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研究生:蔡玗伶
研究生(外文):TSAI, YU-LING
論文名稱:真誠領導、心理賦權與職場偏差行為之相關研究-以主管部屬交換關係社會比較為調節變項
論文名稱(外文):A Study on the Relationships among Authentic Leadership, Psychological Empowerment, and Workplace Deviation Behavior: Leader-Member Exchange Social Comparison as a Moderator
指導教授:黃良志黃良志引用關係
指導教授(外文):HUANG, LIANG-CHIH
口試委員:黃良志溫金豐林淑慧
口試委員(外文):HUANG, LIANG-CHIHUEN, JIN-FENGLIN, SHU-HUEI
口試日期:2020-07-13
學位類別:碩士
校院名稱:國立中正大學
系所名稱:勞工關係研究所
學門:社會及行為科學學門
學類:綜合社會及行為科學學類
論文種類:學術論文
論文出版年:2020
畢業學年度:108
語文別:中文
論文頁數:80
中文關鍵詞:真誠領導LMXSC心理賦權職場偏差行為
外文關鍵詞:Authentic leadershipLMXSCPsychological empowermentWorkplace deviant behavior
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隨著社會的變遷改變了工作的結構內涵,真誠領導開始被企業視為是領導員工最高的境界,會使部屬產生正向的工作情緒;同時,在主管部屬社會比較關係裡,感受質量較高的員工其心理賦權的程度也會提高;而員工心理賦權的程度,亦可能使其反應在工作場所內所表現出的行為。
本研究對象以企業的受僱員工為主要樣本,採用問卷調查法蒐集資料,回收有效問卷250份;並採用SPSS與AMOS軟體進行假設驗證,探討心理賦權中介真誠領導與職場偏差行為之間的關係,以及LMXSC對真誠領導與心理賦權間關係的調節效果,研究結果如下:
一、真誠領導對心理賦權具正向顯著影響
二、心理賦權對職場偏差行為具負向顯著影響
三、心理賦權在真誠領導與職場偏差行為間不具中介效果
四、LMXSC在真誠領導與心理賦權間不具調節效果
最後,依據研究結果,提出具體結論與建議,供實務管理與後續研究之參考。

The main purpose of the study was to investigate the relationship between authentic leadership and workplace deviant behavior. The mediating effect of psychological empowerment between authentic leadership and workplace deviant behavior was discussed. Meanwhile, the moderating effect of leader-member exchange social comparison (LMXSC) between authentic leadership and psychological empowerment was explored.
The subjects are employees by using a questionnaire survey to collect data. There are 250 valid questionnaires collected. The SPSS and AMOS were used to examine the hypotheses of this study.
The results are as follows.
1. Authentic leadership has a significantly positive influence on psychological empowerment.
2. Psychological empowerment has a significantly negative influence on workplace deviant behavior.
3. Psychological empowerment has no mediating effect between authentic leadership and workplace deviant behavior.
4. LMXSC has no moderating effect between authentic leadership and psychological empowerment.
Finally, according to the research results of this study, there are some concrete conclusions and suggestions provided as references to practical management and future research.

Abstract
目 錄 i
表目錄 ii
圖目錄 ii
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 真誠領導 5
第二節 主管-部屬交換關係社會比較 10
第三節 心理賦權 14
第四節 職場偏差行為 18
第五節 各研究變項間之關聯性 22
第三章 研究設計 27
第一節 研究對象與資料蒐集 27
第二節 研究變項操作性定義與衡量工具 32
第三節 測量模式 40
第四節 資料分析方法 42
第四章 實證分析與結果 45
第一節 相關分析 45
第二節 各研究變項構面之迴歸分析 49
第三節 心理賦權之中介效果分析 51
第四節 主管-部屬交換關係社會比較之調節效果 52
第五章 結論與建議 55
第一節 研究結論 55
第二節 研究建議 57
第三節 研究限制與後續研究建議 59
參考文獻 61
附錄 75


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