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研究生:李姿瑩
研究生(外文):LI, TZU-YING
論文名稱:組織跨文化管理對墨西哥員工職家衝突之影響: 以台灣某科技公司為例
論文名稱(外文):The Impact of Organizational Cross-Cultural Management on Work-Family Conflict of Mexican Employees: A Case Study of a Taiwanese Technology Company
指導教授:張家齊張家齊引用關係高國揚
指導教授(外文):Chang, Chia-ChiKao, Kuo-Yang
口試委員:張家齊高國揚黃瓊誼欒紀成
口試委員(外文):Chang, Chia-ChiKao, Kuo-YangHuang, CHIUNG-YILUAN, JI-CHENG
口試日期:2019-6-24
學位類別:碩士
校院名稱:國立交通大學
系所名稱:管理學院管理科學學程
學門:商業及管理學門
學類:企業管理學類
論文出版年:2019
畢業學年度:107
語文別:中文
論文頁數:41
中文關鍵詞:職家衝突轉換型領導組織集體主義跨文化
外文關鍵詞:Work-family conflicttransformational leadershiporganizational collectivismcross culture management
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多數的跨文化研究都是專注在Hofstede(1980)論的五個維度中的個人和集體主義構面來做研究,較少研究討論此構面在組織中對員工的影響。因此,本研究從跨文化管理角度,討論組織中轉換型領導、組織集體主義、職家衝突之間的關係。本研究以台灣某科技公司在墨西哥廠151位員工為對象,階層回歸分析結果顯示,轉換型領導與工作對家庭衝突或家庭對工作衝突的關係是不成立的。但檢測組織集體主義對工作對家庭衝突和家庭對工作衝突之預測效果,組織集體主義對工作對家庭衝突有顯著的負向預測效果;亦即,當員工認為組織集體主義的程度愈高時,員工所感知的工作對家庭衝突的情形越低。然而,分析結果顯示組織集體主義對家庭對工作衝突為顯著正向預測效果,即當組織集體主義越高時,員工的家庭對工作衝突的狀態卻越高,雖然分析結果達顯著預測效果,與本研究所預測的方向相反。因此,本研究的假設獲得部分支持。研究限制與未來研究建議也提及於本研究當中。
Previous research on studying cross-cultural differences has focused on the perspective of individualism-collectivism of Hofstede's (1980) five dimensions theory. However, there were few studies that have examined of how individuals’ tendency to individualism-collectivism may affect employees’ work outcomes. Therefore, this study explored the relationship among transformational leadership, organizational collectivism, and work-family conflict in cross-cultural management. Data were collected from 151 full employees in Mexico to test my hypotheses. The results showed that the relationship between Transformational leadership and work-family conflict was not supported. In addition, organizational collectivism was found to be negatively related to work-family conflict, but positively related to family-work conflict, which is contrary to my assumptions. Theoretical and practical implications of the findings are discussed.
摘要 i
誌謝 iii
目錄 vi
表目錄 vii
圖目錄 viii
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 6
第貳章 文獻探討 7
第一節 職家衝突 7
第二節 轉換型領導語職家衝突之關係 9
第三節 組織集體主義與職家衝突之關係 12
第參章 研究方法 16
第一節 研究樣本與程序 16
第二節 測量工具 16
第三節 統計分析 18
第肆章 研究結果 19
第一節 敘述性統計與相關係數 19
第二節 驗證性因素分析 19
第三節 研究假設檢驗 20
第伍章 結論與建議 25
第一節 研究結論 25
第二節 管理意涵 26
第三節 研究限制與未來發展 27
參考文獻 28
附錄 34
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