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系統識別號 U0026-0701201401230800
論文名稱(中文) 家長式領導、情感信任與員工建言行為
論文名稱(英文) Paternalistic Leadership, Affect-Based Trust, and Voice Behavior
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 102
學期 1
出版年 103
研究生(中文) 鄭宜芳
研究生(英文) Yi-Fang Cheng
學號 R47001115
學位類別 碩士
語文別 中文
論文頁數 78頁
口試委員 指導教授-史習安
口試委員-簡俊成
口試委員-許竹君
中文關鍵字 家長式領導  情感信任  建言行為  傳統性 
英文關鍵字 Paternalistic Leadership  Affect-based Trust  Voice Behavior 
學科別分類
中文摘要 在高度競爭環境下,對於組織而言,員工是最重要的資產,透過員工自發主動與創新,方能有效促進組織活化與革新,因此員工自發性的建言行為日益受到重視,為提升組織績效與競爭力的重要行為。而隨著亞洲經濟體的興起,在文化差異前提下,發展出屬於華人文化新領導風格:「家長式領導:仁慈領導、道德領導與威權領導」。因此,本研究目的為瞭解家長式領導對員工建言行為的影響,是否會受到情感信任之中介作用影響。此外,也進一步探討員工傳統性特質在家長式領導與情感信任間是否具有調節作用。

本研究以台灣產業為主要研究對象,共收集404份主管與員工之配對研究問卷,有效樣本回收率為95.06%,以層級迴歸分析進行研究假說驗證。經由實證分析,本研究結果如下:
(一) 情感信任在仁慈領導與員工建言行為間,具有完全中介效果。
(二) 情感信任在威權領導與員工建言行為間,具有部份中介效果。
(三) 員工傳統性特質在道德領導與情感信任間,具有調節效果。
(四) 員工傳統性特質在威權領導與情感信任間,具有調節效果。
英文摘要 At the environment of harsh competition, employee is the most valuable asset for organization. Only by employee's self motivation and innovation, system can be effectively activated. Employee self-motivated suggestion is valued and recognized as the indication to improve system performance and competition. With the rise of Asia economic unit, in spite of the culture difference, a new Chinese leadership style has been developed, Paternalistic Leadership:Benevolence Leadership, Moral Leadership and Authority Leadership. Hence, the purpose of this research is to understand the influence of paternalistic leadership to employee voice behavior. Will affect-based trust mediate the relationship between paternalistic leadership and voice behavior. Moreover, this study tries to exam if the moderating effects of employee traditionality between paternalistic leadership and affect-based trust.

The research is performed through the questionnaires survey to companies in Taiwan. There are total 404 questionnaires collected from matched pairs of managers and employees: one for managers and another for team members. Effective sample collection is 95.06% and confirmed by layer regression analysis hypothesis.

Our findings can be summarized as following. First, affect-based trust could fully mediate the effect of benevolence leadership and partically mediate the effect of authority leadership on employee voice behavior. Second, employee traditionality moderates the relationship between moral leadership and affect-based trust. Finally, employee traditionality moderates the relationship between authority leadership and affect-based trust.
論文目次 目 錄

摘 要 I

Abstract II

致 謝 III

目 錄 IV

表目錄 VI

第一章 緒論 1

第一節 研究背景與動機 1

第二節 研究目的 3

第三節 章節架構 4

第二章 文獻探討 5

第一節 家長式領導 5

第二節 情感信任 10

第三節 員工建言行為 12

第四節 傳統性 16

第三章 研究方法 19

第一節 研究架構 20

第二節 研究假設 21

第三節 研究變數 23

第四節 問卷設計 24

第五節 抽樣方法 29

第六節 資料分析方法 31

第四章 實證分析結果 33

第一節 樣本基本資料分析 33

第二節 信度分析 38

第三節 因素分析 43

第四節 建構效度分析 44

第五節 相關係數分析 47

第六節 層級迴歸分析 48

第七節 研究假設結果整理 54

第五章 結論與建議 56

第一節 研究結論 56

第二節 研究貢獻與限制 59

第三節 研究建議 62

參考文獻 65

壹、中文文獻 65

貳、英文文獻 65

附 錄 I:問 卷 A 72

附 錄II:問 卷 B 76
參考文獻 壹、中文文獻
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