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研究生:盧德桓
研究生(外文):De Huan-Lu
論文名稱:成就動機對組織公民行為的影響—領導者與部屬交換關係之調節效果
論文名稱(外文):The Influence of Achievement Motivation on Organizational Citizenship Behaviors – Leader-Member Exchange as Moderator
指導教授:陳儀蓉陳儀蓉引用關係
指導教授(外文):Chen Yi-Jung
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:2012
畢業學年度:100
語文別:中文
中文關鍵詞:個我取向成就動機社會取向成就動機組織公民行為領導者與部屬交換關係
外文關鍵詞:individual-oriented achievement motivationsocial-oriented achievement motivationorganizational citizenship behaviorleader-member exchange
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本研究主要係在探討成就動機、領導者與部屬交換關係與組織公民行為之關聯性,並探討領導者與部屬交換關係在成就動機與組織公民行為關係中的調節角色。本研究以民營企業之主管與部屬為研究對象,採用配對取樣的問卷調查法,有效問卷共400組,有效問卷回收率為75.19%。本研究發現:
一、個我取向成就動機與社會取向成就動機對組織公民行為具有正向影響
二、領導者與部屬交換關係對組織公民行為具有正向影響
三、領導者與部屬交換關係將會增強社會取向成就動機對組織公民行為之間的關係,而個我取向成就動機則不受影響
本文最後針對未來研究與實務應用給予建議。
This study aimed to discuss the relationships among achievement motivation, leader-member exchange (LMX), and organizational citizenship behavior (OCB), and examined the moderate effect of leader-member exchange. Based on the questionnaires collected from managers and employees, this study obtained 400 valid dyadic samples from private enterprise, and the response rate was 75.19%. This study found that:
1.Individual-oriented achievement motivation (IOAM) and social-oriented achievement motivation (SOAM) were positively related to organizational citizenship behavior.
2.LMX was positively related to OCB.
3.LMX moderated the relationship between SOAM and organizational citizenship behavior, but IOAM was not affected
The article concluded with implications for future research and practical application.
中文摘要 -------------------------------------------------- i
英文摘要 -------------------------------------------------- ii
致謝 -------------------------------------------------- iii
目錄 -------------------------------------------------- iv
表目錄 -------------------------------------------------- v
圖目錄 -------------------------------------------------- vi
第一章 緒論
第一節 研究背景與動機-------------------------------------- 1
第二章 文獻探討
第一節 社會交換理論 --------------------------------------- 4
第二節 組織公民行為 --------------------------------------- 6
第三節 成就動機 ------------------------------------------ 10
第四節 領導者與部屬交換關係 -------------------------------- 15
第五節 假設推導 ------------------------------------------- 19
第三章 研究方法
第一節 研究樣本與程序 -------------------------------------- 23
第二節 研究變項衡量 ---------------------------------------- 24
第三節 資料分析 -------------------------------------------- 26
第四章 研究結果
第一節 描述性統計分析 --------------------------------------- 27
第二節 差異分析 -------------------------------------------- 32
第三節 信度分析 -------------------------------------------- 33
第四節 相關分析 -------------------------------------------- 36
第五節 迴歸分析 -------------------------------------------- 38
第六節 研究假設之驗證結果 ------------------------------------ 41
第五章 研究結論
第一節 研究討論 --------------------------------------------- 43
第二節 研究限制與後續建議 ------------------------------------ 46
第三節 理論與實務之意涵 -------------------------------------- 48
參考文獻
一、中文部分 -------------------------------------------------- 50
二、外文部分 -------------------------------------------------- 53
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1. 成就動機對組織公民行為之影響—團隊成員交換關係之調節效果
2. 互動公正對組織公民行為之影響―以成就動機為調節變項
3. 領導型態與服務導向組織公民行為之關聯性-個我及社會取向成就動機為調節效果
4. 組織公平知覺、成就動機對組織公民行為影響之探討-成就動機的干擾效果
5. 電信服務業人員團隊成員交換關係、正向情感與組織公民行為三者關聯性之探討
6. 成就動機對組織公民行為的影響─以領導者與部屬交換關係和團隊成員交換關係為調節效果
7. 領導者與成員交換關係對家長式領導與組織公民行為的中介效果
8. 自我效能對工作績效之影響―以性別角色為調節變項
9. 成就動機對組織公民行為之影響--轉換型領導與團隊成員交換關係之調節效果
10. 成就動機、工作價值觀對工作績效之影響- 性別之調節效果
11. 契合度、成就動機對工作績效之影響-性別之調節效果
12. 自我效能對領導型態與主管部屬關係品質之干擾效果
13. 工作鑲嵌、工作滿意度與離職意圖的關係-知覺主管支持與領導者與部屬交換關係的調節效果
14. 領導者與成員交換關係對角色績效的影響─與更上層主管交換關係及領導者組織典範性之調節效果
15. 知覺組織支持、領導者與部屬交換關係與服務導向組織公民行為之關聯性探討-以服務氣候為中介變項
 
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