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研究生:蕭宇岑
研究生(外文):HSIAO, YU-TSEN
論文名稱:主管謙遜、當責、未予部屬明確期望與部屬組織公民行為 之關聯性以及部屬群體主義與權力距離之調節效果
論文名稱(外文):The Relationship between Leader Humility, Accountability, Not Making Expectations Clear to Subordinates and Follower Organizational Citizenship Behavior, and the Moderating Effect of Subordinate Collectivism and Power Distance
指導教授:楊仁壽楊仁壽引用關係
指導教授(外文):YANG, JEN-SHOU
口試委員:卓秀足李瑞敏
口試委員(外文):JHUO, SIOU-ZULI, RUI-MIN
口試日期:2022-06-29
學位類別:碩士
校院名稱:國立雲林科技大學
系所名稱:企業管理系
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:2022
畢業學年度:110
語文別:中文
論文頁數:70
中文關鍵詞:謙遜當責未予部屬明確期望群體主義權力距離組織公民行為
外文關鍵詞:humility,accountabilityunable to make expectations clear to subordinatescollectivismpower distanceorganizational citizenship behavior
相關次數:
  • 被引用被引用:0
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  • 下載下載:64
  • 收藏至我的研究室書目清單書目收藏:1
本研究目的主要在探討主管謙遜、當責、未予部屬明確期望與部屬組織公民行
為之關聯影響,以及部屬群體主義與權力距離之調節效果。本研究使用調查法,問
卷採用網路媒體進行發放,共計回收 300 份。研究結果發現:主管謙遜與部屬 OCB
有正相關;主管當責與部屬 OCB 有正相關,未予部屬明確期望與部屬 OCB 為負
相關。此外,群體主義與權力距離並未調節主管謙遜與部屬組織公民行為之間的關
係;群體主義與權力距離並未調節主管當責與部屬組織公民行為之間的關係;群體
主義調節未予部屬明確期望與部屬組織公民行為之間的關係;權力距離調節未予
部屬明確期望與部屬組織公民行為之間的關係。
在管理意涵上,主管在工作職場中應保持謙遜與當責的態度與行為,以好的品
格去渲染部屬,進而提高員工的組織公民行為與組織績效。同時,主管應盡可能對
部屬釐清其期望,以免降低部屬的組織公民行為。


The purpose of this study is to explore the relationships between leader humility,
leader accountability, leader unable to make expectations clear to subordinates and
subordinate organizational citizenship behaviour (OCB), as well as the moderating effect
of subordinate collectivism and power distance on the above relationships. In this study,
the survey method was used, and the questionnaires were distributed through social media,
and a total of 300 participants joined in this study. The study found that: supervisor
humility is positively correlated with the subordinate OCB; supervisor accountability of
has a positive correlation with subordinate OCB, and supervisor unable to make
expectations clear to subordinates is negatively correlated with the subordinate OCB. In
addition, collectivism and power distance do not moderate the relationship between
supervisor humility and subordinate OCB; collectivism and power distance do not
moderate the relationship between accountability and subordinate OCB; collectivism and
power distance moderate the relationship between unable to make expectations clear to
subordinates and subordinate OCB.
In terms of management implications, supervisors should maintain a humble and
accountable attitude and behavior, so as to improve employees' OCB and organizational
performance. At the same time, supervisors should clarify their expectations to their
subordinates as much as possible, so as not to reduce their OCB.

目錄
摘要i
Abstract ii
誌謝iii
目錄iv
表目錄vi
圖目錄viii
第一章 緒論1
第一節 研究動機1
第二節 研究目的1
第二章 文獻探討4
第一節 組織公民行為4
第二節 品格優勢5
第三節 謙遜5
第四節 當責7
第五節 破壞性領導8
第六節 文化取向10
第三章 研究方法13
第一節 研究對象與問卷收集方式13
第二節 研究變數的測量13
第三節 控制變數19
第四章 分析結果20
第一節 樣本描述分析20
第二節 相關分析25
第三節 迴歸分析26
第四節 調節效果分析31
第五章 研究結論與建議42
第一節 結論42
第二節 實務與理論意涵43
第三節 研究限制與後續研究建議45
參考文獻46
一、中文部份46
二、英文部份47
附錄58


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