臺灣博碩士論文加值系統

本研究旨在瞭解後勤部隊軍職人員賦權領導知覺、內在激勵與離職傾向之現況，並探討 賦權領導知覺、內在激勵與離職傾向之間的相關程度。本研究採問卷調查法，以「賦權 領導知覺量表」、「內在激勵量表」及「離職傾向量表」為研究工具，問卷填答結果以 描述性統計、問項分析、項目分析與信度分析、相關性分析及多元階層迴歸等有系統的 方法予以歸納與分析。
本次研究採用便利抽樣之方式以台南市白河內角營區之現任後勤部隊軍職人員為研究 對象，回收的有效問卷為 137 份，根據研究之結果，得出以下之結論:
一、賦權領導知覺對內在激勵有顯著的正向影響。
二、內在激勵對離職傾向有負向的顯著影響。
三、賦權領導知覺對離職傾向有顯著的負面影響。
四、內在激勵對於賦權領導知覺對離職傾向之影響有中介效果。

The purpose of this study is to investigate the current status of the perceived empowering leadership, internal motivation and intent to leave for military logistic force members and the relationship among these variables. This research used survey methodology and utilized ‘empowering leadership scale’, ‘internal motivation scale’, and ‘scale of intent to leave’ as the research instruments. The data collected using the survey questionnaires were analyzed with descriptive statistics, item analysis, reliability analysis, correlation analysis and hierachical regression analysis to obtain systematic understanding of the aforementioned variables. The research subjects were convenient samples of 137 collected from military logistic force at Nei- Jiao barracks, Bai-He District, Tainan City. And the following conclusions were reached:
1. Empowering leadership has positive impact on internal motivation.
2. Internal motivation has negative impact on intent to leave.
3. Empowering leadership has negative impact on intent to leave.
4. The effect of empowering leadership on intent to leave is partially mediated by
internal motivation.
The implication of the above findings were also discussed.

摘 要 i
Abstract ii
謝 誌 iii
目錄 iv
表目錄 vi
圖目錄 viii
第一章、緒論 1
第一節、研究背景與動機 1
第二節、研究目的 4
第三節、研究流程 5
第二章、文獻探討 6
第一節、賦權領導 6
第二節、內在激勵 14
第三節、離職傾向 21
第四節、賦權領導、內在激勵與離職傾向之關係 25
第三章、研究方法 28
第一節、研究架構 29
第二節、研究假設 30
第三節、樣本與研究工具 31
第四節、資料分析方法 37
第四章、研究結果分析 39
第一節、敘述性統計分析 39
第二節、信度分析與項目分析 47
第三節、相關分析 55
第四節、層級迴歸分析 56
第五節、假設檢定結論 62
第五章、結論與建議 63
第一節、研究意涵 64
第二節、管理實務建議 67
第三節、研究限制與對未來研究之建議 70
參考文獻 71
附錄一 研究問卷 82

 表目錄
表2-1　賦權理論概念及定義摘要表 9
表2-2　賦權領導相關研究彙整表 12
表2-3　自我決定理論相關研究彙整表 18
表2-4　離職傾向概念及定義摘要表 22
表2-5　離職傾向相關研究彙整表 24
表3-1　賦權領導知覺量表衡量題項 33
表3-2　內在激勵量表衡量題項 35
表3-3　離職傾向量表衡量題項 36
表4-1　有效樣本之個人基本資料分析表 40
表4-2　賦權領導知覺各問項之平均數與標準差 41
表4-3　內在激勵各問項之平均數與標準差 44
表4-4　離職傾向各問項之平均數與標準差 46
表4-5　各研究變項之信度分析 47
表4-6　賦權領導知覺之項目分析表 48
表4-7　刪題後之賦權領導知覺項目分析表 51
表4-8　內在激勵之項目分析表 53
表4-9　離職傾向之項目分析表 54
表4-10　相關係數分析表 55
表4-11　賦權領導知覺與內在激勵之層級迴歸分析表 57
表4-12　內在激勵、賦權領導知覺與離職傾向之層級迴歸分析表 59
表4-13　內在激勵之中介效果分析表 61
表4-14　研究假設分析結果彙整 62

圖目錄
圖1-1　研究流程圖 5
圖3-1　研究架構圖 29

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