進階搜尋


下載電子全文  
系統識別號 U0026-0707201922271000
論文名稱(中文) 主管真誠領導與員工創造力:信任及心理安全感的觀點
論文名稱(英文) Authentic Leadership and Employee Creativity:Trust and Psychological Safety Perspectives
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 107
學期 2
出版年 108
研究生(中文) 王凱萱
研究生(英文) Kai-Hsuan Wang
學號 R47061042
學位類別 碩士
語文別 中文
論文頁數 80頁
口試委員 指導教授-李憲達
口試委員-莊双喜
口試委員-黃瀞瑩
中文關鍵字 真誠領導  情意信任  認知信任  心理安全感  員工創造力 
英文關鍵字 Authentic leadership  Trust  Psychological safety  Employee creativity 
學科別分類
中文摘要 創新為現今企業獲利來源之一。企業的創新能力來自於員工的創造力。而企業如何培養員工的創造力呢?員工的創造力來源可能源自於個人特質、組織氛圍或主管領導風格影響。領導風格是組織的重要議題,本研究針對真誠領導風格,透過主管自我認知、關係透明化、平衡資訊處理及內化道德觀,來了解是否能影響員工創造力。另外也透過主管真誠領導來瞭解是否能增加員工的情意信任、認知信任及心理安全感。進一步探討在情意信任、認知信任及心理安全感的情況下,對於員工創造力之影響。
本研究共回收785份問卷,扣除無效問卷185份,最終以有效問卷600份進行資料分析,運用SPSS Statistics17.0及SmartPLS(V.3.2.8)統計軟體進行分析,結果如下:
一、主管真誠領導的四個構念自我認知、關係透明化、平衡資訊處理及內化道德觀對於員工的情意信任及認知信任的正向影響皆獲得支持。
二、主管真誠領導自我認知、關係透明化、平衡資訊處理及內化道德觀對於員工心理安全感的正向影響皆獲得支持。
三、關係透明化對於員工創造力的正向影響獲得支持。自我認知、平衡資訊處理及內化道德觀對於員工創造力未獲得支持。
四、情意信任對員工創造力的正向影響獲得支持。認知信任對於員工創造力的正向影響未獲得支持。
五、心理安全感對於員工創造力的正向影響未獲得支持。
英文摘要 Innovation is one of the margin sources for nowadays enterprises. Innovation ability of enterprises comes from employee innovations. Yet, how do enterprises cultivate employee creativity? Sources of employee creativity might include personality, group atmosphere and leadership style. Leadership style is an important issue in organization studies. This study focuses on authentic leadership; a supervisor leads employees by demonstrating their self-awareness, relational transparency, balanced processing and internalized moral perspective. It aims to understand whether authentic leadership contributes to the increase of employees’ affect-based trust, cognition-based trust and psychological safety. Furthermore, it seeks to investigate the effects of affect-based trust, cognition-based trust and psychological safety on employee creativity.

785 questionnaires were collected. Excluding 185 invalid questionnaires, 600 valid questionnaires were statistically analyzed using SPSS Statistics 17.0 and SmartPLS (V. 3.2.8). Results are as follows.
1. Self-awareness, relational transparency, balanced processing and internalized moral perspective were positively related to affect-based trust and cognition-based trust.
2. Self-awareness, relational transparency, balanced processing and internalized moral perspective were positively related to psychological safety.
3. Relational transparency was positively related to employee creativity, while self-awareness, balanced processing and internalized moral perspective were not.
4. Affect-based trust was positively related to employee creativity, while cognition-based trust was not.
5. Psychological safety was not positively related to employee creativity.
Keywords: Authentic leadership; Trust; Psychological safety; Employee creativity
論文目次 摘要 I
ABSTRACT II
致謝 VI
目錄 VII
表目錄 IX
圖目錄 X
第一章 緒論 1
第一節 研究背景及動機 1
第二節 研究目的 3
第三節 研究範圍 4
第四節 研究流程 5
第二章 文獻探討 6
第一節 真誠領導 6
第二節 信任 10
第三節 心理安全感 13
第四節 員工創造力 16
第五節 各構面間之相關研究與相關假設 20
第三章 研究方法 25
第一節 研究架構與假設 25
第二節 研究變數與衡量方式 28
第三節 資料分析方法 33
第四章 資料分析結果 36
第一節 樣本資料分析 36
第二節 題目之敘述性統計分析 41
第三節 測量模型分析 47
第四節 結構方程模型分析 54
第伍章 結論與建議 60
第一節 研究結果與討論 60
第二節 貢獻及管理意涵 67
第三節 研究限制 69
第四節 未來建議 70
參考文獻 71
中文參考文獻 71
英文參考文獻 74
參考文獻 中文參考文獻
丁延開(2015)。真誠型領導對員工建言行為影響的研究.心理安全感的中介作用。江西財經大學企業管理碩士論文。
丁學勤(2007),溝通與信任對更換夥伴、未來繼續合作與策略性整合的影響。顧客滿意學刊,3(2),31-56.
王琮閔(2010)。真誠領導、工作社會特性與工作結果之關聯性和調節效果分析。國立中央大學企業管理學系碩士論文。
汪美伶、李山田(2007)。組織創新、員工心理安全與組織績效關係之研究—以商業銀行為例。東吳經濟商學學報,59,1-27。
林明杰、陳基祥、許純嘉(2007)。組織內工作夥伴支持行為與員工創造力之研究。科技管理學刊,12(2),29-63。
林柏鋒(2009)。資訊科技投資程度與員工創造力之關係研究。中國文化大學國際企業管理研究所博士論文。
林詠翔(2011)。領導風格、信任與領導效能關係之研究—組織精簡之干擾效果。中原大學企業管理研究所碩士論文。
林隆儀、王繼福、黃麗美(2011)。服務品質、推廣策略、知覺價值與顧客信任對顧客滿意的影響—以臺北縣政府稅捐稽徵處納稅義務人為例。行銷評論, 8(4),433-452.
林震岩(2007)。多變數分析︰SPSS的操作與應用。北京大學出版社。
林麗雪、葉靜雯(2012) 組織信任、知識分享與智慧資本之關聯性—以高科技產業為例。中華管理評論國際學報,15(3),1-25。
邱湘瑜(2009)。主管真誠領導對員工信任及員工投入之影響研究。國立彰化師範大學人力資源管理研究所碩士論文。
胡儷偉(2011)。真誠領導對員工意見表達之影響 – 內在動機、個人正向心情與情感承諾之中介效果驗證。國立東華大學企業管理學系碩士論文
唐洸翰(2011)。轉換型領導、信任、知識分享與員工創造力關係之研究 - 以台南科技工業區為例。國立成功大學高階管理碩士在職專班碩士論文。
許志強(2011)。主管真誠領導對員工工作投入及任務績效關係之研究:以員工人力資本為干擾變項。國立彰化師範大學人力資源管理研究所碩士論文。
陳正男、丁學勤、林素吟、黃雯蓉(2003)。行銷相關工作的創造力需求與員工創造力績效受工作特性與組織特性之影響。人力資源管理學報,3(3),27-55。
陳淑淳(2013)。工作熱情、真誠領導及信任感對組織公民行為影響之研究-以情緒勞務為調節變項。國立臺灣師範大學科技應用與人力資源發展學系人力資源碩士在職進修專班碩士論文。
陳寬裕(2018)。結構方程模型分析實務:SPSS與SmartPLS的運用。五南出版社。
陳曉儀(2012)。真誠領導、顧客接觸與情緒耗竭之關係性研究。真理大學企業管理學系碩士班碩士論文。
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。
彭瑞振(2017)。真誠領導、團隊敬業貢獻、正向心理資本與員工創造力:一個跨層次的研究。人力資源管理學報, 17(4),37-60。
曾鐘慶(2012)。創業家精神—前瞻性對員工創造力之影響。國立成功大學高階管理碩士在職專班(EMBA)碩士論文。
馮丰儀、楊宜婷(2012)。校長真誠領導實踐之探究. 學校行政,80,17-32。
葉宜琇(2011)。領導-成員交換關係、心理安全氣候、工作滿足對組織承諾影響之研究。國立成功大學經營管理碩士學位學程碩士論文。
趙君偉(2013)。領導者內隱追隨者理論對員工組織公民行為之影響。國立東華大學企業管理學系碩士論文。
戴坤輝(2002)。轉換型領導、交易型領導、信任、工作滿足及組織承諾之關聯性研究—組織自尊的干擾效果。國防管理學院資源管理研究所碩士論文。
薛喆伃(2012)。國中應屆畢業生家長的滿意度與忠誠度之影響—以情感信任與認知信任為中介變項。國立臺南大學教育學系教育經營與管理碩士論文。
謝振裕、陳振盛(2008)。中輟復學生存在安全感需求因素之研究:以台南市爲例。嘉南學報,34,582-594。
羅碧婷(2017)。真誠領導及組織公平與知識分享關係之探討—以信任為中介變項。國立中央大學企業管理學系在職專班碩士論文。
蘇琡珺(2013)。主管真誠領導對員工創造力影響—心理賦權與主動積極工作行為中介效果之驗證. 長榮大學高階管理碩士在職專班碩士學位論文。 
英文參考文獻
Amabile, T. M. (1983). The social psychology of creativity: A componential conceptualization. Journal of Personality and Social Psychology, 45(2), 357-376.
Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, 15(6),801-823.
Baer, M., & Frese, M.(2003). Innovation is not enough: Climates for initiative and psychological safety, process innovations, and firm performance. Journal of Organizational Behavior,24(1),45-68
Baltes, B. B., Bauer, C. C., Bajdo, L. M., & Parker, C. P. (2002). The use of multitrait–multimethod data for detecting nonlinear relationships: The case of psychological climate and job satisfaction. Journal of Business and Psychology, 17(1), 3-17.
Berry, L. L. (2000).Cultivating Service Brand Equity, Journal of the Academy of Marketing Science,28(1),128-137.
Bowlby, J. (1973). Attachment and loss Volume 2. Separation:Anger and anxiety. New York, NY: Basic Books.
Chandler, G. N., Keller, C., & Lyon, D. W. (2000).Unraveling the Determinants and Consequences of an innovation-supportive organizational culture, Entrepreneurship Theory and Practice, 25(1),59-76.
Clutterbuck, D., & Hirst, S. (2002). Leadership communication: A status report. Journal of Communication Management, 6(4), 351-354.
Cooper, C. D., Scandura, T. A., & Schriesheim, C. A. (2005). Looking forward but learning from our past : Potential challenges to developing authentic leadership theory and authentic leaders. The Leadership Quarterly, 16(3), 475-493.
Cummings, A., & Oldham, G. R. (1997). Enhancing creativity: Managing work contexts for the high potential employee. California Management Review, 40(1), 22-38.
Deci, E. L., & Ryan, R. M.(1987). The support of autonomy and the control of behavior. Journal of Personality and Social Psychology, 53(6), 1024-1037.
Dirks, K. T. (2000). Trust in leadership and team performance: Evidence from NCAA basketball. Journal of Applied Psychology, 85(6), 1004.
Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383.
Ford, C. M. (1996). A theory of individual creative action in multiple social domains. Academy of Management Review, 21(4), 1112-1142.
Fraley, R. C., & Shaver, P. R. (2008). Attachment theory and its place in contemporary personality theory and research. In D.P John, R.W. Robins, & LA. Pervin(Eds.),Handbook of personality: Theory and research,(3rd Edition) (pp.518-541). New York, NY: Gvilford Press.
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). “Can you see the real me?” A self-based model of authentic leader and follower development. The leadership quarterly, 16(3), 343-372.
George, B.(2003). Authentic leadership: Rediscovering the secrets to creating lasting value. San Francisco, CA: Jossey-Bass.
Gumusluoglu, L., & Ilsev, A. (2009). Transformational leadership, creativity, and organizational innovation. Journal of Business Research, 62(4), 461-473.
Hair, J. F., Hult, G. T. M., Ringle, C. M. & Sarstedt, M.(2017). A primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). 2nd Ed. Los Angeles, CA: Sage.
Huang, J. L., Curran, P. G., Keeney, J., Poposki, E. M., & DeShon, R. P. (2012). Detecting and deterring insufficient effort responding to surveys. Journal of Business and Psychology, 27(1), 99-114.
Ilies, R., Morgeson, F. P., & Nahrgang, J. D. (2005). Authentic leadership and eudaemonic well-being: Understanding leader-follower outcomes. The Leadership Quarterly, 16(3), 373-394.
Janssen, O., & Van Yperen, N. W. (2004). Employees' goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of Management Journal, 47(3), 368-384.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
Kay, M. B., Proudfoot, D., & Larrick, R. P. (2018). There’s no team in I: How observers perceive individual creativity in a team setting. Journal of Applied Psychology, 103(4), 432-442.
Kelley, S. W., Longfellow, T., & Malehorn, J. (1996). Organizational determinants of service employees' exercise of routine, creative, and deviant discretion. Journal of Retailing, 72(2), 135-157.
Kernis, M. H. (2003). Toward a conceptualization of optimal self-esteem. Psychological Inquiry, 14(1), 1-26.
Krause, D. E. (2004). Influence-based leadership as a determinant of the inclination to innovate and of innovation-related behaviors: An empirical investigation. The Leadership Quarterly, 15(1), 79-102.
Lewicki, R. J., & Bunker, B. B. (1996). Developing and maintaining trust in work relationships. In R. M. Kramer, & T. R. Tyler (Eds.), Trust in organizations: Frontiers of theory and research (pp. 114-139). Thousand Oaks, CA: Sage.
Lewicki, R. J., Tomlinson, E. C., & Gillespie, N. (2006). Models of interpersonal trust development: Theoretical approaches, empirical evidence, and future directions. Journal of Management, 32(6), 991-1022.
Luthans, F., & Avolio, B.(2003).Authentic leadership development. In K.S. Cameron, J.E. Dutton, & R.E. Quinn(Eds.),Positive Organizational Scholarship: Foundations of a new discipline.(pp.241-258). San Francisco,CA: Berrett-Koehler.
Maslow, A. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37.
McAllister, D. J. (1995). Affect and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24-59.
McCain, J., & Salter, M. (2004). Why courage matters: The way to a braver life. New York,NY: Random House.
McCauley, D. P., & Kuhnert, K. W. (1992). A theoretical review and empirical investigation of employee trust in management. Public Administration Quarterly, 16(2),265-284.
Mcknight, D. H., Cummings L. L., & Chervany, N. L. (1998). Initial trust formation in new organizational relationship. Academy of Management Review, 23(3), 473-490.
Mellinger, G.D. (1956). Interpersonal trust as a factor in communication. Journal of Abnormal and Social Psychology, 52(3),304-309
Neider, L. L., & Schriesheim, C. A. (2011). The authentic leadership inventory (ALI): Development and empirical tests. The leadership Quarterly, 22(6), 1146-1164.
Nembhard, I. M., & Edmondson, A. C. (2006). Making it safe: The effects of leader inclusiveness and professional status on psychological safety and improvement efforts in health care teams. Journal of Organizational Behavior.27(7), 941-966.
Panteli, N., & Sockalingam, S. (2005). Trust and conflict within virtual inter-organizational alliances: A framework for facilitating knowledge sharing. Decision Support Systems,39(4), 599- 617.
Patterson, F. (1999). The innovation potential indicatior:Test manual and user’s guide. Oxford, UK: Oxford Psychologists Press.
Piirto, J. (1998). Understanding those who create(2nd Edition). Scottsdale, AZ Great Potential Press.
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors. The Leadership Quarterly, 1(2), 107-142.
Rhodes, M. (1961). An analysis of creativity. The Phi Delta Kappan, 42(7), 305-310.
Robinson, A., & Stern, S. (1998). Corporate creativity: How innovation and improvement actually happen. San Franciso, CA: Berrett-Koehler.
Schein, E. H., & Bennis, W. G. (1965). Personal and organizational change through group methods: The laboratory approach. New York, NY: Wiley.
Schumpeter, J. A. (1912). The theory of economic development. Cambridge, MA: Harvard University Press.
Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607.
Searle, T. P., & Barbuto Jr, J. E. (2013). A multilevel framework: Expanding and bridging micro and macro levels of positive behavior with leadership. Journal of Leadership and Organizational Studies, 20(3), 274-286.
Shalley, C. E., & Gilson, L. L. (2004). What leaders need to know: A review of social and contextual factors that can foster or hinder creativity. The Leadership Quarterly, 15(1), 33-53.
Shamir, B., & Eilam, G. (2005). “What’s your story? “ A life-stories approach to authentic leadership development. The Leadership Quarterly, 16(3), 395-417.
Shapiro, D. L., Sheppard, B. H., & Cheraskin, L. (1992). Business on a handshake. Negotiation Journal, 8(4), 365-377.
Wallas, G. (1926). The art of thought. New York: Harcourt, Brace and Company.
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89-126.
Williams, F. E. (1972). Encouraging creative potential. Englewood Cliffs, NJ: Educational Technology Publications.
Zhou,J. & George J. M. (2001).When job dissatisfaction leads to creativity:Encouraging the expression of voice. Academy of Management Journal,44(4), 682-696.
Zucker, L. G. (1986). Production of trust: Institutional sources of economic structure,1840-1920. Research in Organizational Behavior, 8(1), 53-111
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2019-07-09起公開。
  • 同意授權校外瀏覽/列印電子全文服務,於2019-07-09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