進階搜尋


   電子論文尚未授權公開,紙本請查館藏目錄
(※如查詢不到或館藏狀況顯示「閉架不公開」,表示該本論文不在書庫,無法取用。)
系統識別號 U0026-0308202020514000
論文名稱(中文) 僕人領導與組織變革不確定感之研究–以組織認同為中介變項
論文名稱(英文) The Study of the Relationship between Servant Leadership and Organizational Change Uncertainty ─ Organizational Identification as the Mediator
校院名稱 成功大學
系所名稱(中) 企業管理學系碩士在職專班
系所名稱(英) Department of Business Administration (on the job class)
學年度 108
學期 2
出版年 109
研究生(中文) 梁雅雯
研究生(英文) Ya-Wen Liang
學號 R47071089
學位類別 碩士
語文別 中文
論文頁數 85頁
口試委員 口試委員-莊双喜
口試委員-黃瀞瑩
指導教授-李憲達
中文關鍵字 僕人領導  組織認同  組織變革不確定感 
英文關鍵字 Servant Leadership  Organizational Change Uncertainty  Organizational Identification 
學科別分類
中文摘要 為了適應大環境的快速變化,不論其是否有利或不利於企業組織,企業都必須進行變革。變革固然重要,但其卻非一朝一夕可成之事,過程中因內、外在的變動,往往導致組織成員對工作產生極度不安全的感覺,也就是所謂的組織變革不確定感。本研究認為領導者實行僕人領導行為,以利他、博愛的精神協助組織成員,將使成員對組織產生認同感,進而降低面對變革的焦慮感。故本研究探討領導者僕人領導行為與組織認同感之間的關聯性,並進一步探究僕人領導行為對於成員的組織變革不確定感的直接影響及間接影響關係。
本研究採用網路問卷方式蒐集資料,並採不記名方式邀請受訪者填答,最終以有效問卷505份進行資料分析,問卷回收率為96%。運用SPSS Statistics18.0及Smart PLS(V.3.2.8)統計軟體進行分析後,實證研究結果如下:
一、僕人領導的傾聽行為、說服行為及服事行為對於成員組織認同感形成的正向影響獲得支持。
二、組織認同感對於喪失工作權及角色負荷的組織變革不確定感的負向影響獲得支持。
三、僕人領導行為對於組織變革不確定感的負向影響皆未獲得支持。
四、服事行為的僕人領導對於喪失工作權及角色負荷的組織變革不確定感無直接影響效果,但存在間接影響效果。
英文摘要 It can be argued that the successful management of change is crucial to any organization in order to survive and succeed in the present highly competitive and continuously evolving business environment. Uncertainty is a major source of psychological strain during organizational change. This study focuses on servant leadership and develops a model for examining the relationship between servant leadership and organizational change uncertainty. Also, the author added organizational identification, including sense of connection to organization’s goals(SCOG) and sense of organization care(SOC) as the mediator between servant leadership and organizational change uncertainty to see the effectiveness of organizational identification.
This study was conducted through an online survey and the questionnaire was randomly invited people to fill in the questionnaire anonymously. Data were collected from March 2020 to April 2020 with 505 valid questionnaires received. Afterwards, the author analyzed data with SPSS 18.0 for descriptive statistics as well as Smart PLS (V. 3.2.8) for structural equation modeling for examining the proposed hypothesis. The results of study represent:(1)Listening , persuasion and stewardship of servant leadership were positively related to SCOG and SOC.(2)SCOG and SOC were negatively related to job loss and job burnout of organizational change uncertainty.(3)Servant leadership were all negatively related to organizational change uncertainty.(4) Stewardship of servant leadership were negatively related to organizational change uncertainty, however, the mediation effectiveness is significant. It means that in the condition of high organizational identification, stewardship of servant leadership has more effectiveness to influence employee’s organizational change uncertainty.
論文目次 摘要I
AbstractII
誌謝VII
表目錄X
圖目錄XI
第一章緒論1
第一節研究背景及動機1
第二節研究目的4
第三節研究內容與流程5
第二章文獻探討7
第一節僕人領導7
第二節組織認同12
第三節組織變革不確定感16
第四節研究架構與假設22
第三章研究方法33
第一節問卷設計與研究對象33
第二節資料分析方法35
第三節研究倫理37
第四章資料分析結果39
第一節敘述性統計分析39
第二節信度與效度分析48
第三節結構方程模型分析及假設檢定54
第四節共同方法變異分析63
第五章結論與建議64
第一節研究結果與討論64
第二節研究意涵70
第三節研究限制與未來建議72
參考文獻 73
中文參考文獻73
英文參考文獻76
附錄一研究問卷82

參考文獻 中文參考文獻
左耀南(2015). 結合計畫行為理論探討組織變革不確定感對員工的反應行為. (碩士)。
朱麗(2016). 校長服務領導與教師專業學習社群關係之研究. (碩士), 臺北市立大學。
吳統雄(1984). 電話調查: 理論與方法: 聯經出版事業公司.
李志恒(2012). 組織變革不確定感、信任、工作態度與工作敬業心關係之研究-以台、中、越員工為例. (碩士), 國立成功大學。
汪政龍. (2014). 以僕人式領導與激勵制度為干擾變項探討組織變革不確定感對組織承諾與離職意圖的影響. (碩士), 國立成功大學。
周浩, & 龍立榮. (2008). 上級家長式領導風格影響下屬組織公正感的機制. 中大管理研究》(廣東), 3(3), 36-56.
官惠卿. (2016). 公務人員知覺主管服務領導、職場友誼與工作滿意度之相關研究—以臺北市政府為例. (碩士), 臺北市立大學。
林世明. (2019). 組織變革不確定感與組織承諾關係之研究:多層次模式的觀點. (碩士), 中國科技大學。
林思伶. (2004). 析論僕人式/服務領導 (Servant–Leadership) 的概念發展與研究. 高雄師大學報(16), 39-57.
林修睿. (2015). 學術自由下研究倫理的建構與應用:以生物資料庫對原住民基因採集為例. (碩士), 國立成功大學。
林毅豐. (2017). 家長式領導與組織認同感之關聯性研究-以信任主管為調節變項. (碩士), 國立中央大學。
邱柏松, & 戴志璁. (2007). 組織認同, 員工忠誠度, 人力資本及組織效能之研究-以商業銀行為例. 管理研究學報, 7(2), 227-255.
邱皓政. (2006). 量化研究與統計分析: 五南圖書出版股份有限公司.
施峻弘. (2013). 組織變革不確定感與離職傾向之關係-以東部某空軍基地為例. (碩士), 國立東華大學。
洪紹榮. (2003).組織認同、領導風格與海外派遣員工工作投入關係之研究. (碩士), 大葉大學。
胡慶山, 蔡達智, 周宗憲, & 廖欽福. (2009). 憲法與人權: 元照出版.
張信政. (2010). 組織變革不確定感、轉換型領導對心理資本與組織公民行為關係之研究. (碩士), 國立成功大學。
梁雙蓮. (1984). 中央行政機關公務人員組織認同的研究. (博士), 國立臺灣大學。
許士軍. (2009). 企業組織變革新趨勢. 研考雙月刊, 33(3), 14-21.
許德便. (2012). 國民中學校長服務領導、教師教學創新、社群互動與學校效能關係之研究. (博士), 國立高雄師範大學。
陳冠諭. (2011). 僕人式領導及組織文化與新進員工組織認同關係研究-以C公司員工人格特質為干擾變數. (碩士), 國立成功大學。
陳怡君. (2014) 由認同觀點探討組織變革 -以衛福部組織變革為例. (碩士), 國立政治大學, 台北市.
陳錦麗, & 曾榮豐. (2008). 績效管理, 組織認同與組織學習關係之研究-以國立大學公務人員為例. 屏東教育大學學報-教育類(31), 129-155.
彭台光, 高月慈, & 林鉦棽. (2006). 管理研究中的共同方法變異: 問題本質, 影響, 測試和補救. 管理學報, 23(1), 77-98.
曾威哲. (2005). 組織變革―領導型態之探討. (碩士), 東海大學。
黃正雄, & 徐婉瑤. (2009). 變革管理: 程序正義對工作結果變項之探討. 人力資源管理學報, 9(2), 1-17.
黃怡真. (2008). 臺北縣市國民小學校長僕人領導行為與學校創新經營之研究. (碩士), 臺北市立教育大學。
黃彥博. (2017). 一所國民中學校長服務領導於學習共同體之實踐. (碩士), 國立臺灣師範大學。
葉貴玉. (2008). 博物館組織變革探討. 博物館學季刊, 22(1), 5-20.
詹明蒼. (2015). 組織變革不確定感對組織挫折、職場退縮之影響-探討正向心理資本調節效果. (碩士), 國防大學。
廖國鋒, 范淼, & 吳振昌. (2002). 預期組織變革不確定感對員工工作反應影響之實證研究. 臺大管理論叢, 13(1), 227-256.
劉明原. (2014). 轉換型領導對工作投入之影響-組織認同的中介效果. (碩士), 國立中正大學。
蕭宏恩. (2006). 科技倫理: 走在鋼索上的幸福: 新文京開發.
賴漢津. (2005). 預期組織變革不確定感, 組織溝通, 信任與工作態度關係之研究-以中華電信南區分公司為例. 成功大學工程管理碩士在職專班學位論文, 1-128.
謝安田. (1992). 企業管理, 台北: 五南圖書公司. 謝安田 (2006), 企業研究方法論 (三版), 台北: 著者發行. 魏順炫 (2003), 由組織文化與領.
魏順炫. (2002). 由組織文化與領導行為來探討組織變革中員工的反應. (碩士), 國立中央大學。
羅以捷. (2013). 組織變革不確定感、工作壓力與組織承諾關係之研究-以國防部高司幕僚組織為研究對象. (碩士), 育達商業科技大學。
羅昌梅. (2011). 組織變革不確定感、員工心理自尊與工作敬業心關係之研究. (碩士), 國立成功大學。


英文參考文獻
Akbari, M., Kashani, S. H., Nikookar, H., & Ghaemi, J. (2014). Servant leadership and organizational identity: The mediating role of job involvement. International journal of organizational leadership, 3, 41-55.
Armenakis, A. A., & Bedeian, A. G. (1999). Organizational change: A review of theory and research in the 1990s. Journal of management, 25(3), 293-315.
Ashforth, B. E., Harrison, S. H., & Corley, K. G. (2008). Identification in organizations: An examination of four fundamental questions. Journal of management, 34(3), 325-374.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management review, 14(1), 20-39.
Bambale, A. J. a., Shamsudin, F. M., & Subramaniam, C. (2013). The construct validity of servant leadership in Nigerian public utility organizations. International Journal of global business, 6(2).
Begzadeh, S., & Nedaei, M. (2017). The relationship between servant leadership with organizational trust and employee empowerment in the social security organization of Ardabil. International Journal of Management, Accounting & Economics, 4(3), 270-281.
Blanchard, K., Blanchard, S., & Zigarmi, D. (1992). Servant leadership. Executive Excellence, 9, 16-16.
Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative science quarterly, 533-546.
Callan, V. J. (1993). Individual and organizational strategies for coping with organizational change. Work & stress, 7(1), 63-75.
Cameron, K. S., Bright, D., & Caza, A. (2004). Exploring the relationships between organizational virtuousness and performance. American Behavioral Scientist, 47(6), 766-790.
Chung, J. Y., Jung, C. S., Kyle, G. T., & Petrick, J. F. (2010). Servant leadership and procedural justice in the US national park service: The antecedents of job satisfaction. Journal of Park & Recreation Administration, 28(3).
Cooper, M. J., Gutierrez Jr, R. C., & Hameed, A. (2004). Market states and momentum. The journal of Finance, 59(3), 1345-1365.
Damanpour, F. (1987). The adoption of technological, administrative, and ancillary innovations: Impact of organizational factors. Journal of management, 13(4), 675-688.
Dasborough, M. T., & Ashkanasy, N. M. (2002). Emotion and attribution of intentionality in leader–member relationships. The Leadership Quarterly, 13(5), 615-634.
Dekker, S. W., & Schaufeli, W. B. (1995). The effects of job insecurity on psychological health and withdrawal: A longitudinal study. Australian psychologist, 30(1), 57-63.
DiFonzo, N., & Bordia, P. (1998). A tale of two corporations: Managing uncertainty during organizational change. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 37(3‐4), 295-303.
Doby, V. J., & Caplan, R. D. (1995). Organizational stress as threat to reputation: Effects on anxiety at work and at home. Academy of Management Journal, 38(4), 1105-1123.
Downey, H. K., & Slocum, J. W. (1975). Uncertainty: Measures, research, and sources of variation. Academy of Management Journal, 18(3), 562-578.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative science quarterly, 239-263.
Edwards, M. R., & Peccei, R. (2007). Organizational identification: Development and testing of a conceptually grounded measure. European journal of work and organizational psychology, 16(1), 25-57.
Edwards, M. R., & Peccei, R. (2010). Perceived organizational support, organizational identification, and employee outcomes. Journal of Personnel Psychology.
Ellemers, N., De Gilder, D., & Haslam, S. A. (2004). Motivating individuals and groups at work: A social identity perspective on leadership and group performance. Academy of Management review, 29(3), 459-478.
Elving, W. J. (2005). The role of communication in organisational change. Corporate communications: an international journal.
Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. In: SAGE Publications Sage CA: Los Angeles, CA.
Fumasoli, T., Pinheiro, R., & Stensaker, B. (2015). Handling uncertainty of strategic ambitions—The use of organizational identity as a risk-reducing device. International Journal of Public Administration, 38(13-14), 1030-1040.
Gifford, W. E., Bobbitt, H. R., & Slocum Jr, J. W. (1979). Message characteristics and perceptions of uncertainty by organizational decision makers. Academy of Management Journal, 22(3), 458-481.
Greenhalgh, L., & Rosenblatt, Z. (1984). Job insecurity: Toward conceptual clarity. Academy of Management review, 9(3), 438-448.
Greenleaf, R. K. (2002). Servant leadership: A journey into the nature of legitimate power and greatness: Paulist Press.
Hair, A. (1998). Tatham, and Black. Multivariate Analysis.
Hair Jr, J. F., Sarstedt, M., Ringle, C. M., & Gudergan, S. P. (2017). Advanced issues in partial least squares structural equation modeling: saGe publications.
Ho-Tang, W., & Mei-Ju, C. (2015). Scale development of taiwan teacher’s sense of organization identification-from the viewpoint of workplace spirituality. Universal Journal of Management, 3(12), 540-552.
Hui, C., & Lee, C. (2000). Moderating effects of organization-based self-esteem on organizational uncertainty: Employee response relationships. Journal of management, 26(2), 215-232.
Jahner, B. (1993). Building Strong Inclusive Community through Servant Leadership.
Johnson, M. D., Morgeson, F. P., & Hekman, D. R. (2012). Cognitive and affective identification: Exploring the links between different forms of social identification and personality with work attitudes and behavior. Journal of Organizational Behavior, 33(8), 1142-1167.
Lee, A., Lyubovnikova, J., Tian, A. W., & Knight, C. (2020). Servant leadership: A meta‐analytic examination of incremental contribution, moderation, and mediation. Journal of Occupational and Organizational Psychology, 93(1), 1-44.
Lewin, K. (1947). Frontiers in group dynamics: II. Channels of group life; social planning and action research. Human relations, 1(2), 143-153.
Lord, R. G., & Brown, D. J. (2001). Leadership, values, and subordinate self-concepts. The Leadership Quarterly, 12(2), 133-152.
Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103-123.
Miller, V. D., Allen, M., Casey, M. K., & Johnson, J. R. (2000). Reconsidering the organizational identification questionnaire. Management communication quarterly, 13(4), 626-658.
Naisbitt, J. (1993). Global Paradox: The Bigger the World Econmy, the More Powerful Its Smallest Players: William Morrow & Co., Inc.
Nunally, J. C., & Bernstein, I. (1978). Psychometric theory. Ed. NY: McGraw-Hill.
Patchen, M. (1970). Participation, achievement, and involvement on the job.
Pettigrew, A. M. (1990). Longitudinal field research on change: Theory and practice. Organization science, 1(3), 267-292.
Piderit, S. K. (2000). Rethinking resistance and recognizing ambivalence: A multidimensional view of attitudes toward an organizational change. Academy of Management review, 25(4), 783-794.
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of applied psychology, 88(5), 879.
Pratt, M. G. (1998). Central questions in organizational identification. Identity in organizations, 24(3), 171-207.
Price, J. L. (1997). Handbook of organizational measurement. International journal of manpower, 18(4-1), 305-558.
Sendjaya, S., Eva, N., Butar, I. B., Robin, M., & Castles, S. (2019). SLBS-6: Validation of a short form of the servant leadership behavior scale. Journal of Business Ethics, 156(4), 941-956.
Storseth, F. (2004). Maintaining work motivation during organisational change. International Journal of Human Resources Development and Management, 4(3), 267-287.
Tajfel, H., Billig, M. G., Bundy, R. P., & Flament, C. (1971). Social categorization and intergroup behaviour. European journal of social psychology, 1(2), 149-178.
Van Dierendonck, D. (2011). Servant leadership: A review and synthesis. Journal of management, 37(4), 1228-1261.
Van Dierendonck, D., & Sousa, M. (2016). Finding meaning in highly uncertain situations: Servant leadership during change. In Leadership lessons from compelling contexts: Emerald Group Publishing Limited.
Yang, R., Ming, Y., Ma, J., & Huo, R. (2017). How do servant leaders promote engagement? A bottom-up perspective of job crafting. Social Behavior and Personality: an international journal, 45(11), 1815-1827.
論文全文使用權限
  • 同意授權校內瀏覽/列印電子全文服務,於2025-08-05起公開。
  • 同意授權校外瀏覽/列印電子全文服務,於2025-08-05起公開。


  • 如您有疑問,請聯絡圖書館
    聯絡電話:(06)2757575#65773
    聯絡E-mail:etds@email.ncku.edu.tw