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研究生:張秀嫣
研究生(外文):Hsiu-YenChang
論文名稱:矛盾領導、信任、工作投入與組織承諾之關聯性
論文名稱(外文):The Relationships among Paradoxical Leadership, Trust, Work Engagement and Organizational Commitment
指導教授:李憲達
指導教授(外文):Hsien-Ta Li
學位類別:碩士
校院名稱:國立成功大學
系所名稱:企業管理學系碩士在職專班
學門:商業及管理學門
學類:企業管理學類
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:98
中文關鍵詞:矛盾領導情感信任認知信任工作投入情感性承諾持續性承諾規範性承諾
外文關鍵詞:paradoxical leadershiptrustwork engagementaffective commitmentcontinuance commitmentnormative commitment
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面對瞬息萬變的環境,領導者的挑戰日益增加,而組織中存在各種矛盾與衝突,領導者的管理思維可考慮從「兩者擇一(either/or)」轉變成「兩者兼備(both/and)」,以利有效整合與滿足組織中的各種矛盾需求。同時,員工是組織中最重要的資產,領導者要能夠建立良好的信任基礎,激發員工在工作中的專注、活力與熱忱,促使員工增加工作投入,產生對組織的忠誠與承諾,進而為組織留下優秀人才。
過去文獻大多針對矛盾領導對員工的行為面向之影響進行研究,本研究旨在探討主管矛盾的領導行為對於員工的信任、工作投入與組織承諾等心理層面之影響,盼能有助於管理者在領導策略應用之參考,藉以提昇員工之信任與工作投入,強化組織成員之組織承諾。
本研究以職場員工為研究對象,有效問卷為470份,使用SPSS 17.0及SmartPLS V.3.2.8進行統計分析與假說驗證。研究結果發現:
1.主管矛盾領導行為的整合自我與他人中心、維持距離與親近關係、一視同仁又允許個人化、控制決策又賦予自主性會正向影響員工的情感信任及認知信任。
2.主管矛盾領導行為的整合自我與他人中心會正向影響員工的工作投入。
3.員工的情感信任會正向影響其工作投入、情感性承諾、持續性承諾、規範性承諾。
4.員工的認知信任會正向影響其規範性承諾。
5.員工的工作投入會正向影響其情感性承諾、持續性承諾、規範性承諾。
Facing the pressure of rapidly changing environment and market competition, the ability to coordinate resources and fulfill various needs is the challenge for every leader. Employees are the most valuable asset in an organization, and successful leaders must obtain the trust and support from employees in order to improve leadership effectiveness. Therefore, leaders should make good use of paradoxical leadership behaviors to earn the trust from employees, stimulate their enthusiasm and engagement, strengthen their loyalty and commitment, and make the organization sustainable development.
In this study, 470 valid questionnaires were statistically analyzed by SPSS Statistics 17.0 and SmartPLS V.3.2.8. The results of the study showed:
1.Combining self-centeredness with other-centeredness (SO), maintaining both distance and closeness (DC), treating subordinates uniformly, while allowing individualization (UI) and maintaining decision control, while allowing autonomy (CA) of paradoxical leadership behaviors were positively related to affect-based trust and cognition-based trust.
2.Combining self-centeredness with other-centeredness (SO) of paradoxical leadership behavior was positively related to work engagement.
3.Affect-based trust was positively related to work engagement, affective commitment, continuance commitment and normative commitment.
4.Cognition-based trust was positively related to normative commitment.
5.Work engagement was positively related to affective commitment, continuance commitment and normative commitment.
摘要 I
Abstract II
目錄 VII
表目錄 IX
圖目錄 X
第一章 緒論 1
第一節 研究背景及動機 1
第二節 研究目的 3
第三節 研究範圍 4
第四節 研究流程 5
第二章 文獻回顧 6
第一節 矛盾領導(Paradoxical Leadership) 6
第二節 信任(Trust) 11
第三節 工作投入(Work Engagement) 15
第四節 組織承諾(Organizational Commitment) 19
第五節 各構面間之相關研究與假設 23
一、矛盾領導與信任之關係 23
二、矛盾領導與工作投入之關係 25
三、信任與工作投入之關係 26
四、信任與組織承諾之關係 27
五、工作投入與組織承諾之關係 28
第三章 研究方法 29
第一節 研究架構與假設 29
第二節 研究變數與衡量工具 32
第三節 研究設計 37
第四節 資料分析方法 39
第五節 研究倫理 41
第四章 資料分析結果 42
第一節 樣本資料分析 42
第二節 研究變數敘述性統計 45
第三節 信度與效度分析 51
第四節 結構方程模型分析 60
第五章 結論與建議 74
第一節 研究結果與討論 74
第二節 理論意涵及管理意涵 80
第三節 研究限制 83
第四節 未來研究建議 84
參考文獻-中文 85
參考文獻-英文 88
附錄 94
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