(34.204.191.31) 您好!臺灣時間:2019/10/20 13:38
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

我願授權國圖
本論文永久網址: 
line
研究生:黃于真
研究生(外文):Yu-Chen Huang
論文名稱:領導風格、知覺組織支持與工作敬業心關係之研究─傳統製造業為例
論文名稱(外文):A Study of the Relationship Among Leadership Style,Perceived Organizational Supportand Employee Engagement:Evidence from Traditional manufacturers
指導教授:王湧泉王湧泉引用關係
指導教授(外文):Yung-Chuan Wang
口試委員:馮國豪李德純黃佳純
口試委員(外文):Kuo-Hao FengTe-Chun LeeJie-Tsuen Huang
口試日期:2013-06-22
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:2013
畢業學年度:101
語文別:中文
論文頁數:126
中文關鍵詞:傳統製造業、領導風格、知覺組織支持、工作敬業心
外文關鍵詞:Traditional manufacturers, Leadership Style,
相關次數:
  • 被引用被引用:10
  • 點閱點閱:1013
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:61
  • 收藏至我的研究室書目清單書目收藏:6
傳統製造業是台灣邁向經濟奇蹟的一大推手,但在大環境走向變化,經濟發展之主軸開始以電子資訊產業為主的發展情勢下,致使傳統製造業市場縮小,而其產業要如何再造競爭力,人才維持與工作敬業心的提升是一重要關鍵。傳統製造業需在領導管理與組織上營造一個可使員工產生敬業心的工作環境,使員工願意留任並為組織奉獻。
本研究擇取台南地區之傳統製造業員工為研究對象,分析公司主管之領導風格對其知覺組織支持與工作敬業心之影響。本研究採用問卷調查法,共發出400份問卷,有效問卷378份。研究結果發現:
一、主管之領導風格對員工工作敬業心具有正向影響。
二、主管之領導風格對員工知覺組織支持具有正向影響。
三、員工知覺組織支持對工作敬業心具有顯著正向影響。
四、員工知覺組織支持對主管之領導風格與工作敬業心之關係具有顯著中介效果。
五、主管之領導風格、員工知覺組織支持及工作敬業心會因人口變項之不同而有部分差異。
The traditional manufacturers in Taiwan play an important role in developing economical miracle. However high-tech manufacturers replace it and make it decline when the requirement get less and less in market. How do the traditional manufacturers in Taiwan rebuild their competitiveness? How to stay employees with ability and how to promote Employee Engagement are the key. Traditional manufacturers have to build a better working environment based on leadership and organization to make employees have Employee Engagement and be willing to stay and devote to their organization.
The study focuses on the employees working for traditional manufacturers, analyzing their directors’ leadership may cause what kind of effects to their employees by providing questionnaires method. The total questionnaires are 400 copies and the effective ones are 378 copies. The findings in this study are as below:
1. The directors’ Leadership Style have significant positive effects to the employees’ Employee Engagement .
2. The directors’ Leadership Style have significant positive effects to the employees’ Perceived Organizational Support .
3. Perceived Organizational Support has positive effects to Employee Engagement .
4. Perceived Organizational Support has positive effects to Leadership Style、Employee Engagement and effect on mediation.
5. In charge of the Leadership Style, Perceived Organizational Support and Employee Engagement the different demographic variables, some differences.
摘要 I
Abstract II
誌謝 III
目錄 V
表目錄 VI
圖目錄 VII
第一章 緒論1
第一節 研究背景與動機1
第二節 研究目的5
第三節 研究流程6
第二章 文獻探討7
第一節 台灣之傳統製造產業 7
第二節 領導風格12
第三節 知覺組織支持30
第四節 工作敬業心37
第五節 領導風格、知覺組織支持與工作敬業心之關聯性 46
第三章 研究方法52
第一節 研究架構52
第二節 研究假設53
第三節 研究變項之操作性定義與衡量工具54
第四節 研究對象與調查方法60
第五節 資料分析方法63
第六節 量表之因素分析與信度分析65
第四章 實證分析70
第一節 各研究變項之描述性分析70
第二節 各研究變項之相關性分析75
第三節 各研究變項間之迴歸分析77
第四節 中介分析80
第五節 個人人口統計變項與各變項間之差異性分析 83
第六節 研究假設驗證結果89
第五章 結論與建議90
第一節 研究結論90
第二節 管理實務建議95
第三節 研究限制與後續研究建議99
參考文獻 101
一、中文部份101
二、英文部份105
三、網頁部份113
附錄 問卷 114


一、中文部份
王珮怡(2011)。道德領導與員工建言行為研究 ─ 檢視工作敬業的中介效果與促進焦點的干擾角色(未出版之碩士論文)。國立臺灣科技大學,台北市。
王健全(2001)。再創傳統製造業競爭優勢。台北:中華經濟研究院。
王雯芳(2012)。主管職涯滿意對員工工作敬業心的影響-主管心理資本為中介效果(未出版之碩士論文)。國立東華大學,花蓮縣。
朱正中(1996)。依比較利益強化產業競爭力。台灣經濟研究月刊,19(9),23-28。
余鑑、于俊傑、黃美萍、余采芳(2011)。知覺組織支持對知識移轉程度之研究-以師徒功能爲中介變項。管理實務與理論研究,5(3),1-18。
吳聰智(2007)。有效能的安全領導:轉型領導及互易領導。工業安全衛生月  刊,217,40-48。
李金芳(2002)。主管領導型態對部屬工作投入影響之研究(未出版之碩士論文)。國立成功大學,台南市。
李清燕(2009)。轉換型領導、主管部屬交換關係對退卻行為之影響-以知覺組織支持為調節變項(未出版之碩士論文)。國立中正大學,嘉義縣。
幸澤林(2008)。領導者與成員關係品質與組織公民行為之關聯性-知覺組織支持的調節效果(未出版之碩士論文)。國立國防大學,桃園縣。
邱盛林(2001)。轉型式、家長式領導模式與效能之比較-以退輔會所屬機構人員為例(未出版之碩士論文)。國立中山大學,高雄縣。
邱湘瑜(2009)。主管真誠領導對員工信任及員工投入之影響研究(未出版之碩士論文)。國立彰化師範大學,彰化縣。
林姮妤(2008)。領導型態對員工組織自尊、敬業貢獻度與離職傾向之影響(未出版之碩士論文)。國立臺北大學,新北市。
林博億(2008)。工作特性、領導風格對員工工作滿意度與工作績效之相關研究-以半導體設備商為例(未出版之碩士論文)。國立成功大學,台南縣。
林滿祝(2002)。交易式/轉換式領導風格對於員工態度之關聯性研究-以親信關係及員工人格特質為情境變項(未出版之碩士論文)。中原大學,桃園縣。
侯堂柱(2001),轉換型領導、組織承諾與組織公民行為之關係─以台灣電子業為例(未出版之碩士論文)。國立中山大學,高雄市。
施智婷、陳旭耀、黃良志(2011)。主管管理職能提升:自我導向學習與知覺組織支持的交互效果。臺大管理論叢,22(1),135-164。
柯金貴(2011)。轉換型領導與交易型領導對Y世代員工離職傾向之影響—以知覺主管支持為中介、組織認同為調節變項(未出版之碩士論文)。國立中山大學,高雄市。
洪玉慧(2011)。轉換型領導對員工知覺組織支持的影響-以領導者與部屬交換關係為中介變數(未出版之碩士論文)。國立臺北大學,新北市。
洪欣慧(2009)。經理人情緒智力及領導風格對於員工工作滿意度影響之研究-以國內知名流通業為例(未出版之碩士論文)。國立開南大學,桃園縣。
洪紹榮(2004)。組織認同、領導風格與海外派遣員工工作投入關係之研究(未出版之碩士論文)。大葉大學,彰化縣。
徐文復、廖文芳(2000)。傳統產業的新春天。管理雜誌,318,124-126。
徐永庚(2003)。轉換型領導、工作態度與組織公民行為關係之研究(未出版之碩士論文)。國立屏東科技大學,屏東縣。
張力仁(2010)。轉換型領導、組織自尊對組織公民行為影響之研究-以敬業貢獻度為中介變項(未出版之碩士論文)。國立臺灣師範大學,台北市。
張火燦、劉淑寧(2007)。人力資源領先指標對研發人員敬業貢獻之影響:中介模式的測試。人力資源管理學報,7(3),1-24。
張潤書(2001)。行政學。台北:三民書局股份有限公司。
張慶勳(2003)。國小校長領導風格與行為之研究。屏東師院學報,20,1-38。
張麗嬌(2012)。組織成員的變革認知、工作滿意度、領導風格與離職傾向之關聯性研究-以軍備局中山科學研究院轉型行政法人為例(未出版之碩士論文)。國立國防大學,台北市。
莊木坤(2006)。領導型態對工作投入、工作滿足、組織承諾與組織公民行為之影響關係研究-以台電公司為例(未出版之碩士論文)。國立東華大學,花蓮縣。
許士軍(1995)。管理學。台北市:東華。
陳心田(2003)。員工-主管互動、知覺組織支持、組織承諾與組織公民行爲:我國科技產業研發人員之分析。交大管理學報,23(1),27-70。
陳怡秀(2006)。員工投入驅動因子、情感性組織承諾與個人工作績效之關聯性研究究(未出版之碩士論文)。國立中央大學,桃園縣。
陳建丞(2008)。主管心情感染與員工創新行為的關係:敬業貢獻與工作倦怠中介角色。人力資源管理學報,11(2),1-24。
傅振焜譯,Peter F. Drucker(1994)。後資本主義社會(Post Capitalist Society)。台北:時報出版社。
曾信超、黃先鋒、李昀真(2007)。領導型態與組織績效關聯性研究-以組織學習與組織承諾為中介變項。科學管理研究,4(2),57-100。
童惠玲、曾妤珮(2011)。知覺組織支持與服務導向組織公民行為:高績效人力資源實務跨層次之調節效。台灣勞動評論,3(1),117-146。
黃永東(2008),轉化型領導和創新產出之關聯性的探討,品質月刊,44(8),18-24。
黃品全(2005)。轉型與交易領導對心理賦能及服務導向組織公民行為之影響:模式建立及全職、部份工時餐飲人員比較分析。觀光研究學報,11(3),233-258。
黃美桓(2008)。轉換型領導、員工的內在動機與組織承諾對組織公民行為之影響-以公部門為例(未出版之碩士論文)。國立中央大學,桃園縣。
廖國鋒、張瑞文、王湧水(2006)。領導型態、情緒智力與員工關係品質及工作投入關係之探討。輔仁管理評論,13(3),111-136。
齊群翔(2008)。員工投入驅動因子對員工工作績效、離職意圖之影響 -- 一項跨時追蹤研究(未出版之碩士論文)。國立中央大學,桃園縣。
劉榮欽(2003)。領導行為、組織氣候及工作投入關係之研究(未出版之碩士論文)。國立中山大學,高雄市。
劉念琪、王志袁、劉雯中(2010)。工作與家庭措施之使用度、知覺組織支持與員工工作態度關聯性之探討。組織與管理,3(1),41-66。
劉輔政(2011)。企業員工組織文化與領導風格知覺對工作投入影響之研究(未出版之碩士論文)。高雄師範大學,高雄市。
蔡宏明(2000)。由產業演化看傳統產業競爭力的提升。經濟情勢暨評論,台北:中華經濟研究院。
蔡育隆(2009)。轉換型領導與交易型領導之比較分析:以Y半導體公司之員工工作投入為例(未出版之碩士論文)。義守大學,高雄市。
蔡宗興、曾瑞譙(2008)。雲嘉南地區國民中學教育人員知覺校長轉型領導與學校效能關係之研究。學校行政,57,110-146。
鄧三桂(2012)。策略性人力資源訓練與發展體系、人才留任與工作績效間關係之研究-以台灣訓練品質系統(TTQS)為例(未出版之碩士論文)。國立成功大學,台南市。
韓志翔、江旭新、楊敦程(2009)。主管管理職能提升:自我導向學習與知覺。管理評論,28(2),25-44。
簡嘉誠(2001)。領導風格型態、創造力人格特質搭配對組織承諾與創新績效影響關(未出版之碩士論文)。國立中央大學,桃園縣。
魏世良(2006)。領導型態、工作投入與工作績效關係之研究-以某平面顯示玻璃基板公司生產部為例(未出版之碩士論文)。國立成功大學,台南市。
羅昌梅(2010)。組織變革不確定感、員工心理自尊與工作敬業心關係之研究(未出版之碩士論文)。國立成功大學,台南市。
重新認識台灣的製造業【社論】(2008.05.15)。經濟日報,A2版。


二、英文部份
Armeil, S., Eisenberger, R., Fasolo, P. & Lynch, P.(1998). Perceived organizational
  support and police performance: the moderating influence of socioemotional
  needs. Journal of Applied Psychology, 83(2), 288-297.
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22, 309-328.
Bakker, A. B., Demerouti, E., de Boer, E., & Schaufeli, W. (2003). Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behavior, 62: 341-356.
Bargal, D., & Schmid, H. (1989). Recent themes in theory and research on leadership
and their implication for management of the human services administration in
social work. Leadership Quarterly, 13, 37-55.
Barney, J. (1995). Firm resources and sustained competitive advantage. Academy of Management Executive, 9(4) 49-61.
Bass, B. M. (1985). Leadership and performance beyond expectations. New York:Macmillan.
Bass, B.M. (1990). From transactional to transformational leadership: Learning to
  share the vision. OrganizationalDynamics,Winter.
Bass, B. M.(1996).A new paradigm of leadership: An inquiry into transformational leadership. Alexandria, VA:U. S. Army Research Institute for the Behavioural and Social Sciences.
Bass, B.M. (1999). Two decades of research and development in transformational leadership. European Journal of work and Organizational Psychology,8,9-32.
Bass, B. M. & Avolio, B. J.(1990).Transformational leadership development: Manual for the multifactor leader-ship questionnaire.Palo Alto, CA:Consulting Psychologists Press.
Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through
  ansformational leadership. Thousand Oaks, CA: Sage Publications.
Bass, B. M.,Avolio, B. J.(1997).Full-range of leadership development: Manual for the Multifactor Leadership Questionnaire.Palo Alto, CA:Mind Garden.
Bass, B.M., Avolio, B.J., & Jung, D.I.(1999). Re-examining the components of transformational and transactional leadership using the Multifactor Leadership Questionnaire. Journal of Occupational and Organizational Psycblogy, 70, 441-462
Bass, B.M., Jung, D.I., Avolio, B.J., Berson, Y.(2003). Predicting unit performance by assessing transformational and transactional leadership. Jounal of Applied Psychology,88(2),207-218
Bateman, S. & Strasser, S. (1984) A longitudinal analysis of the antecedents of organizational commitment, Academy of Management Journal, 27, 95-112.
Bennett, M & Bell, A. (2004). Leadership Talent in Asia-How the Best Employers Drive Extraordinary Performance, NJ: John Wiley & Sons.
Blake, R. R., & Mouton, J. S. (1964). The managerial grid. Houston, TX: Gulf
Publishing.
Blau, P. M.(1964). Exchange and power in social life. New York: Wiley.
Burns, J. M. (1978). Leadership. New York: Harper & Row.
Campbell, J. P. (1977). On the Nature of Organizational Effectiveness. In Goodman, P. S. and Pennings, J. M. (eds.) New Perspectives on Organizational Effectiveness. San-Francisco:Jossey-Bass. 13-55.
Conger, J. A. & Kanungo, R. N.(1988).The Empowerment Process: Integrating Theory and Practice.The Academy of Management Review,13(3).471-482.
Conger, J.A.(1999). Charismatic and transformational leadership in organizations: An insider's perspective on these developing streams of research. Leadership Quarterly, 10(2),145.
Coyle-Shapiro, J. A-M., & Conway, N.(2005). Exchange relationships: Examining psychological contracts and perceived organizational support. Journal of Applied Psychology, 90, 774-781.
Craig, S. B. & Gustafson, S. B.(1998).Perceived leader integrity scale: An instrument for assessing employee perceptions of leader integrity. Leadership Quarterly,9(2),127-145.
Davis, K. & Newstrom, J.W.(1987). Human behavior at work: Organizational behavior(7th ed.), New York: McGraw-Hill.
Deluga, R.J., (1988), Relationalship Transformational and Transactional Leadership With Employee Influencing Strategies. Group and Organiz ation Studies, 13, 456-467.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job
demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499-512.
Den Hartog, D.N., Van Muijen, J.J. & Koopman, P.L. (1997). Transactional versus transformational leadership: An analysis of the MLQ. Journal of Occupational Psychology, 70, 19-34.
Downton, J. V. (1973). Rebel Leadership, New York: Free Press.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D.(1986). Perceived
organizational support. Journal of Applied Psychology, 71(3), 500-507.
Eisenberger, R., Fasolo, P. & Davis-LaMastro, V.(1990). Perceived organizational
  support and employee diligence, commitment, and innovation. Journal of
  Applied Psychology, 75(1), 51-59.
Eisenberger, R., Cummings, J., Armeli, S. and Lynch, P. (1997), “Perceived
organizational support, discretionary treatment and job satisfaction”, Journal of
Applied Psychology, 82(5), 812-820.
Elenkov, D. S. (2002). Effect of leadership on organization performance in Russian companies. Journal of Business Research, 55 (6), 467–480.
Farh, J. L.,Hackett, R. D.,Liang, J.(2007).Individual-level cultural values as moderators of perceived organizational support-employee outcome relationship in China: Comparing the effects of power distance and traditionality.Academy of Management Journal,50(3),715-729.
Fiedler, F. E. (1967). A Theory of Leadership Effectiveness. New York:McGraw-Hill.
Gardner, W. L., & Avolio, B. J. (1998). The charismatic relationship: A dramaturgical
perspective. Academy of Management Review, 23, 32-58.
Guzzo, R. A., Noonan, K. A. & Elron, E.(1994). Expatriate managers and  
  psychological contract. Journal of Applied Psychology, 79(4), 617-626.
Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.
Halpin, A. W., & Winer, B. J. (1957). A factorial study of the leader behavior descriptions. In R. M. Stogdill & A. E. Coons (Eds.), Leader Behavior: Its description and measurement (pp.39-51). Columbus: Bureau of Business Research, Ohio State University.
Harter, J. K., Schmidt, F. L., & Hayes, T. L., (2002). Business-unit-level
  relationship between employee satisfaction, employee engagement, and
  business outcomes: A meta-analysis. Journal of Applied Psychology, 87,
  268-279.
Hemphill, J. K.& A. E. Coons(1950). Leadership behavior description, Personnel Research Board, Ohio State University.
Hersey, P., Blanchard, K. H. & Johnson, D. E. (1996). Englewood Cliffs, New Jersey: Prentice-Hall. Management oforganizational behavior: Utilizing human resources (7th ed.).
Hill, C. A.(1987). Affiliation motivation: People who need people…b ut in different
  ways. Journal of Personality and Social Psychology, 52, 1008-1018.
Hill, D. B.(1981). Attitude Generalization and the measurement of trust in
  American leadership. Political Behavior, 3(3), 257-270.
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44, 513-524.
Homans, G.. C. (1961), Social Behavior: Its Elementary Forms. New York: Harcourt, Brace &World.
House, R. J. (1977). A 1976 theory of charismatic leadership. In Hunt J. G. & Larson
L. L. (Eds.), Leadership: The cutting edge (pp. 189–207). Carbondale, IL:
Southern Illinois University Press.
Jacobs, T. O., & Jaques, E. (1990). Military executive leadership. In K. E. Clark and M. B. Clack (Eds.), Measures of leadership. West Orange, NJ: Leadership Library of America.
Jennifer, M. G. & Gareth, R. J. (2004), Understanding and managing organizational behavior.Pearson Education, Inc.
Jones, A. P., James, L. R., & Bruni, J. R. (1975). Perceived leadership behavior and
  employee confidence in the leader as moderated by job involvement, Journal of
  Applied Psychology, 60, 146-149.
Joseph, S. Nye Jr. (2008). The Powers to Lead. Oxford:Oxford University Press.
Kahn, W. A. (1990). Psychological conditions of personal engagement and
  disengagement at work. Academy of Management Journal, 33, 692-724
Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of
  Applied Psychology, 67, 341-349.
Kaiser, H. F. (1974). An Index of Factorial Simplicity. Psychometrika, 39(1), 31-36.
Kotter, J. P. (1990). What leaders really do. Harvard Business Review, 68(3), 103-111.
Lawler, E. E. & Hall, D. T.(1970).Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation.Journal of Applied Psychology,54(4),305-312.
Lee, R. T., & Ashforth, B. E. (1996). A meta-analytic examination of the correlates of the three dimensions of job burnout. Journal of Applied Psychology, 81(2), 123-133.
Levinson, H.(1965).Reciprocation: The relationship between man and organization. Administraive Science Quarterly,9,370-390.
Loi, R., Hang-yue, N., & Foley, S. (2006). Linking employees' justice perceptions to   organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational & Organizational Psychology, 79(1), 101-120.
Lu, L., Kao, S. F., Siu, O. L., & Lu, C. Q.( 2010). Work stressors, Chinese coping strategies, and job performance in the Greater China. International Journal of Psychology, 45, 294-302.
Lu, L., Siu, O. L., & Lu, C. Q. (2010). Does loyalty protect Chinese workers from stress? The role of affective organizational commitment in the Greater China region. Stress and Health, 26, 161-168.
Maslach, C., Leiter, M. P. (1997). The truth about burnout. San Francisco: Jossey-Bass.
May, D. R., Gilson, R, L., & Harter, L. M. (2004). The psychological conditions
  of meaningfulness, safety, and availability and the engagement of the human
  spirit at work. Journal of Occupational and Organizational Psychology, 77,12.
McElroy, J. C. (1982). A typology of attribution leadership research. The Academy of Management Review 7 (July): 413-417.
McMillin, R. (1997). Customer satisfaction and organizational support for service providers. Unpublished doctoral dissertation, University of Florida, Gainesville.
Meijman, T. F., & Mulder, G. (1998). Psychological aspects of workload. In P. J. D. Drenth, H. Thierry, & C. J.Wolff (Eds.), Handbook of work and organizational psychology (Vol. 2): 5-33. Hove, UK: Psychology Press.
Morris, J.H. & Sherman, J.D. (1981),Generalizability of an organizational commitment model.Academy of Management Journal, 24, pp512-526
Mowday, R.T., Porter, L.W. & Steers, R.M. (1982) Employee Organization Linkage. New York: Academic Press.
Nunnally, J.(1978).Psychometric theory(2nd ed).New York:McGraw-Hill.
Oreg, S. & Berson, Y.(2011). Leadership and employee’s reactions to change: The role of leaders’ personal attributes and transformational leadership style. Personnel Psychology,64(3),627-659
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers’s trust in leader,satisfaction, and organizational citizenship behaviors. Leadership Quarterly, 1(2),107-142.
Robbins, S. P. (2000). Organizational behavior (9th ed.). Upper Saddle River, NJ:
Prentice Hall.
Robbins, S. P. (2001). Organizational behavior(9th ed.), Upper Saddle River,NJ: Prentice-Hall.
Robbins, S. P. (2005), Organizational behavior(11th ed), New Jersey: Prentice Hall International, Inc.
Robbins, S. P. (2007). Organuzational behavior, concept controversies and
application (12th ed.). Upper Saddle River, NJ: Prentice-Hall Inc.
Robbins, S. P. & Judge, T.(2007), Organizational behavior, (12th ed.), New Jersey: Prentice Hall.
Rauch, C. F., & Behling, O. (1984). Functionalism: basis for an alternate approach to the study of leadership. In J. G. Hunt, D. M. Hosking, C.A..
Russell, J. A., & Carroll, J. M. (1999). On the bipolarity of positive and negative affect. Psychological Bulletin, 125, 3-30.
Schaufeli, W.B., Salanova, M., González-Romá, V., & Bakker, A.B.(2002). The
  measurement of Engagement and burnout: A confirmative analytic approach.  
  Journal of Happiness Studies, 3, 71-92.
Schaufeli, W. B. & Bakker, A. B.(2004). Job demands, job resources, and their
  relationship with burnout and engagement a multi-sample study. Journal of 
  Organizational Behavior, 25, 293-315
Seltzer, J. & Bass, B. M.(1990).Transformational leadership: Beyond initiation and consideration.Journal of Management,16,693-703.
Sergiovanni, T. J. (1990). Value-added leadership: How to get extraordinary performance in schools. New York: Harcourt Brace Jovanovich.
Settoon, R. P.,Bennett, N.,Liden, R. C.(1996).Social Exchange in Organizations: Perceived Organizational Support, Leader-Member Exchange, and Employee Reciprocity.Journal of Applied Psychology,81(3)
Shanock, L.R., & Eisenberger, R.(2006). When supervisors feel supported:
  Relationships with subordinates’ perceived supervisor support, perceived
  organizational support, and performance. Journal of Applied Psychology, 91,
  689-695.
Shore, L. M.,Tetrick, L. E.(1991).A construct validity study of the survey of perceived organizational support.Journal of Applied Psychology,76(5),637-643.
Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behaviour:   Comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78(5), 774-780.
Silber, L. T. (2005). The effect of tangible rewards on perceived Organizational
support, The Degree of Maser of Applied Science. The University of Waterloo,
Waterloo, Ontario.
Stogdill, R.M. (1974). Handbook of leadership: A survey of theory and research.
New York: Free Press.
Zaleznik, A., Manfred, F. R. Kets de varies., & Howard, J. H.(1977). Stress Reactions in organizations: syndromes causes and consequences . Behavioral sciences, 22,151-162.

QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
1. 工作要求-資源模式、專業承諾與工作敬業心關係之研究-以南科及高科之高科技產業人員為例
2. 非營利組織薪資制度、員工組織承諾及工作敬業心關係之研究
3. 轉換型領導對創新行為之影響: 以心智模式和工作敬業心為中介變項
4. 高承諾型人力資源管理系統、員工協助方案與工作敬業心關係之研究:以情感性承諾為中介變項
5. 轉換型領導對服務品質的影響:關係型心理契約實踐和工作敬業心的中介角色
6. 主管工作不安全感、職業壓力、不當監督、部屬工作敬業心與創新行為關係之研究
7. 主管心理契約實踐對員工工作敬業心的影響-員工知覺主管支持的中介效果
8. 心理契約違反、工作敬業心與服務品質關係之研究-心理資本干擾角色
9. 團隊轉換型領導對團隊績效影響之探討-團隊心理資本與團隊工作敬業心中介角色
10. 工作敬業之外 : 敬業也可能針對組織而發嗎?
11. 主管職涯滿意對員工工作敬業心的影響-主管心理資本為中介效果
12. 主管真誠領導與員工心理資本對工作敬業心之影響─工作意義的中介效果
13. 組織變革不確定感、信任、工作態度與工作敬業心關係之研究-以台、中、越員工為例
14. 人格特質與服務導向組織公民行為關係之研究:敬業精神的情境效果
15. 工作特性、溝通滿意度與工作敬業度關係之研究
 
系統版面圖檔 系統版面圖檔