臺灣博碩士論文加值系統

真誠領導是近年來受到矚目的領導型態，它具備自我察覺、關係透明度、均衡資訊處理與內化道德觀等特性(Neider &; Schriesheim, 2011)；雖有眾多研究探討其與員工績效之關聯，卻鮮少提及其與員工前瞻工作行為之關係。此外，時間觀往往決定了個體的思維與行動，商管領域卻常忽略其影響力；最後，真誠氣候具有潛移默化之功效，卻仍未與領導風格相互連結。因此，本研究從上述缺口進一步探討各變項之涵義與連結，並提出以下目的：(1)確立真誠領導與前瞻工作行為之關係；(2)確立時間觀概念，並改良測量工具；(3)探討員工時間觀之干擾效果；(4)探討真誠氣候之中介效果。
研究對象為各行各業，採立意抽樣法發放主管部屬配對問卷。本研究為求嚴謹，以研究一確立時間觀概念與測量，共110份有效問卷；以研究二驗證完整架構，共407份有效問卷。研究結果發現：(1)現在與未來時間觀皆與前瞻工作行為有所關連，而修改後的時間觀量表具良好信效度；(2)真誠領導與前瞻工作行為有正向關係；(3)僅現在享樂型時間觀對「真誠領導與前瞻工作行為之正向關係」有干擾作用；(4)真誠氣候扮演完全中介角色。
管理意涵如下：(1)鼓勵主管展現真誠領導風格，進而塑造真誠氣候；(2)個體前瞻工作行為將有利於組織發展與個人職涯成長；(3)從時間觀角度瞭解員工差異，進而於招募甄選、教育訓練、任務分派等過程提出需求。

Authentic leadership draw greatest attention in recent years, it’s construct consists of the four factors: self-awareness, relational transparency, balanced processing and internalized moral perspective (Neider &; Schriesheim, 2011), but rarely refer to the relationship of employees’ proactive work behavior. In addition, individual's time perspective always determines their own thinking and action, but domain of business management often ignores its influence. Lastly, authentizotic climates provide an imperceptibly influence on organization, but still do not link with leadership style.
Thus, there are four objectives in this article: First, to establish the relationship between the authentic leadership and proactive behavior. Second, to establish the concept of time perspective, and reform the assessment tool. Third, to exam the moderating effect of employee’s time perspective. Fourth, to exam the mediating effect of authentizotic climates.
Research sample was collected from various jobs, we used purposive sampling method with a dyadic (supervisor-worker) survey approach. In Study 1, we establish the concept of time perspective, and reform the assessment tool. Research results based on 110 pair-wise data show that employees’ present and future time perspective indeed positively affect their own proactive work behavior, and after the reform steps, the time perspective assessment tool with good reliability and validity will be used in Study2. In Study 2, we exam the integrated research framework. Research results based on 407 pair-wise data show that authentic leadership indeed positively affect employees’ proactive work behavior. However, only present-hedonistic time perspective did exert a moderating effect. Finally, authentizotic climates will complete mediation “authentic leadership and employees’ proactive work behavior” relationships.
Research findings remind organizations to encourage supervisors to show authentic leadership style, and then create authentizotic climates. Besides, proactive work behavior are favorable for organizational development and personal career growth. Last but not least, organizations should learn the individual differences from time perspective, then make request for recruitment manage, training &; development and task assignment.

目　錄
中文摘要 Ⅰ
Abstract Ⅱ
目錄 III
表目次 VI
圖目次 VIII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 9
第三節 研究流程 10
第四節 名詞釋義 11
第二章 文獻探討 13
第一節 真誠領導 13
第二節 前瞻工作行為 27
第三節 時間觀 40
第四節 真誠氣候 53
第三章 研究方法 59
第一節 ＜研究一：時間觀對前瞻工作行為之影響＞ 59
壹、 研究架構與假設 59
貳、 研究對象 60
參、 研究工具 60
肆、 研究過程 71
伍、 資料分析 72
第二節 ＜研究二：真誠領導對前瞻工作行為之預測效果：時間觀與真誠氣候的角色＞ 74
壹、 研究架構與假設 74
貳、 研究對象 75
參、 研究工具 75
肆、 研究過程 89
伍、 資料分析 89
第四章 ＜研究一＞結果與討論 92
第一節 樣本描述 92
第二節 相關分析 96
第三節 迴歸分析結果 98
第四節 結果與討論 100
第五章 ＜研究二＞結果與分析 103
第一節 樣本描述 103
第二節 相關分析結果 107
第三節 時間觀對前瞻工作行為的線性迴歸分析 110
第四節 真誠領導與前瞻工作行為之正向關係及時間觀的干擾效果迴歸分析 112
第五節 真誠氣候對「真誠領導與前瞻工作行為之正向關係」的中介效果 118
第六章 結論與建議 121
第一節 研究結果與發現 121
第二節 研究結果與討論 124
第三節 研究貢獻與意涵 128
第四節 研究限制與建議 138
參考文獻 146
附錄
附錄一 ＜研究一＞主管問卷 167
附錄二 ＜研究一＞員工問卷 170
附錄三 ＜研究二＞問卷發放指導語 173
附錄四 ＜研究二＞主管問卷 176
附錄五 ＜研究二＞員工問卷 178


表目次
表2-1： 真誠領導與真誠領導者之定義 18
表2-2： 真誠領導構念的演進 20
表2-3： 真誠領導對部屬的影響 25
表2-4： 前瞻工作行為種類與定義說明 31
表2-5： 前瞻工作行為的前置因素相關研究 36
表3-1： 「現在時間觀」量表探索性分析結果 65
表3-2： 「未來時間觀」量表探索性分析結果 66
表3-3： 時間觀量表信度分析結果 67
表3-4： 「前瞻工作行為」量表探索性分析結果 69
表3-5： 前瞻工作行為量表信度分析結果 70
表3-6： ＜研究一＞各量表信度分析結果 70
表3-7： 「真誠領導」量表探索性分析結果 78
表3-8： 真誠領導量表信度分析結果 79
表3-9： 「前瞻工作行為」量表探索性分析結果 80
表3-10： 前瞻工作行為量表信度分析結果 81
表3-11： 「現在時間觀」量表探索性分析結果 82
表3-12： 「未來時間觀」量表探索性分析結果 83
表3-13： 時間觀量表信度分析結果 84
表3-14： 「真誠氣候」量表探索性分析結果 86
表3-15： 真誠氣候量表信度分析結果 87
表3-16： ＜研究二＞各量表信度分析結果　87
表3-17： 驗證性因素分析結果　88
表3-18： 問卷發放與有效回收統計　89
表4-1： 受測員工基本背景資料　93
表4-2： 受測主管基本背景資料　94
表4-3： 研究變項平均數、標準差及各變項之相關係數　97
表4-4： 現在時間觀與前瞻工作行為淨相關之線性迴歸分析　99
表4-5： 未來時間觀與前瞻工作行為淨相關之線性迴歸分析　99
表4-6： ＜研究一＞資料分析結果彙整　100
表5-1： 受測員工基本背景資料　104
表5-2： 受測主管基本背景資料　106
表5-3： 研究變項平均數、標準差及各變項之相關係數　109
表5-4： 現在時間觀與前瞻工作行為淨相關之線性迴歸分析　111
表5-5： 未來時間觀與前瞻工作行為淨相關之線性迴歸分析　111
表5-6： 現在時間觀對「真誠領導與前瞻工作行為之正向關係」干擾效果之迴歸分析　113
表5-7： 未來時間觀對「真誠領導與前瞻工作行為之正向關係」干擾效果之迴歸分析　114
表5-8： 現在享樂型時間觀對「真誠領導與前瞻工作行為之正向關係」干擾效果之迴歸分析　115
表5-9： 現在宿命型時間觀對「真誠領導與前瞻工作行為之正向關係」干擾效果之迴歸分析　117
表5-10： 真誠氣候對「真誠領導與前瞻工作行為」中介效果之迴歸分析　120
表6-1： 本研究資料分析結果彙整　123
表6-2： 提升真誠領導的策略　133

圖目次
圖2-1： 真誠領導演進脈絡圖　16
圖3-1： ＜研究一＞研究架構　59
圖3-2： ＜研究二＞研究架構　74
圖5-1： 現在享樂型時間觀對真誠領導與前瞻工作行為之干擾作用圖　116
圖6-1： 時間焦點對快樂與選擇之效果概念模型　127

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柯敏姍(2013)。家族企業主管之仁慈領導與員工主動行為之影響研究－中介與調節效果。國立中正大學勞工關係學系碩士論文。
彭台光、高月慈與林鉦棽(2006)。管理研究中的共同方法變異:問題本質、影響、測試與補救。管理學報，23(1)，77-98。
鍾怡萍(2013)。員工角色拓展自我效能與彈性角色導向對積極性行為之影響：以領導—員工交換理論為調節變項。國立中正大學勞工關係學系碩士論文。
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