臺灣博碩士論文加值系統

家長式領導是華人企業組織中最典型也最普遍的領導風格，因此家長式領導的研究對於華人企業的組織實務來說運用範圍也相當廣泛。家長式領導是以父權主義的威權領導、細心照料部屬的仁慈領導，及以道德標準為最高原則的道德領導（鄭伯壎、周麗芳、樊景立，2000）。面對現在高離職率的時代，亦有相關共做投入之研究發現，員工投入情形並非主管想像的理想，現今，優渥的薪資並未必能為企業帶來更多的投入動機，員工更在意的可能是追求更多心理上的成就。本研究主要探討家長式領導與工作投入之間的關係，並針對心理資本作為中介進行進一步的研究，探討心理資本是否會同時對員工產生工作投入的影響。本研究採用採用問卷調查法，以台灣各大企業的工作人士為研究對象，採用線上發放問卷，有效問卷共計320份。
研究結果顯示，道德領導和威權領導，和工作投入較無顯著的預測效果，此判定可能是為樣本數的誤差造成。而仁慈領導對工作投入有正向預測效果，且心理資本對仁慈領導和工作投入之間有產生部分中介效果，當領導者展現越多仁慈行為，則員工會越投入於工作當中，且企業應在仁慈領導的行為下，善用員工的心理資本培訓和應用，可使員工工作投入的程度更提高。

Paternalistic leadership is the most typical and common leadership style in Chinese enterprise organizations. Also, the research on paternalistic leadership is also widely used in the organizational practice of Chinese enterprises. Paternalistic leadership includes patriarchal authoritarian leadership, benevolent leadership that takes care of subordinates carefully, and moral leadership that takes moral standards as the highest principle (Zheng Boyi, Zhou Lifang, Fan Jingli, 2000). Facing the current era of high turnover rate, there are also related researches on co-investment that found that employee engagement is not as ideal as supervisors imagined. Nowadays, favorable salary does not necessarily bring more investment motivation to the company. Employees maybe are more concerned about sense of accomplishment. This study mainly explores the relationship between paternalistic leadership and work engagement, and further studies on psychological capital as an intermediary to explore whether psychological capital will also affect employees’ work engagement.
This research adopts the questionnaire survey method. Takes the workers of major enterprises in Taiwan as the research object and uses the online questionnaire to distribute the questionnaires. There is a total of 320 valid questionnaires.

書名頁 i
論文口試委員審定書 ii
中文摘要 iii
英文摘要 iv
感謝誌 vi
目錄 viii
表目錄 ix
圖目錄 x
第一章、緒論 1
第一節 研究動機 1
第二節 研究目的 2
第二章、文獻探討 4
第一節 家長式領導 4
第二節 三元模型的確立 12
第三節 心理資本的內涵和架構 18
第四節 工作投入的內涵和架構 22
第五節 家長式領導與工作投入 24
第六節 心理資本對家長式領導與工作投入之間產生中介效果 25
第三章、研究方法 27
第一節 研究架構和假設 27
第二節 研究對象和抽樣方法 28
第三節 資料分析方法 30
第四章、研究結果 31
第一節 問卷信度分析 31
第二節 敘述性統計分析 32
第三節 相關分析 36
第四節 控制變項與變相間的變異數分析 38
第五節 迴歸分析 47
第六節 心理資本的中介預測效果 49
第五章、結論與建議 51
第一節 研究結論與討論 51
第二節 管理意涵 54
第三節 研究限制與未來研究建議 57
參考文獻 59
附錄 施測問卷 67

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