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研究生:朱宸廷
研究生(外文):CHU,CHEN-TING
論文名稱:主管真誠領導與中高齡員工適應性績效之關係研究:工作鑲嵌及職場適應之中介效果分析
論文名稱(外文):Research on the Relationship between the Authentic Leadership and the Adaptive Performance of Middle-aged Employees:Analysis of the Mediation Effect of Job Embeddedness and Workplace Adjustment
指導教授:王湧泉王湧泉引用關係
指導教授(外文):WANG,YUNG-CHAUN
口試委員:黃培文劉維寧黃佳純
口試委員(外文):HUANG,PEI-WENLIU,WEI-NINGHUANG,JIE-TSUEN
口試日期:2019-06-14
學位類別:碩士
校院名稱:國立高雄科技大學
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:2019
畢業學年度:107
語文別:中文
論文頁數:139
中文關鍵詞:中高齡員工真誠領導工作鑲嵌職場適應適應性績效
外文關鍵詞:Middle-Aged EmployeesAuthentic LeadershipJob EmbeddednessWorkplace AdjustmentAdaptive Performance
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經濟發展、資訊快速及社會型態改變,勞動力人口不再只是侷限在男主外、女主內的性別區分,而是以更多元性方式運用,從青年、青壯年、壯年逐漸走向中高齡結構。當前少子化、青壯年勞動力人口越漸下滑趨勢,政府開始積極鼓勵企業錄用中高齡勞工維持組織勞動力,然而中高齡勞工不僅需要不斷的自我提升生存價值、學習新技能,以適應社會型態的改變,也面臨在職場中適應狀況下滑及逐漸在組織中找不到自我定位等問題。本研究目的在探討企業之主管若以真誠領導方式,是否能提升中高齡員工在職場上的適應性績效,以及檢視工作鑲嵌與職場適應是否亦能對真誠領導與適應性績效之關係產生中介效果。
本研究採用問卷調查的方法,以台灣地區之中高齡員工為研究對象,問卷發放總數為302份,回收問卷為300份,研究結果發現:
一、真誠領導對中高齡員工之適應性績效具有顯著正向的影響
二、真誠領導對中高齡員工之職場適應具有顯著正向的影響
三、職場適應對中高齡員工之適應性績效具有顯著正向的影響
四、職場適應對真誠領導與適應性績效之關係具有顯著之中介效果
五、真誠領導對中高齡員工之工作鑲嵌具有顯著正向的影響
六、工作鑲嵌對中高齡員工之適應性績效具有顯著正向的影響
七、工作鑲嵌對真誠領導與適應性績效之關係具有顯著之中介效果
Based on economic development, rapid information dissemination and changes in social patterns, the labor force is no longer limited to the gender distinction between men's development outside the family and women's development within the family, but in a more metaphysical way. From youth, young and middle-aged to the prime of life, society has gradually moved toward a middle-aged structure. At present, in the face of the trend of declining birthrate and younger and younger labor force, the government has begun to encourage enterprises to hire middle-aged workers to maintain the organization's labor force. However, middle-aged and older workers not only need to constantly improve their survival value and learn new skills, so as to adapt to changes in social patterns, they also face problems such as the decline in adjustment in the workplace and the gradual lack of self-positioning in the organization. This study is devoted to exploring whether the executives of the company can improve the adaptive performance of middle-aged workers in the workplace if they are based on an authentic leader. At the same time, the study of job embeddedness and workplace adjustment can also mediate the relationship between authentic leadership and adaptive performance.
The method of questionnaire survey was used in this study. Taking the senior laborers in Taiwan as the research object, the total number of questionnaires was 302, and the number of questionnaires was 300. From the research results can be pointed out:
A. Authentic leadership has a significant positive impact on the adaptive performance of middle-aged workers.
B. Authentic leadership has a significant positive impact on the workplace adjustment of middle-aged and older workers.
C. Workplace adjustment has a significant positive impact on the adaptive performance of middle-aged workers.
D. Workplace adjustment has a significant intermediary effect on the relationship between authentic leadership and Adaptive Performance.
E. Authentic leadership has a significant positive impact on the job embeddedness of middle-aged workers.
F. Job embeddedness has a significant positive impact on the adaptive performance of middle-aged workers
G. Job embeddedness has a significant intermediary effect on the relationship between authentic leadership and adaptive performance.
中文摘要 i
英文摘要 ii
致謝 iii
目錄 iv
表目錄 vi
圖目錄 viii
第壹章 緒論 1
第一節 研究背景 1
第二節 研究動機 6
第三節 研究目的 10
第四節 研究流程 11
第五節 名詞釋義 12
第貳章 文獻探討 14
第一節 真誠領導 14
第二節 適應性績效 25
第三節 工作鑲嵌 34
第四節 職場適應 42
第五節 各變項關係之分析 50
第參章 研究方法 58
第一節 研究架構 58
第二節 研究假設 59
第三節 研究變項的操作性定義與衡量方法 60
第四節 研究對象與調查方法 67
第五節 資料分析方法 68
第六節 各構面之因素分析與信度檢定 72
第肆章 資料分析與實證結果 79
第一節 樣本特性分析 79
第二節 各研究變項之描述性統計分析 82
第三節 人口統計變項與各變項間之差異性分析 87
第四節 皮爾森相關性分析 95
第五節 迴歸分析 96
第六節 中介分析 101
第七節 研究假設之檢定結果 105
第伍章 結論與建議 106
第一節 研究結論 106
第二節 理論意涵與管理實務建議 113
第三節 研究限制與後續建議 119
參考文獻 121
一、中文部份 121
二、英文部份 126
附錄:問卷 138

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