臺灣博碩士論文加值系統

「領導」與「創新」一直是管理領域中討論的重要議題，而具魅力領導特質之領導者之個人創新行為表現，過往未深入探討。另一方面，魅力領導者之正向心理狀態 (心理資本與職場幸福感) 又或是其工作與家庭之間之平衡 (職家衝突)，也值得進一步討論。因此，本研究之主要目的在於探討魅力領導、職家衝突、職場幸福感、心理資本與創新行為之關聯性。主要針對台灣在職工作者進行樣本資料蒐集，共得有效樣本 341位，並以 SPSS 統計軟體及 LISREL 結構方程式進行資料分析，結果顯示: (1) 個體的魅力領與心理資本之間為正相關；(2) 個體的心理資本與職家衝突之間為負相關；(3) 個體的心理資本與職場幸福感之間為正相關；(4) 個體的職家衝突與職場幸福感之間為負相關；(7) 個體的魅力領導與創新行為之間為正相關。最後，本研究根據上述之結果，提供實務相關之建議與方案。

“Leadership” and “Innovation” are both important topics in management field. The relationship between the charismatic leadership and innovative behaviors were not to be discussed in the past. Also, the charismatic leader’s positive mental states (psychological capital and workplace well-being) and balance between work and family (work-family conflict), it is also worthy of further discussions. Therefore, the main objective of the study was to investigate the relationship among charismatic leadership, Psycholigical capital, work-family conflict, workplace well-being, and innovation behavior. The valid sample is 341 from workers in Taiwan. SPSS and SEM with LISREL computer program were use to analyze the above date. The results are as follows: (1) higher charismatic leadership have higher Psycholigical capital；(2) higher Psycholigical capital have lower work-family conflict；(3) higher Psycholigical capital have higher workplace well-being；(4) higher work-family conflict have lower workplace well- being,；(7) higher charismatic leadership have higher innovation behavior. Finally, this research well according to the result to provide some suggestions and solution.

目 錄
第壹章 緒論 2
第一節 研究背景與動機 2
第二節 研究目的 5
第貳章 文獻探討 6
第一節 魅力領導 6
第二節 心理資本 15
第三節 職家衝突 24
第四節 職場幸福感 32
第五節 創新行為 37
第六節 研究變項之關聯性假設 41
第參章 研究方法 44
第一節 研究架構 44
第二節 研究假設 45
第三節 研究變項之操作型定義 46
第四節 研究工具 48
第五節 資料分析與統計方法 54
第六節 正式施測與樣本來源 54
第肆章 研究結果與分析 55
第一節 樣本人口性分析 55
第二節 信度分析 58
第三節 相關係數檢定 59
第四節 結構關係模式之結果 60
第五節 結構方程式估計結果 64
第伍章 研究結論 68
第一節 討論與結論 68
第二節 實務建議 70
第三節 研究限制 71
第四節 未來研究與建議 72
參考文獻 73
附錄一 正式問卷 86


表 目 錄
表 2-1-1 魅力領導之定義 8
表 2-1-2 Conger, Kanungo & Menon (2000)魅力領導模型 13
表 2-2-1 心理資本之定義 17
表 2-3-1職家衝突之定義 27
表 2-4-1 職場幸福感之定義 36
表 2-5-1 創新行為之定義 39
表 3-3-1本研究各變項操作型之定義整理 (續後頁) 46
表 3-4-1 魅力領導個構面之題項分配 48
表 3-4-2 魅力領導之題項 49
表 3-4-3心理資本各構面之題項分配 50
表 3-4-4 心理資本之題項 50
表 3-4-5職家衝突各構面之題項分配 51
表 3-4-6 職家衝突之題項 51
表 3-4-7 職場幸福感之題項 52
表 3-4-8 創新行為之題項 53
表 4-1-1人口統計變項分析 (續後頁) 55
表 4-2-1 分量表之信度檢定 58
表 4-3-1 本研究各變項之相關係數矩陣 (n = 341) 59
表 4-4-1 本研究整體模型的適配度檢定 60
表 4-5-1結構模型實證分析結果 65
表 4-5-2論模式之潛在變相影響效果路徑係數整理表 (標準化係數) 66
表 5-1-1 本研究假設結果統整 68

圖 目 錄
圖 2-2-1交互決定論 (Reciprocal Interactions) 示意圖 20
圖 2-2-2 心理資本構面示意圖 23
圖 2-3-1 職家衝突基礎與雙向性 31
圖 3-1-1 本研究架構圖 44



 

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英文網路部分
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