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研究生:廖紀華
研究生(外文):Liao, Ji-Hua
論文名稱:轉型領導對績效之影響:以組織情感承諾及建言為中介變數
論文名稱(外文):The Impact of Transformational Leadership on Performance:The Mediating Role of Organizational Affective Commitment and Voice Behavior
指導教授:郭翠菱郭翠菱引用關係
指導教授(外文):Kuo, Tsuilin
口試委員:郭翠菱劉惠玲張朝清
口試委員(外文):Kuo, TsuilinLiu, HueylingChang, Chao-Ching
口試日期:2017-07-02
學位類別:碩士
校院名稱:輔仁大學
系所名稱:會計學系碩士班
學門:商業及管理學門
學類:會計學類
論文種類:學術論文
論文出版年:2017
畢業學年度:105
語文別:中文
論文頁數:57
中文關鍵詞:轉型領導組織情感承諾建言績效
外文關鍵詞:Transformational LeadershipOrganizational Affective CommitmentVoice BehaviorPerformance
相關次數:
  • 被引用被引用:1
  • 點閱點閱:282
  • 評分評分:
  • 下載下載:10
  • 收藏至我的研究室書目清單書目收藏:2
本研究欲探討轉型領導對績效之影響,以及組織情感承諾、建言對轉型領導與績效之中介效果的影響。本研究以問卷方式進行,資料收集來自機關、學校及企業(包括科技業、製造業、服務業等)的主管作為研究對象,共發出211 份問卷,回收144 份,扣除填答不完整的無效樣本12份後,有效問卷為 132份,有效問卷的回收率為62.56%。研究結果顯示:(1)轉型領導對績效呈正向影響;(2)轉型領導對組織情感承諾呈正向影響;(3)組織情感承諾對績效呈正向影響;(4)組織情感承諾對轉型領導與績效呈正向影響且具有中介效果;(5)轉型領導對建言呈正向影響;(6)建言對績效呈正向影響;(7)建言對轉型領導與績效呈正向影響且具有中介效果。
This study was conducted with the aim of measuring the impact of transformational leadership on performance and the mediating role of organizational affective commitment and voice behavior on the impact. The data were collected by means of questionnaires up to 211 authorities, schools and enterprises, including science, technology, manufacturing, services and so on. A total of 144 questionnaires were returned. However, it was found that there were 12 questionnaires with too much missing information and could not be used. Therefore, only 132 questionnaires were considered valid, which results in a valid response rate of 62.56 per cent.The research outcomes are listed below: (1) the transition leadership has a positive effect on the performance; (2) the transitional leadership has a positive effect on the organizational affective commitment; (3) the organizational affective commitment has a positive effect on the performance; (4) the organizational affective commitment has a positive effect on the transitional leadership and performance and have the mediating effect; (5) the transitional leadership has a positive effect on the voice; (6) the voice behavior have a positive effect on the performance; (7) the voice behavior have a positive effect on the transitional leadership and performance and have the mediating effect.
目錄
頁次
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 文獻探討 5
第一節 轉型領導之定義 5
第二節 轉型領導對績效之影響 6
第三節 轉型領導對績效之影響:以組織情感承諾為中介變數 8
第四節 轉型領導對績效之影響:以建言為中介變數 11
第三章 研究方法 16
第一節 研究架構 16
第二節 研究假說 17
第三節 研究對象與抽樣程序 17
第四節 操作性定義與衡量工具 18
第五節 資料分析與統計方法 20
第四章 統計分析與研究結果 24
第一節 樣本資料特性 24
第二節 信、效度分析 24
第三節 相關分析 28
第四節 複迴歸與階層迴歸分析之討論與建議 30
第五節 Sobel test 檢定 32
第五章 結論 37
第一節 研究結論 37
第二節 理論貢獻 39
第三節 管理實務意涵 40
第四節 研究限制及未來研究建議 41
參考文獻 42
附錄一(問卷) 53

表次
頁次
表4-2-1 轉型領導之信效度分析 25
表4-2-2 組織情感承諾之信效度分析 26
表4-2-3 建言之信效度分析 27
表4-2-4 績效之信效度分析 27
表4-3-1 研究變數之敘述統計及相關係數分析 29
表4-4-1 複迴歸分析~轉型領導、組織情感承諾、績效之影響 33
表4-4-2 階層迴歸分析~組織情感承諾在轉型領導與績效中介角色分析表 34
表4-4-3 複迴歸分析~轉型領導、建言、績效之影響 35
表4-4-4 階層迴歸分析~建言在轉型領導與績效中介角色分析表 36
表5-1-1 研究結果摘要表 37

圖次
頁次
圖3-1 研究架構 16


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