臺灣博碩士論文加值系統

隨著亞洲經濟崛起，使得學者們紛紛研究華人社會與組織。同時，也開始反思以往對西方領導理論的全盤接受，且忽視組織文化差異問題，在實踐中易扭曲事實。在此背景下，學者開始重視文化議題，並提出符合華人企業的理論-家長式領導，但鮮少學者探討家長式領導與組織間文化差異的關係。
因此，本研究主要目的於探討台灣地區企業家長式領導風格知覺、組織文化與組織公民行為之影響，從而確認出較佳的領導行為。針對研究目的，本研究透過問卷調查方式進行數據蒐集，共寄發問卷500份，回收有效問卷461分。透過SPSS18.0與AMOS18統計軟體進行信度分析、結構方程模型驗證分析，並應用Sobel Test驗證模型中組織文化的中介效果。結果發現：
1.家長式領導風格對組織文化具有正向顯著影響
2.家長式領導風格對組織公民行為並無顯著影響。
3.組織文化對組織公民行為的具有正向顯著影響。
4.家長式領導風格會透過組織文化對組織公民行為產生完全中介效果影響

With the economy in Asia raised, the scholars did the researches in the Chinese society and organization. At the same time, they started to rethink the western leading theory and the difference of the organizational culture. In this background, they paid a great attention to the culture issue and propsed the business theory for Chinese- Paternalistic Leadership.But, there are few scholars to discuss the relationship between paternalistic leadership and organizational citizenship behavior across organizational culture.
Therfore, The major purpose of this study is to investigate the relationship among paternalistic leadership, organizational culture and organizational citizenship behavior. Understanding OCB in an firm with cultural integration requires an understanding of which paternalistic leaderships and organizational cultures are important as determinants of workplace perceptions and behaviors. To the purpose of this study, the data were collected from 500 questionnaires, but 464 of whom were effective. The 464 cases were analyzed by descriptive analysis, reliability and validity analysis, structural equation model and mediating analysis. The results show that:
1.Paternalistic leadership has significantly positive impact on the organizational culture.
2.Paternalistic leadership has significantly no impact on organizational citizenship behavior.
3.Organizational culture has significantly positive impact on organizational citizenship behavior.
4.Paternalistic leadership through the organizational culture has a significant mediation effect on the organizational citizenship behavior.

一、緒論 1
1.1研究背景與動機 1
1.2研究目的 2
1.3研究流程 2
二、文獻探討 4
2.1家長式領導風格 4
2.1.1家長式領導風格的定義 4
2.1.2家長式領導風格之相關研究 5
2.2組織公民行為 8
2.2.1組織公民行為的定義 9
2.2.2組織公民行為之相關研究 10
2.3組織文化 11
2.3.1組織文化的定義 11
2.3.2組織文化之相關研究 12
2.4家長式領導風格與組織文化之相關研究 15
2.5家長式領導風格與組織公民行為之相關研究 17
2.6組織文化與組織公民行為之相關研究 18
2.7組織文化的中介效果 19
三、研究方法 21
3.1研究架構 21
3.2變數操作性定義與問卷設計 22
3.2.1家長式領導風格認知 22
3.2.2組織文化 23
3.2.3組織公民行為 24
3.3研究對象與抽樣方法 26
3.4預試問卷分析與正式問卷整理 26
3.4.1同質性檢驗 26
3.4.2因素分析 30
3.5資料分析方法 34
3.5.1 敘述性統計分析 34
3.5.2 驗證性因素分析、信度檢定 34
3.5.3 結構方程模式檢定 35
四、資料結果與分析 36
4.1樣本敘述性統計 36
4.2研究變數之敘述性統計 38
4.6.1 結構模型一 43
4.6.2 結構模型二 44
4.6.3 結構模型三 44
4.6.4 結構模型四 45
4.6.4.1 模型中介效果檢定 45
五、結論與後續建議 47
5.1研究發現 51
5.1.1家長式領導風格對組織文化之影響 51
5.1.2家長式領導風格對組織公民行為之影響 51
5.1.3組織文化與組織公民行為之影響 51
5.1.4組織文化對家長式領導中介效果的發現 52
5.2管理意涵 52
5.3研究限制與後續研究建議 53
六、參考文獻 55
附錄一 62

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