臺灣博碩士論文加值系統

過去文獻指出仁慈領導可能透過心理安全與服從不貳對部屬創造力績效產生正向與負向兩種影響路徑，然而，尚無實徵研究同時檢驗這兩種路徑，特別是仁慈領導如何與何時對創造力績效產生正向與負向影響。為了補足上述缺口，本研究回應過去文獻，以心理安全與服從不貳分別作為正向與負向路徑的中介，並探討工作自主性在這兩個中介效果上扮演的調節作用。本研究選取跨產業樣本，採用主管與部屬配對問卷，總計回收203筆對偶資料。結果顯示：在雙路徑模型中，心理安全在仁慈領導與創造力績效之間具有正向中介效果，但仁慈領導並不會透過服從不貳的中介，對創造力績效產生負向的預測效果；另外，工作自主性能夠調節（弱化）服從不貳的負向中介效果，卻不會調節心理安全之正向中介效果。本研究進一步探討所得結果在理論與實務上的貢獻、限制及意涵。

Past literature suggests that benevolent leadership (BL) might have positive and negative effect on employee creative performance (CP). However, research has only found the positive relationship between BL and CP under certain situation. It is not clear regarding how and when does BL influence CP negatively. In order to fill up the research gap, the present study investigated the mediation effect of psychological safety (PS) and subordinate loyalty (SL) as well as identified job autonomy (JA) as moderator that influence the mediation effect of PS and SL. Using 203 dyad of supervisors and subordinates as samples, the present study found that BL influences CP positively through PS, however, BL does not have negative impact on CP via SL. Also, JA has significant moderating effect on the mediation effect of SL. When JA is high, the negative mediation effect of SL is weaker; when the moderator is low, the negative mediation effect is stronger. This study extends the creativity literature by establishing the mediation process between BL and CP.

第一章　緒論 1
第二章　文獻探討 5
第一節　創造力績效 5
第二節　仁慈領導與創造力績效 11
第三節　工作自主性在雙路徑中的角色 18
第四節　研究架構 22
第三章　研究方法 23
第一節 施測程序 23
第二節 研究樣本 23
第三節 測量工具 24
第四節 資料分析 31
第四章　研究結果 34
第一節　測量模式比較 34
第二節　相關係數矩陣 35
第三節　中介效果檢驗 37
第四節　調節式中介模式驗證 40
第五章　討論與建議 42
第一節　結果討論與貢獻 42
第二節 研究限制 48
第三節 未來研究方向 50
第四節 實務意涵 52
參考文獻 53
附錄一　問卷施測說明 62
附錄二　主管問卷 63
附錄三　部屬問卷 68
附錄四　調節式中介原始完整報表 75

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