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研究生:許含笑
研究生(外文):Hsu Han-hsiao
論文名稱:主管部屬性格及其相似性與員工展現組織公民行為對象之關聯性-對偶分析觀點
論文名稱(外文):Associations among Supervisor-Subordinate’s Personality, Personality Similarity and Targets of Employees' Organizational Citizenship Behavior-Dyadic Analysis Perspective
指導教授:陳儀蓉陳儀蓉引用關係
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2008
畢業學年度:96
語文別:中文
論文頁數:92
中文關鍵詞:性格相似性組織公民行為主管部屬交換關係對偶
外文關鍵詞:personalitysimilarityOCBLMXdyadic
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本研究是以主管部屬的對偶觀點來探討性格、性格相似性、主管部屬交換關係及組織公民行為之關聯性,並且以主管部屬交換關係為中介變項,探討其中介效果。本研究依據行為對象論的觀點,將員工展現組織公民行為的對象分為任務、人際、組織三大構面。在對偶層次的分析上,本研究以相似-吸引典範的角度,探討性格及其相似性對主管部屬交換關係品質與組織公民行為的影響。
本研究採問卷調查法,以一般民營企業之全職員工為研究對象,透過配對取樣的方式,同時收集主管與部屬的資料。本研究總共發出303套問卷,回收的有效配對問卷共有225套,有效配對問卷回收率為74.25%。問卷調查結果經敘述統計分析、信度分析、皮爾森相關分析、階層迴歸分析,探討性格、性格相似性、主管部屬交換關係及組織公民行為之關聯性。
本研究之主要發現與總結如下:(1)不同的性格分別對不同的組織公民行為構面產生影響。外向性對堅守本分行為有負向影響;友善性對人際利他行為有正向影響;而敬業性對組織公益行為有正向影響。(2)外向性及敬業性對於主管部屬交換關係品質具有顯著的正向影響。(3)外向性相似對於主管部屬交換關係品質具有顯著的正向影響。(4)主管部屬交換關係品質對於組織公民行為的三個構面-堅守本分、人際利他與組織公益均具有顯著的正向影響。(5)主管部屬交換關係品質會中介敬業性對堅守本分行為的影響效果。
本研究主要貢獻在於以綜觀的觀點探討個人層次與對偶層次因素對組織公民行為之影響,並嘗試採用深層的性格及性格相似性做為前因變項,以及試圖加入主管部屬交換關係為中介變項,提供更完整的角度來檢視員工組織公民行為之展現。
This research, based on the dyadic view of supervisor and subordinate, aimed to discuss the associations among personality, personality similarity, leader-member exchange (LMX), and organizational citizenship behavior (OCB). This research took LMX as a mediating factor to examine the mediating effects. This research divided the targets of employees' organizational citizenship behaviors into three dimensions, including IRB, OCBI, and OCBO. Based on the dyadic level analysis, this study applied the similarity-attraction theory to discuss effects of personality and personality similarity on LMX and OCB.
A total of 303 questionnaires were distributed to the full-time employees in the private enterprise and the samples were included supervisors and subordinates. The response rate was 74.25% and 225 valid questionnaires were employed into following analysis to investigate the associations among personality, personality similarity, LMX, and OCB. Several statistic methods were used to analyze the collected data sets, including descriptive statistics analysis, reliability analysis, Pearson’s correlation analysis, and hierarchical regression analysis.
The main findings of this research were as follows:
1. Different personalities have effects on different dimensions of OCB. Extraversion has negative effects on IRB; Agreeableness has positive effects on OCBI; Conscientiousness has positive effects on OCBO.
2. Personality of extraversion and conscientiousness have significant positive effects on LMX.
3. Extraversion similarity has significant positive effects on LMX.
4. LMX has positive effects on three dimensions of OCB, including IRB, OCBI, and OCBO.
5. LMX is a mediating factor between conscientiousness and IRB.
The main contribution of this research was to take multiple viewpoints to discuss the impact of individual level and dyadic level on OCB. In addition, this research tried to take the deep-level personality and personality similarity as antecedent factors and added LMX as the mediating factor. Therefore, this research provided a more comprehensive perspective to examine employees’ performance of OCB.
目 錄
第一章 緒論
第一節 研究背景與動機…………………………………… 1
第二節 研究目的…………………………………………… 4
第二章 文獻探討
第一節 社會交換理論概要………………………………… 6
第二節 相似---吸引典範概要…………………………… 8
第三節 人格特質概要………………………………………10
第四節 領導者-成員交換關係概要……………………… 19
第五節 組織公民行為概要…………………………………29
第六節 研究變項間關聯性之探討…………………………40
第七節 研究架構……………………………………………45
第三章 研究方法
第一節 研究變項與衡量工具………………………………46
第二節 研究對象與抽樣方法………………………………50
第三節 資料分析……………………………………………51
第四章 研究結果
第一節 信度分析……………………………………………54
第二節 描述性統計分析……………………………………55
第三節 相關分析……………………………………………60
第四節 迴歸分析……………………………………………63
第五章 結論與建議
第一節 研究結論……………………………………………72
第二節 理論與實務意涵……………………………………75
第三節 研究限制與建議……………………………………76
參考文獻
中文部分………………………………………………………79
英文部分………………………………………………………81

表 目 錄
表2-3-1 人格五因素說明 …………………………………… 15
表2-3-2 人格五因素之組成構面 …………………………… 15
表2-3-3 五因素模式研究學者及其貢獻 …………………… 16
表2-4-1 LMX理論的發展歷程 ……………………………… 22
表2-4-2 LMX之前因變項 …………………………………… 27
表2-4-3 LMX之結果變項 …………………………………… 29
表2-5-1 組織公民行為之定義 ……………………………… 32
表2-5-2 國內學者對組織公民行為之定義 ………………… 33
表2-5-3 組織公民行為之衡量構面 ………………………… 39
表4-1-1 本研究量表各構面之信度分析 …………………… 55
表4-2-1 樣本特性分析—次數分配、百分比 ……………… 58
表4-2-2 樣本特性分析—平均數 …………………………… 58
表4-2-3 研究變項之描述性統計分析 ……………………… 60
表4-3-1 性格及性格相似性與組織公民行為之相關分析 … 61
表4-3-2 性格及性格相似性與LMX之相關分析…………… 62
表4-3-3 LMX與組織公民行為之相關分析 ………………… 62
表4-4-1 部屬的性格對組織公民行為之迴歸分析 ………… 64
表4-4-2 主管部屬性格相似性對組織公民行為之迴歸分析 65
表4-4-3 部屬的性格對主管部屬交換關係品質之迴歸分析 66
表4-4-4 主管部屬性格相似性對LMX之迴歸分析………… 67
表4-4-5 LMX對整體組織公民行為之迴歸分析 …………… 68
表4-4-6 LMX對組織公民行為各構面之迴歸分析 ………… 68
表4-4-7 LMX為部屬性格與堅守本分行為中介變項之階層迴歸分析 70
表4-4-8 本研究假設及結果彙整表 ………………………… 71

圖 目 錄
圖2-4-1 LMX發展過程模型 ………………………………… 25
圖2-7-1 研究架構 …………………………………………… 45
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