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研究生:侯伽璋
研究生(外文):Hou, Jia-Jhang
論文名稱:轉換型領導、魅力型領導、組織資本與社會資本-- 多層次之研究
論文名稱(外文):The relationships among transformational leadership, charismatic leadership, social capital and organizational capital: A Multi-level Study
指導教授:高國揚
指導教授(外文):Kao, Kuo-Yang
口試委員:高國揚黃瓊誼林瑞嘉
口試委員(外文):Kao, Kuo-YangHwang, C.Y.Lin, Jui-Chia
口試日期:2017-06-22
學位類別:碩士
校院名稱:國立交通大學
系所名稱:管理科學系所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2017
畢業學年度:105
語文別:英文
論文頁數:44
中文關鍵詞:轉型領導組織資本智慧資本社會資本階層線性模式魅力領導
外文關鍵詞:transformational leadershipintellectual capitalorganizational capitalsocial capitalhierarchical linear modelingcharismatic leadership
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隨著科技產業的日益變化,員工行為在組織績效和組織發展發揮著關鍵作用。 過去的研究結果顯示,智慧資本與組織績效有相當大的關聯性。 因此,了解哪些因素會影響智慧資本的累積是至關重要的。而本研究的目的是探討組織層次中轉型領導和魅力領導與員工層次中的智慧資本的關係。 問卷結果包括35名部門主管和153名員工。本研究應用HLM分析來檢驗假設。本研究結果發現轉型領導對社會資本和組織資本都有顯著的相關。本研究最後討論了研究結果的理論和實務意涵。
With an increasingly change in the electronics Industry and technology Industry, employee behaviors play a critical role in organizational performance and organizational success. The accumulated empirical evidences demonstrated that intellectual capital is related to increased organizational performance and organizational success. Hence, it is essential to know what employee factors can influence intellectual capital. The purpose of this study is to examine the relationship between leadership, including transformational leadership and charismatic leadership, and intellectual capital. The survey data included 35 sub-unit managers and 153 employees. This current study applied the HLM analysis to test the hypotheses. Results provided support for the main hypotheses: transformational leadership was found to have positive and significant effects on both social capital and organizational capital. This study concludes with a discussion of the theoretical and practical implications of findings.
摘要 i
Abstract ii
Table of Contents v
Figure of Contents vi
1. Introduction 1
1.1 Research Objectives 1
1.2 The Research Gap 1
1.2.1 The research gap 1 1
1.2.2 The research gap 2 2
1.3 Research framework 2
2. Literature review 3
2.1 Charismatic Leadership 3
2.1.1 Theory of House (1977) on Charismatic Leadership 3
2.1.2 Propositions from House(1977): 5
2.2 Transformational leadership 8
2.3 Intellectual Capital 10
2.4 Hypotheses 16
3. Method 20
3.1 Methodology 20
3.2 Language Translation 20
3.2.1 Charismatic leadership 21
3.2.2 Transformational leadership 21
3.2.3 Intellectual capital 22
4. Results 22
4.1 Descriptive Statistics 22
4.2 Correlations Tables 24
4.3 Intercepts as outcomes model 25
5. Discussion 33
5.1 Conclusion 33
5.1.1 Transformational Leadership and Organizational Capital 33
5.1.2 Transformational Leadership and Social Capital 33
5.1.3 Charismatic Leadership and Organizational Capital 34
5.1.4 Charismatic Leadership and Social Capital 34
5.2 Implications 34
5.2.1 Human Resource Management 35
5.2.2 Individualized Consideration 35
5.3 Study Limitations 35
5.4 Future Research Suggestions 35
References 38
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