臺灣博碩士論文加值系統

簡介：強化高適應性表現的最佳化是影響經濟和社會前景的關鍵挑戰。然而，印尼的公司正面臨不確定且複雜的工作條件和情況。事實上，這些不確定性和複雜情勢要求組織持續改進以實現最佳績效，在高水準競爭和裁員中生存，並適應不確定的環境。大規模裁員的重大問題影響了員工對未來的擔憂。
目的：本研究目的為檢視和探究適應性表現的決定性因素。
方法：採用量化研究方法作為分析方法，旨在使用偏最小平方法的結構方程模型 (PLS-SEM) 4.0來探究和檢驗變數之間的關係。
結果：結果顯示，電子化領導能力、職場衝突和員工授權對適應性績效有正面影響。電子領導能力對職場衝突有負面影響，但對員工授權有正面影響。中介測試結果顯示，職場衝突、員工授權和工作動機在電子化領導能力和適應性績效之間的關係有部分中介效果。然而，電子領導能力對工作動機沒有影響，工作動機對適應性績效也沒有影響。同樣地，本研究中發現，工作信任並沒有加強電子化領導能力與職場衝突之間的關係，自我效能感也沒有加強工作動機與適應性績效之間的關係。
意涵：研究結果將為電子化領導能力和適應性績效文獻和實踐做出貢獻。不確定性和複雜情勢為電子商務公司在因應變革、擁抱創新和在適應性績效上保持競爭力，所帶來的挑戰是顯著的。本研究得出影響適應性績效的關鍵因素，包括電子化領導能力、職場衝突和員工賦權。

INTRODUCTION: Enhancing the optimization of high adaptive performance is a critical challenge impacting economic and social perspectives. However, companies in Indonesia face uncertain and complex working conditions and situations. In fact, it requires organizations to sustain improvements to perform optimally, survive with a high level of competition and layoffs, and adapt in an uncertain environment. In a major issue of massive employee layoffs which has an impact on employees' concerns about their future.
OBJECTIVE: The aim of this study is to examine and investigate the determinants of adaptive performance.
METHODS: Quantitative research methods are employed as an analytical method which aims to investigate and examine the relationship among variables, using Partial-Least Squares Structural Equation Modelling (PLS-SEM) 4.0.
RESULT: The result revealed that e-leadership competence, workplace conflict, and employee empowerment have a positive effect on adaptive performance. E-leadership competence has a negative effect on workplace conflict and has a positive effect on employee empowerment. The results of the mediation test show that workplace conflict, employee empowerment and work motivation partially mediate the relationship between e-leadership competence and adaptive performance. However, e-leadership competence does not have an effect on work motivation and work motivation does not have an effect on adaptive performance. Similarly, in this study, it was found that work trust does not strengthen the relationship between e-leadership competence and workplace conflict, and self-efficacy also does not strengthen the relationship between work motivation and adaptive performance.
IMPLICATIONS: The research findings will be a contribution to e-leadership competencies and adaptive performance literature and practices. The challenges posed by uncertainty and complex situations for e-business companies in addressing change, embracing innovation, and remaining competitive in terms of adaptive performance are significant. This study identifies key factors that influence adaptive performance, including e-leadership competency, workplace conflicts, and employee empowerment.

TABLE OF CONTENT
Acknowledgment i
Abstract iii
摘要 v
Table of Content vii
Table of Figures x
Table of Tables xi
Chapter 1 1
Introduction 1
1.1 Research Background 1
1.2 Research Questions 6
1.3 Research Objectives 7
Chapter 2 8
Literature Review 8
2.1 E-Leadership Competence 8
2.2 Adaptive Performance 12
2.3 The Effect of e-Leadership Competence on Adaptive Performance 14
2.4 Workplace Conflict 16
2.5 Employee Empowerment 17
2.6 Work Motivation 19
2.7 The Effect of E-Leadership Competence on Workplace Conflict, Employee Empowerment, and Work Motivation 20
2.8 The Effect of Workplace Conflict, Employee Empowerment, and Work Motivation on Adaptive Performance 23
2.9 The Mediating Effect of Workplace Conflict, Employee Empowerment, and Work Motivation in the Relationship Between E-Leadership Competence and Adaptive Performance 25
2.10 The Moderating Role of Work Trust and Self-Efficacy 28
2.10.1 Work Trust 28
2.10.2. Self-Efficacy 30
Chapter 3 32
Research Methodology 32
3.1 Research Design 32
3.2 Population and Sample 32
3.3 Data Collection Methods 33
3.4 Proposed Measures 35
3.5 Research Procedures 37
Chapter 4 40
Result 40
4.1 Sample Characteristics 40
4.2. Results of Cross Tabulation Analysis 44
4.3. Results of Descriptive Analysis 52
4.4. The Analysis Result of PLS-SEM 57
4.5. Measurement Model Evaluation 57
4.6. Structural Model Evaluation 66
4.7. Model Quality Evaluation 75
4.8. Summary of Hypotheses Results 76
4.9. Discussion 77
Chapter 5 96
Conclusion and Implications 96
5.1. Conclusion 96
5.2. Implications 98
5.2.1 Theoretical Implications 98
5.2.2. Practical Implications 101
5.3. Limitation and Future Study 104
References 106
Appendix A (Proposed Measure: 72 Items) 131
Appendix B 137
Appendix C 139
Appendix D 141
Appendix E 142
Appendix F (Item Measured: 67 Items) 143


TABLE OF FIGURES
Figure 1. Network visualization-based visualization topic area using VOSviewer 9
Figure 2. Overlay visualization based on VOSviewer topic area 10
Figure 3. Research Framework of E-Leadership Competence and Adaptive Performance 31
Figure 4. Research Procedures 38
Figure 5. Structural Model SEM-PLS 58
Figure 6. Structural Model SEM-PLS Calculation Result 67
Figure 7. First Step of Mediation Analysis 71
Figure 8. Second Step of Mediation Analysis 72
Figure 9. Third Step of Mediation Analysis 72
Figure 10. The Outcome of Structural Equation Modeling with WPC serving as a Mediating Variable 73
Figure 11. The Outcome of Structural Equation Modeling with EEM serving as a Mediating Variable 73
Figure 12. The Outcome of Structural Equation Modeling with WMT serving as a Mediating Variable 73
Figure 13. Analysis Model of Work Trust as a Moderating Variable 93
Figure 14. Analysis Model of Self-Efficacy as a Moderating Variable 95

TABLE OF TABLES
Table 1 Proposed Measures 36
Table 2 Characteristics of respondents by gender 40
Table 3 Characteristics of respondents by age 41
Table 4 Characteristics of respondents by marital status 41
Table 5 Characteristics of respondents by field of work 41
Table 6 Characteristics of respondents by work system 42
Table 7 Characteristics of respondents by number of working days 42
Table 8 Characteristics of respondents by employment position 42
Table 9 Characteristics of respondents by division 43
Table 10 Characteristics of respondents by work tenure 44
Table 11 Results of cross tabulation analysis of gender and age 45
Table 12 Results of cross tabulation analysis of gender and marital status 45
Table 13 Results of cross tabulation analysis of age and work tenure 46
Table 14 Results of cross tabulation analysis of working days and divisions 48
Table 15 Results of cross tabulation analysis of working days and marital status 49
Table 16 Results of cross tabulation analysis of division and gender 51
Table 17 Results of descriptive analysis of variable E₋Leadership Competence (ELC) 52
Table 18 Results of descriptive analysis of variable Workplace Conflict (WPC) 53
Table 19 Results of descriptive analysis of variable Employee Empowerment (EEM) 53
Table 20 Results of descriptive analysis of variable Work Motivation (WMT) 54
Table 21 Results of descriptive analysis of variable Adaptive Performance (ADP) 55
Table 22 Results of descriptive analysis of variable Work Trust 56
Table 23 Results of descriptive analysis of variable Self-Efficacy (SEF) 56
Table 24 Results of Construct Reliability 59
Table 25 Results of Outer Loading 60
Table 26 Results of Construct Convergent Validity 61
Table 27 Results of Construct Discriminant Validity 63
Table 28 Results of Fornell Larcker 65
Table 29 Results of HTMT Ratio Test 65
Table 30 Direct Effect Test Results 69
Table 31 Mediation Effect Test Results 70
Table 32 The Four-Step Method 71
Table 33 Summary Table of Mediation Analysis Results 74
Table 34 Moderation Effect Test Results 75
Table 35 Results of R2 Test 75
Table 36 Results of Q2 Predict Test 76
Table 37 Summary Table of Hypotheses Results 76
Table 38 Average Value of Variables, Indicators and Factor Loading 79

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