
論文頁數:63
中文關鍵詞:家長式領導仁慈領導德行領導威權領導組織公平
外文關鍵詞:Paternalistic LeadershipBenevolent LeadershipMoral LeadershipAuthoritarian LeadershipOrganizational Justice
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本研究有兩個目的,其一是探討家長式領導與組織公平間之關係,其二是探討干擾變項(性別、產業及與主管共事年資)對家長式領導與組織公平之影響。本研
究採問卷調查法,以中部中小企業員工為樣本,有效回收樣本共計229份,使用普通最小平方法(OLS)進行迴歸分析。研究結果顯示:威權領導比仁慈領導會
讓員工知覺到較高程度的分配公平。而德行領導又比威權領導,員工會有較高程度的知覺分配公平。仁慈領導與德行領導皆比威權領導,員工會有較高程度的知
覺程序公平與互動公平。女性相對於男性,仁慈領導對知覺互動公平之影響程度較高。服務業比製造業,德行領導對知覺分配公平之影響程度較高,仁慈領導對
知覺互動公平之影響程度較高。與主管互動年資較長,仁慈、德行、威權領導對知覺分配公平之影響程度較高。與主管互動年資較長相對於年資較短,仁慈領導
對知覺互動公平之影響程度較高,德行領導對知覺互動公平之影響程度亦較高。

本研究提出研究與管理實務上的意涵和研究限制,對未來的研究方向也提出進一步的建議。

Paternalistic leadership, traced to Chinese traditional culture, is an indigenous leadership style in Chinese enterprises. According to a triad model of paternalistic leadership (PL), the three elements of PL are authoritarianism, benevolence, and morality. The purpose of this study is to examine the impact of paternalistic leadership on organizational justice (distributive, procedural, and interactional justice.). To clarify the nature of the effect of paternalistic leadership on organizational justice, this study draws on contingency theory to develop a conceptual framework to investigate how the moderating variables (employee’s age, industry, and supervisor-subordinate dyad tenure) moderate the relationship between paternalistic leadership on organizational justice.
A total of 229 employee samples were collected from 11 firms in Taiwan. Multiple regression analysis was employed to test the hypotheses developed. The results showed that authoritarianism leadership has larger impact than benevolence leadership on distributive justice; morality leadership has larger impact than authoritarianism leadership on distributive justice; benevolence and morality leadership have larger impact than authoritarianism leadership on procedural and interactional justice respectively. Furthermore, the effect of paternalistic leadership on organizational justice varies across the different employee’s age, industry and supervisor-subordinate dyad tenure. Implication of these finding, research limitation, and further research are discussed.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第二章 研究架構及研究假說 4
第一節 家長式領導 5
第二節 組織公平 8
第三節 干擾效果 12
第三章 研究方法 16
第一節 研究對象與抽樣方法 16
第二節 變數定義與衡量工具 18
第三節 信度與效度分析 19
第四章 量測結果與分析 26
第一節 敘述統計量與相關係數分析 26
第二節 研究假設驗證 27
第五章 結論與建議 36
第一節 研究討論 36
第二節 研究貢獻與管理意涵 41
第三節 研究限制與未來研究方向 43
參考文獻 44
附錄 問卷 58
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