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研究生:謝佳穎
研究生(外文):Chia-Ying,Hsieh
論文名稱:企業社會責任價值觀一致性、領導者與部屬交換關係與組織公民行為之關聯性
論文名稱(外文):The Associations among Corporate Social Responsibility Value Congruence, Leader-Member Exchange and Organizational Citizenship Behavior.
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
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:2010
畢業學年度:98
語文別:中文
中文關鍵詞:相似吸引典範價值觀一致性企業社會責任價值觀領導者部屬交換關係組織公民行為
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本研究提出企業社會責任價值觀一致性對領導者-部屬交換關係及對組織公民行為的影響,並探討領導者-部屬交換關係之中介效果,並針對此模型加以驗證。首先,探討企業社會責任價值觀一致性、領導者-部屬交換關係與組織公民行為之間的關係。其次,以領導者-部屬交換關係為中介變項,進一步檢測其中介效果。

本研究採用問卷調查法,發放對象為台灣的製造業及服務業,共發出260份問卷。資料分析方法主要採用階層迴歸模型來驗證各項假設。研究結果發現:
1.企業社會責任價值觀一致性對部屬的組織公民行為具有顯著的預測力。
2.企業社會責任價值觀一致性對領導者-部屬交換關係有顯著的預測力。
3. 企業社會責任價值觀一致性會透過領導者-部屬交換關係之中介效果,對組織公民行為有間接正向的預測能力。

針對此結果,本研究提出建議,供企業與組織及未來相關研究之參考。
目錄
論文口試委員會審定書 I
誌謝 II
中文摘要 III
ABSTRACT IV
目錄 V
表目錄 VIII
圖目錄 X

第一章 續論 1
第一節 研究背景與動機 1
第二節 研究目的 7

第二章 文獻探討 8
第一節 相似-吸引典範之概要 8
第二節 企業社會責任價值觀概要 10
第三節 領導者-成員交換關係概要 19
第四節 組織公民行為概要 31
第五節 各變數間關係 45

第三章 研究方法與設計 50
第一節 研究對象與程序 50
第二節 研究變項與衡量 52

第四章 研究結果 57
第一節 描述性統計分析 57
第二節 各變項之描述性統計分析及信度分析 63
第三節 區辨效度分析 64
第四節 相關分析 66
第五節 層級迴歸分析 69
第六節 CSR價值觀契合度(雙方皆重視/皆不重視)之檢驗 73
第七節 假設驗證 76

第五章 結論與建議 78
第一節 研究結論 78
第二節 研究限制與建議 81
第三節 管理實務意涵 83

參考文獻 85
一、中文部分 85
二、英文部分 89

表目錄
表2-1-1 國內外學者對企業社會責任的定義表 14
表2-1-1 國內外學者對企業社會責任的定義表(續) 15
表2-3-1 LMX理論的發展歷程 25
表2-3-2 LMX相關研究 29
表2-3-2 LMX相關研究(續) 30
表2-4-1 組織公民行為定義之彙整 34
表2-4-2 組織公民之衡量構面分類 42
表2-4-3 組織公民行為前因變項相關研究 43
表2-4-3 組織公民行為前因變項相關研究(續) 44
表4-1-1 主管特性描述性統計分析(N=47) 58
表4-1-2 主管特性描述性統計分析(N =47) 58
表4-1-3 部屬特性描述性統計分析(N=163) 59
表4-1-4 部屬特性描述性統計分析(N=163) 59
表4-1-6 部屬的企業社會責任價值觀之敘述性統計(N=163) 60
表4-1-7領導者-部屬交換關係之敘述性統計 61
表4-1-8組織公民行為之敘述性統計 62
表4-2-1 研究量表各構面之信度分析 63
表4-3-1 假設模式之適合度指標 65
表4-4-1 個人特徵與各變項之相關矩陣 68
表4-5-1 企業社會責任價值觀一致性對組織公民行為之迴歸分析 69
表4-5-2 企業社會責任價值觀一致性對領導者部屬交換關係之迴歸分析 70
表4-5-3 領導者部屬交換關係對整體組織公民行為之迴歸分析 71
表4-5-4 領導者部屬交換關係在企業社會責任價值觀一致性與組織公民行為之中介效果迴歸分析 72
表4-6-1 CSR價值觀一致性之敘述統計(N=163) 74
表4-6-2 CSR價值觀一致性程度高(n=53) 74
表4-6-3 CSR價值觀一致性、部屬的CSR價值觀及OCB之相關矩陣(n=53) 75
表4-6-1 假設驗證之結論總表 77

圖目錄
圖2-2-1 Carroll企業社會責任金字塔模型 13
圖2-3-1 領導建立模型 24
圖2-3-2 LMX發展過程模型 29
圖2-5-1 本研究之架構圖 49
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