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研究生:呂春嬌
研究生(外文):Chung-Chiao Lu
論文名稱:大學圖書館中階主管女性領導特質與領導效能之關係及環境脈絡效果
論文名稱(外文):The Library Contextual Effect on Relationship between Feminine Leadership Characteristics and Leadership Effectiveness of Middle Managers in the University Libraries in Taiwan
指導教授:陳雪華陳雪華引用關係謝雨生謝雨生引用關係
學位類別:博士
校院名稱:國立臺灣大學
系所名稱:圖書資訊學研究所
學門:傳播學門
學類:圖書資訊檔案學類
論文出版年:2008
畢業學年度:96
語文別:中文
論文頁數:308
中文關鍵詞:女性領導特質領導效能中階主管大學圖書館環境脈絡脈絡效果多層次分析
外文關鍵詞:Feminine Leadership CharacteristicsLeadership EffectivenessMiddle ManagerUniversity Library ContextsContextual EffectsMultilevel Analysis
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本研究目的為探究大學圖書館館員所知覺的中階主管女性領導特質與領導效能之關係及圖書館環境脈絡對前兩者關係的影響效果。本研究資料來自52所大學圖書館所屬的818位館員與196位中階主管的問卷調查,另外,還有20位大學圖書館館員與其直屬中階主管深度訪談的資料,以確認女性領導特質和領導效能的概念向度及其意義。
深度訪談資料歸納出女性領導特質包括:非層級管理、衝突管理、資訊分享、環境支持、個別關懷等五種重要面向特質。同時,領導效能歸納為目標達成、部屬表現、團體歷程、領導能力等四個面向。這兩個概念之向度與文獻上的概念意義與概念向度是一致的。本研究並以兩層次分析法驗證研究假設,其中層次一為館員特性,層次二為中階主管與圖書館特性。
分析結果顯示:196位中階主管的平均女性領導特質與平均領導效能之變異數分別有36.03%與19.71%是存在於圖書館間的差異。館員所知覺的中階主管女性領導特質不受館員性別和年資的影響,但受館員學歷的影響,其中研究所者給予較高的評價。不過,館員所知覺的中階主管領導效能並不受館員的性別、學歷和年資之影響。另外,館員所知覺的中階主管女性領導特質對其領導效能的影響效果,會因為大學圖書館環境脈絡之不同而不同。這些圖書館環境脈絡包括公立/私立、北部/非北部及圖書館服務規模。最後,本研究針對研究與政策提出建議。
This study is to examine the relationship between feminine leadership characteristics and leadership effectiveness of middle managers in the university libraries in Taiwan and to assess the influence of the library contextual effect on the relationship between feminine leadership characteristics and leadership effectiveness. The research conducts a questionnaire survey of 818 librarians and 196 middle managers from 52 university libraries, and also proceeds with a depth interview of 20 university librarians and their direct middle managers.
According to depth interview of librarians and their middle managers, feminine leadership can be characterized into five distinct dimensions: nonhierarchical management, conflict management, information sharing, supportive environment, and commitment to diversity that reflects the definition of feminine leadership from the literature. In addition, four distinct dimensions of leadership effectiveness can also be derived: goal achievement, subordinates performance, group process, and leadership capability and they are also consistent with the definition of the concept in the literature. Multi-level analyses are utilized to examine the research hypotheses in which level-1 refers to librarians and level-2 refers to both middle mangers and libraries.
The results show that the variance of feminine leadership and leadership effectiveness of 196 middle managers attributed to the difference between managers is 36.03% and 19.71%, respectively. Feminine leadership of middle managers perceived by librarians does not differ by the gender and tenure of librarians, but it differs by the education of librarians with higher value for those who have graduate degree. However, the leadership effectiveness of middle managers does not vary by the gender, education, and tenure of librarians. The results also show that the feminine leaderships of middle managers do have a significant influence on their leadership effectiveness both perceived by the librarians. Also, the influence of feminine leadership on leadership effectiveness differs by the attributes of middle managers and library’s contexts in terms of public/private, north/non-north, and library scale. Policy implication for libraries is also provided.
目 錄
謝辭....................................................i
中文摘要.............................................. iii
英文摘要.............................................. iv
目錄.................................................. v
表目錄................................................ vii
圖目錄................................................ ix
第一章 緒論......................................... 1
第一節 問題背景與研究問題.................... 1
第二節研究目的..................................... 7
第三節研究的重要性................................. 8
第三節研究範圍與限制............................... 9
第五節 名詞解釋................................... 10
第二章文獻分析........................................ 17
第一節女性領導特質的理論發展與測量指標......... 17 第二節領導效能的構面與指標..................... 31
第三節女性領導特質與領導效能之關係................ 37
第四節圖書館環境脈絡對女性領導特質與領導效能關係的影響 40
第三章研究設計與實施............................ 71
第一節研究設計.................................... 71
第二節研究方法.................................... 77
第三節研究對象與實施.............................. 79
第四節研究步驟與流程.............................. 92
第五節資料處理與分析方法.......................... 95
第四章中階主管女性領導特質及其領導效能構面............ 101
第一節女性領導特質知覺構面........................ 102
第二節領導效能知覺構面............................ 117
第五章中階主管女性領導特質及其領導效能關係............ 127
第一節館員知覺之主管女性領導特質.................. 127
第二節館員知覺之主管領導特質效能.................. 143
第三節館員知覺之主管女性領導特質與領導效能關係.... 157
第四節館員與中階主管對女性領導特質與領導效能關係知覺差異 166
第六章館員層次與圖書館環境脈絡對中階主管女性領導特質與領導效能關係影響分析.. 187
第一節樣本特性分析................................ 188
第二節館員層次之女性領導特質知覺與領導效能知覺關係分析 193
第三節圖書館層次之女性領導特質知覺與領導效能知覺關係分析 207
第七章結論與建議..................................... 231
第一節研究結果發現與討論.......................... 231
第二節研究貢獻與省思.............................. 241
第三節建議........................................ 244
第四節未來研究建議................................ 250
參考文獻.............................................. 255
附錄一大學圖書館受訪單位編制一覽表................... 273
附錄二訪談大綱專家意見整合一覽表...................... 276
附錄三正式訪談大綱(館員部份)........................ 279
附錄四正式訪談大綱(中階主管部份).................... 281
附錄五第一次前測問卷............................ .... 283
附錄六「女性領導特質知覺量表」第1次項目分析結果摘要表. 289
附錄七「領導效能知覺量表」第1次項目分析結果摘要表..... 290
附錄八「女性領導特質知覺量表」第2次項目分析結果摘要表. 291
附錄九「領導效能知覺量表」第2次項目分析結果摘要表..... 292
附錄十正式問卷........................................ 293
附錄十一 問卷寄發名單與回收統計表..................... 299
附錄十二 大學圖書館組織特性問卷回收統計表............. 301
附錄十三 大學圖書館中階主管訪談紀錄................... 303
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