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系統識別號 U0026-0507201600382200
論文名稱(中文) 轉換型領導風格與團隊創意關係之研究
論文名稱(英文) Transformational Leadership and Team Creativity
校院名稱 成功大學
系所名稱(中) 國際企業研究所
系所名稱(英) Institute of International Business
學年度 104
學期 2
出版年 105
研究生(中文) 邱家儀
研究生(英文) Chia-Yi Chiu
學號 r66031129
學位類別 碩士
語文別 中文
論文頁數 77頁
口試委員 指導教授-史習安
口試委員-許竹君
口試委員-劉玉雯
中文關鍵字 轉換型領導  團隊認同感  團隊成員交換關係  團隊創意  集體主義  創新氣候 
英文關鍵字 Transformational leadership  Team Identification  Team-member Exchange  Team Creativity  Collectivism  Climate for Innovation 
學科別分類
中文摘要 在現今的環境如此的大變動下,使得各產業競爭漸趨激烈,為使自己的企業能夠永續經營,在市場佔有一席地位,各企業紛紛想辦法提升自我競爭優勢,而擁有創新的表現常常是被企業認為能夠提升競爭優勢的來源。此外,組織中的領導者是不可或缺的,領導是如何使團隊達成創新表現,如何激發部屬、影響團隊來達到創新績效是本研究極力探討的方向。因此本研究從領導者的領導風格出發,試圖了解轉換型領導是否會影響團隊部屬的團隊認同感以及團隊成員交換關係,接著再探究團隊認同感與團隊成員交換關係是否會影響團隊創意。再來探究集體主義為調節變數下,對轉換型領導與團隊認同感以及團隊成員交換關係是否會產生影響,最後再試圖探討創新氣候為調節變數時,團隊認同感以及團隊成員交換關係對團隊創意的影響。
本研究主要以台灣企業作為主要研究對象,總計發放350份問卷,回收有效樣本為250份,有效樣本回收率為71%。
本研究主要使用層級迴歸分析來進行研究假說之驗證。經由實證分析,本研究分析結果如下:
(一) 轉換型領導與團隊認同感及團隊成員交換關係呈現正相關。
(二) 團隊認同感及團隊成員交換關係與團隊創意間呈現正相關。
(三) 轉換型領導與創新團隊創意之間的關係會受到團隊成員交換關係的中介效果影響。
(四) 創新氣候在團隊認同感與創團隊創意間具有正向調節效果。
本研究主要貢獻分述如下。首先,本研究以「團隊」層次探討在「轉換型領導」與「團隊創意」間之關係加入「團隊認同感」及「團隊成員交換關係」後的中介效果;接著,本研究進行「集體主義」作為轉換型領導與團隊認同感及團隊成員交換關係之間之調節效果驗證;最後,本研究將「創新氣候」作為團隊認同感及團隊成員交換關係與團隊創意之間之調節效果驗證以作為後續研究參考。
英文摘要 Today, the ever-changing business environment increases the competitiveness in many industries. In order to maintain market leadership, many companies seek to improve on their unique competitive advantages. One of the key sources to improving competitive advantage is “creative performance”. However, having innovative ideas does not guarantee success, the leader of the business team plays a vital role as well. Therefore, the purpose of this thesis is to find out how a leader can encourage and stimulate his/her team to achieve their innovative potentials.
This study focuses on the team level analysis. Firstly, amongst a myriad of leadership styles, this study seeks to understand whether transformational leadership will influence the team identification and team-member exchange. On top of that, it also aims to examine whether team identification and team-member exchange will lead to team creativity. Likewise, this study would like to find out if collectivism will moderate the influence of transformational leadership on team identification and team-member exchange respectively. Lastly, this study wants to verify whether the climate for innovation moderates the influence of the team identification and team-member exchange on team creativity respectively.
The research is completed via questionnaires surveys to companies in Taiwan. A total of 350 questionnaires surveys were sent out and 250 valid ones were returned. The final response rate is 71%. The hierarchical regression analysis was used to verify all hypotheses.
The findings can be summarized as following.

(1) Transformational leadership has positive relationship with team identification and team-member exchange.
(2) Team identification and team-member exchange has positive relationship with team creativity.
(3) Team-member exchange mediates the relationship between transformational leadership and team creativity.
(4) Climate for innovation moderate the relationship between team identification and team creativity.
論文目次 摘 要 I
Transformational Leadership and Team Creativity II
致謝 VII
目錄 VIII
圖目錄 X
表目錄 X
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 章節架構 3
第二章 文獻探討 5
第一節 轉換型領導與團隊認同感 5
第二節 團隊認同感與創新 7
第三節 團隊認同感之中介效果 8
第四節 轉換型領導與團隊成員交換關係 8
第五節 團隊成員交換關係與創新 10
第三章 研究方法 16
第一節 研究架構 16
第二節 研究假設 17
第三節 研究變數 18
第四節 問卷設計 21
第五節 抽樣方法 28
第六節 資料分析方法 29
第四章 實證分析結果 31
第一節 樣本基本資料分析 31
第二節 信度分析 34
第三節 驗證性因素分析 39
第四節 建構效度分析 40
第五節 相關係數分析 43
第六節 組內相關係數分析 45
第七節 層級迴歸分析 45
第七節 研究假設結果彙整 58
第五章 結論與建議 59
第一節 研究結論 59
第二節 研究貢獻與限制 62
第三節 研究建議 63
參考文獻 65
附錄一:問卷 72
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