臺灣博碩士論文加值系統

中文摘要
領導乃是影響他人的行為以達成組織目標的過程，也是影響組織達成目標的能力(Robbins,2001)，亦即能夠促成團隊成員貢獻付出的領導方式，對於企業組織行為研究極重要的議題。然而，隨著近年來國內勞動相關法令的重大變革與經濟環境不佳的雙重影響之下，使得企業面臨員工士氣的低落與員工承諾的兩難，並且直接衝擊相關領導的研究。
具有無形性 (Intangiblity)、異質性 (Heterogeneity)、易逝性 (Perishability) 及不可分割性 (Insaparability)的服務業，在目前科技加速變化的世代，領導人的謙卑特質是很重要的關鍵，因為若一位領導人不能承認自己並不是無所不知，便無法學習，若領導人無法學習，最終只有失敗。因此領導者如何透過學習動員團隊，以達成其組織目標的能力，是更甚於領導傳統產業固定循環工作的團隊所造成的影響。尤其國內目前服務業產值超過全年GDP的六成，透過謙卑領導風格，並對團隊賦權，以增加團隊效能，有助於國內GDP的成長，是從事人力資源管理者對社會進步的極大貢獻。
本研究主要探討「主管的謙卑領導行為」對「團隊賦權」及「團隊任務績效」的影響。其次是「團隊成員的傳統性」對「主管的謙卑領導行為」與「團隊賦權」是否產生干擾效果。
本研究系以人壽保險經紀人公司之行銷人員為主要研究對象，藉由蒐集50組的主管與部屬的配對問卷資料，發現：（1）「主管的謙卑領導行為」會形成「團隊賦權」並且有助於「團隊任務績效」的成長。（2）而團隊成員的「傳統性」對於主管的「謙卑領導」行為形成的「團隊賦權」有干擾效果。
關鍵詞：領導、謙卑領導、團隊賦權、團隊任務績效、傳統性

Abstract
Humility is an important quality for an organization to learn and to react effectively. Leaders with great humility about his role praise the efforts of their employees and will elicit a higher level of employees’ motivation.
This study aims to explore the impact of leader humility on team task performance via the mediating role of team empowerment. In addition, this research will examine the boundary conditions of this mediation model. More specifically, the relationship between leader humility and team empowerment is posited to be moderated by employee traditionality such that the positive linkage will become stronger when employees exhibit high levels of this trait. This research will select employees from an insurance company in Taiwan to provide research data. To mitigate concerns associated with having same-time, same-source data, a dyadic sample will be used to include data from insurance agents and their immediate supervisors. Specifically, the employees will provide data on perceptions of their leaders’ humility and their own traditionality trait at Time 1 and their supervisors will rate their team task performance at time 2.
This study hopes to contribute to the leader humility literature by exploring its effect on team performance, especially in service sectors such as insurance companies where teamwork and individual agents are significant contributors.
Keywords: leadership leader humility, team empowerment, team task performance, traditionality.

目錄
中文摘要………………………………………………I
Abstract…………………………………………………….III
謝誌…….……………………………………………V
目錄…….……………………………………………VI
表目次...…………………………………………VIII
圖目次...……………………………………………IX
第一章 緒論 7
第一節 研究背景 7
第二節 研究動機 9
第三節 研究目的 10
第四節 名詞釋義 12
第二章 文獻探討 15
第一節 理論基礎：集體共享理論 15
第二節 團隊任務績效 17
第三節 領導者謙卑 18
第四節 領導者謙卑與團隊任務績效 18
第五節 團隊賦權 20
第六節 團隊賦權作為中介變項 21
第七節 成員的傳統性 22
第八節 成員的傳統性調節領導者謙卑與團隊賦權 23
第三章 研究方法與步驟 24
第一節 研究架構 24
第二節 研究樣本與程序 26
第三節 研究工具 26
第四節 資料處理與分析方法 29
第四章 研究結果與討論….……………………………..31
第一節 樣本描述……………………………………31
第二節 個人屬性之差異分析…………………….34
第三節 問卷之信度與效度……………………….35
第四節 階層迴歸分析……………………………..39
第五節 傳統性之調節式中介效果………………43
第五章 研究結果與建議…………………………………48
第一節 研究發現……………………………………48
第二節 研究結論……………………………………52
第三節 研究建議……………………………………54
第四節 研究限制……………………………………58
參考文獻 59
附錄 66

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