臺灣博碩士論文加值系統

華人社會因其歷史脈絡，企業經營經常被認為較具人治色彩，企業實施績效管理、薪資報酬和訓練發展等人力資源管理措施亦較容易因上位者的領導需求而影響，進而反應到企業經營表現。因此，本研究以華人家長式領導風格知覺為調節變項，探討人力資源管理措施對員工情感性承諾、工作績效及組織公民行為之影響。
本研究以台灣中部機械產業之個案企業集團員工為研究對象，採用問卷調查方式，人數共93人，並以直屬主管配對員工的方式，由主管填寫員工工作績效和組織公民行為，而員工填寫家長式領導、人力資源管理措施以及情感性承諾。檢驗發現不同基層主管與組員的配對資料不具顯著群體差異，不適合進行跨層級分析，因此採用階層迴歸分析來驗證本研究假說，包含家長式領導、人力資源管理措施、情感性承諾、員工工作績效、組織公民行為等變項之關係。本研究實證結果除了再次驗證家長式領導和人力資源管理措施對員工態度與行為個別的影響，更進一步發現家長式領導能增強績效管理對員工的情感性承諾，並且在員工組織公民行為表現上扮演一種替代效果。
據此，本研究呼應過去文獻認為家長式與轉換式領導在內涵詮釋上之差異，並成功解釋華人企業經常被詬病績效管理過於主觀，卻依舊能在量化經營指標獲得優秀成果之原因，因此後續的研究可以針對不同領導層級做分析，嘗試了解不同層級領導對企業之影響，做為企業主管領導統御能力養成之依據。

Business management in Chinese societies is often considered with rule of human because of the historical context. Human resource management practices like performance management, remuneration, and training and development in an enterprise are more easily affected by the superior leadership to further reflect to the business management performance. In this case, Chinese perceived paternalistic leadership style is regarded as the moderator in this study to discuss the effect of human resource management practices on employees’ affective commitment, work performance, and organizational citizenship behavior.
Employees of the case machinery enterprise in central Taiwan are selected as the research subject in this study. Total 93 employees and the immediate supervisors are proceeded the questionnaire survey in which the supervisors fill for employees’ work performance and organizational citizenship behavior and the employees fill for paternalistic leadership, human resource management practices, and affective commitment. The test results do not show significant crossed level differences between supervisors and the members that Hierarchical Regression Analysis is applied to test the research hypotheses, including the relations among paternalistic leadership, human resource management practices, affective commitment, employee work performance, and organizational citizenship behavior. The empirical results verify the effects of paternalistic leadership and human resource management practices on employee attitude and behavior. It is further discovered that paternalistic leadership could strengthen the effect of performance management on employees’ affective commitment and plays an alternative effect on employees’ organizational citizenship behavior.
Accordingly, this study corresponds to the interpretation difference in the connotation of paternalistic and transformational leadership and successfully explains the factor in Chinese enterprises being able to present excellent outcome on quantitative management indicators in spite of the performance management being often criticized subjective. Successive research therefore could analyze different leadership levels and attempt to understand the effect of such levels on enterprises for the reference of an enterprise cultivating the supervisors’ leadership.

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 4
第一節 家長式領導 4
第二節 人力資源管理措施 13
第三節 情感性承諾 17
第四節 員工行為 20
第三章 研究方法 27
第一節 研究架構與假說 27
第二節 研究對象 29
第三節 研究設計 30
第四節 資料分析方法 32
第四章 研究結果 34
第一節 樣本結構與研究變數分析 34
第二節 信度與效度分析 37
第三節 基本資料對研究變相影響之分析 43
第四節 家長式領導、人力資源管理措施、情感性承諾、組織公民行為以及員工工作績效之相關分析 48
第五節 家長式領導、情感性承諾、組織公民行為及員工工作績效之迴歸分析 50
第六節 人力資源管理措施、情感性承諾、組織公民行為及員工工作績效之迴歸分析與家長式領導的調節效果 52
第五章 研究結論與建議 61
第一節 研究結論 61
第二節 研究貢獻 66
第三節 研究限制與未來研究方向 69
參考文獻 71
附錄 83

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