臺灣博碩士論文加值系統

商業環境是多變的，例如:工作條件、政府政策和經濟變化，會導致組織行為和人們工作方式的變化。這些情況會對員工績效和合作行為產生負面影響。變革型領導成為有效領導之一，具有效處理組織變革和幫助下屬提高工作所需技能的特點。影響員工績效和合作行為的變量是 LMX 關係和工作滿意度。因此，自 COVID-19 疫情以來，社交媒體已成為支持許多工作場所溝通的重要工具之一。強迫員工在工作中使用社交媒體而不准備適當的管理可能會導致員工對社交媒體的使用不當，因為對社交媒體在工作中使用的滿意度水平會對組織成員之間的關係及其績效產生積極或消極的影響。
因此，本研究旨在探討變革型領導、領導-成員交換關係、工作滿意度、員工績效、合作行為以及社交媒體工作滿意度之間的關係。通過線上平台使用線上問卷調查，從不同組織的 451 名員工收集樣本。主要受訪者是泰國員工，其次是印尼和台灣員工。本研究使用結構方程模型來研究變量的中介效應，並使用基於 假說檢定過程宏觀模型 7 的斜率分析的路徑分析通過 Amos 程序來分析條件間接效應。研究結果顯示，中介變量（LMX 關係和工作滿意度）在變革型領導、員工績效和合作行為之間起到中介效果作用。根據調節中介指數，對社交媒體在工作中的使用的中低滿意度（調節者）顯著和消極地調節變革型領導與員工績效之間的關係，以及變革型領導與通過工作滿意度實現的合作行為之間的關係（調節者）。結果表示，員工對社交媒體在工作中的使用滿意度處於中低水平，通過工作滿意度抑制了變革型領導與員工績效和合作行為之間的正相關關係。

Sudden change in business environments, such as work conditions, government policies, and economic changes, leads to changes in organizational behaviors and the way people work. These situations can negatively impact employee performance and cooperative behaviors. Transformational leadership becomes one of effective leadership with the characteristics of effectively handling organizational changes and helping followers improve the skills needed in their work. The other variables that affect employee performance and cooperative behaviors are LMX relationships and job satisfaction. Recently, social media has become an essential tool to support communications in many workplaces since COVID-19 spread. Forcing employees to use social media for work without preparing the appropriate management can lead to employee dissatisfaction with social media use since the levels of satisfaction with social media use for work can positively and negatively impact the relationships among organizational members and their performance.
Therefore, this research aims to explore the relationships among transformational leadership, leader-member exchange relationships, job satisfaction, employee performance, cooperative behaviors, and satisfaction with social media use for work. Data are collected from 451 employees in various organizations using an online questionnaire via online platforms. The major respondents are Thai employees, followed by Indonesian and Taiwanese. This study uses the structural equation model to investigate the mediating effect of variables and a path analysis based on slope analysis from the Hayes process macro model 7 through the Amos program to analyze the conditional indirect effects. The findings indicate that mediating variables (LMX relationships and job satisfaction) mediate the positive relationships between transformational leadership, employee performance, and cooperative behaviors. According to moderated mediation index, low and medium levels of satisfaction with social media use for work (a moderator) significantly and negatively moderate the relationships between transformational leadership and employee performance and between transformational leadership and cooperative behaviors via job satisfaction (a mediator). The results imply that the low and medium levels of employee satisfaction with social media use for work dampen the positive relationships between transformational leadership and employee performance and cooperative behaviors through job satisfaction.

ACKNOWLEDGEMENTS......................................I
ABSTRACT.............................................II
摘要.................................................IV
TABLE OF CONTENTS....................................VI
LIST OF TABLES ....................................VIII
LIST OF FIGURES......................................IX
LIST OF ABBREVIATION..................................X
CHAPTER1 INTRODUCTION.................................1
1.1. Research motivation...........................1
1.2. The research objectives.......................4
1.3. Methodology...................................4
1.4. Definitions...................................5
1.5. Research flowchart............................6
CHAPTER2 LITERATURE REVIEW............................8
2.1. Transformational leadership...................8
2.2. Job satisfaction.............................11
2.3. Leader-member exchange relationships ........11
2.4. Cooperative behaviors........................12
2.5. Employee performance.........................13
2.6. Relationships between variables..............14
2.7. Satisfaction with social media use for work..23
CHAPTER3 DATA, METHODOLOGY, AND RESEARCH MODEL.......27
3.1. Data.........................................27
3.1.1 Questionnaire reliability test...............28
3.1.2 Variable screening...........................29
3.2. Research model...............................30
3.3. Methodology..................................31
3.3.1 Exploratory factor analysis..................32
3.3.2 Confirmatory factor analysis.................32
3.3.3 Mediation analysis...........................33
3.3.4 Moderated mediation analysis.................34
CHAPTER4 EMPIRICAL RESULTS AND DISCUSSION............39
4.1. Exploratory factor analysis..................39
4.2. Confirmatory factor analysis.................41
4.3. Multiple mediation analysis..................44
4.4. Moderated mediation analysis.................48
4.5. Hypotheses test summary......................57
4.6. Discussion...................................60
CHAPTER5 CONCLUSION..................................74
5.1. Recommendation...............................76
5.2. Limitations and further study................77
REFERENCES...........................................78
APPENDIX 1 Dissertation questionnaire..............90
APPENDIX 2 Variable screening......................96
APPENDIX 3 Standard deviation and correlation......97

List Of Tables

Page
Table 1. Demographic information.................... 27
Table 2. Questionnaire reliability test..............28
Table 3. Factor loading and Cronbach’s alpha........ 39
Table 4. Factor correlation matrix...................40
Table 5. Test of composite reliability, convergent validity,
and discriminant validity...................41
Table 6. HTMT analysis for discriminant validity.....42
Table 7. Measurement model fit (Figure 2)............42
Table 8. Measurement model fit (Figure 3B)...........46
Table 9. Regression weight (Figure 3B)...............46
Table10. Multiple mediations.........................47
Table11. Regression weight (Figure 4)................50
Table12. Bootstrap confidence intervals of path a, b, and c
(Figure 4)..................................51
Table13. Bootstrap confidence intervals of path g, h, and f
(Figure 4)..................................52
Table14. Regression weight (Figure 5)................54
Table15. Bootstrap confidence intervals of path a, b, and c
(Figure 5)...................................55
Table16. Bootstrap confidence intervals of path g, h, and f
(Figure 5)...................................56
Table17. Summary table for hypotheses test............58

LIST OF FIGURES
Page
Figure 1A Research Flowchart.......................... 7
Figure 1B Research model..............................31
Figure 1C Total effect................................33
Figure 1D Basic mediation model.......................34
Figure 1E First stage a moderated mediation model.....35
Figure 1F Second stage a moderated mediation model....36
Figure 2 CFA model (indicator reliability)...........43
Figure 3A Multiple mediation model (defined estimand).44
Figure 3B Multiple mediation model (SEM causal model).45
Figure 4 Moderated mediation analysis................49
Figure 5 Moderated mediation analysis................53

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