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研究生:吳旻玲
研究生(外文):Ming-Ling Wu
論文名稱:意義管理觀點下領導風格與組織公民行為之關係-心理契約的中介角色
論文名稱(外文):The relationships of leadership styles and organizational citizenship behavior based on the management of meaning-Psychological contracts as mediators
指導教授:林鉦棽林鉦棽引用關係陳儀蓉陳儀蓉引用關係
指導教授(外文):Cheng-Chen LinYi-Jung Chen
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
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:2009
畢業學年度:97
語文別:中文
論文頁數:97
中文關鍵詞:轉化型領導交易型領導心理契約組織公民行為意義管理
外文關鍵詞:transformational leadershiptransactional leadershippsychological contractsorganizational citizenship behaviormanagement of meaning
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轉化型領導以及交易型領導對組織公民行為的影響已經有充份的文獻證明,但是藉由何種途徑去解釋他們的效果仍尚未明確。立基於意義管理的觀點,我們提出領導風格與組織公民行為間的關係,是來自於部屬對心理契約的看法。樣本的收集採用部屬與主管配對問卷的方式進行,共209份。研究顯示轉化型領導與交易型領導對組織公民行為皆具有顯著的正向影響效果,並且心理契約在領導風格與組織公民行為具有中介效果。針對上述結果,本研究提出管理意涵與後續研究的建議。
The impact of transformational leadership (TFL) and transactional leadership (TSL) on organizational citizenship behavior has been well-documented. However, the paths which can explain their effects still remain unclear. Based on the perspective of management of meaning, we propose that the relationship between leadership style and organizational citizenship behavior comes from subordinates’ viewpoint toward psychological contract. A sample of 209 supervisors and subordinates indicates that transformational leadership and transactional leadership have significant and positive effects on organizational citizenship behavior. In addition, psychological contract has mediating effect on the relationship between leadership style and organizational citizenship behavior. This study also provides implications and suggestions for future research.
目錄 I
表目錄 III
圖目錄 IV
第一章 緒論 1
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 7
第一節 意義管理 7
第二節 轉化型領導與交易型領導 10
第三節 心理契約 20
第四節 組織公民行為 30
第五節 研究假設推導 40
第六節 研究架構 45
第三章 研究方法與設計 47
第一節 研究對象與施測程序 47
第二節 研究變項與衡量工具 49
第三節 分析工具與資料分析方法 51
第四節 各構面描述性分析與信度分析 54
第四章 資料分析與發現 63
第一節 樣本分析 63
第二節 相關分析 67
第三節 迴歸分析 70
第四節 研究假設驗證結果 85
第五章 結論與建議 89
第一節 研究結論 89
第二節 實務意涵 92
第三節 研究限制與後續研究建議 94
一、中文部份
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周瑛琪、顏炘怡、唐明順(2005)。由社會交換理論探討組織公平對員工績效之影響-以中醫診所為例之探索性研究。健康管理學刊,3(1),19-34。
林淑姬(1992)。薪酬公平、程序公平與組織承諾、組織公民行為關係之研究。國立政治大徐企業管理研究所未出版之博士論文,台北。
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林鉦棽(1996)。組織公正、信任、組織公民行為之研究:社會交換理論的觀點,管理科學學報,第16 卷第3 期,頁391-415。
林鉦棽(2004)。休閒旅館業從業人員的組織公正、組織信任與組織公司行為關係:社會交換理論觀點的分析,中華管理學報,第5卷第1期,頁91-112。
林震岩(2007)。多變量分析:SPSS的操作與應用。台北市:智勝文化事業有限公司。
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許士軍(2002)。管理學(十版),台北:東華書局
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陳照明、萬榮水(2001)。勞雇心理契約理論建構的爭論之剖析及其解決之展望,中國行政評論,10(4),101-128。
陳銘薰、方妙玲(2004)。心理契約違犯對員工工作行為之影響之研究—以高科技產業為例。輔仁管理評論,11(2),1-32。
彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異:問題本質、影響、測試和補救。管理學報,23卷,1期,77-98頁。
黃家齊(2003)。人力資源管理活動、雇用關係與員工反應之關聯性研究-心理契約觀點。管理學報,20(3),482-514。
萬榮水(2002)。公務人員期望「跨組織發展」生涯之勞雇心理契約意涵,中國行政評論,第十九期,29-34。
劉慶洲、黃建榮(2008)。台灣旅館業心理契約違背、組織信任與組織公民行為之關係。高應科大人文社會科學學報,第四卷,頁275-308。

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1. 余德成、黃建榮、林洲安(2006)。流通產業中心理契約違反與組織公民行為之關係—組織信任之中介效果。服務業管理評論,第二期,第二卷,頁139-170。
2. 余德成、黃建榮、林洲安(2006)。流通產業中心理契約違反與組織公民行為之關係—組織信任之中介效果。服務業管理評論,第二期,第二卷,頁139-170。
3. 吳政達、湯家偉、羅清水(2007)。心理契約、組織公平、組織信任與組織民行為結構關係之驗證:以臺北地區國民中學學校組織為例。教育政策論壇,第十卷,第一期,頁133-153。
4. 吳政達、湯家偉、羅清水(2007)。心理契約、組織公平、組織信任與組織民行為結構關係之驗證:以臺北地區國民中學學校組織為例。教育政策論壇,第十卷,第一期,頁133-153。
5. 周瑛琪、顏炘怡、唐明順(2005)。由社會交換理論探討組織公平對員工績效之影響-以中醫診所為例之探索性研究。健康管理學刊,3(1),19-34。
6. 周瑛琪、顏炘怡、唐明順(2005)。由社會交換理論探討組織公平對員工績效之影響-以中醫診所為例之探索性研究。健康管理學刊,3(1),19-34。
7. 林淑姬、樊景立、吳靜吉、司徒達賢(1992)。薪酬公平、程序公正與組織承諾、組織公民行為關係之研究,管理評論,第83卷第二期,頁8-107
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