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系統識別號 U0026-0707202014402900
論文名稱(中文) 主管服務領導、員工工作投入與組織承諾:心理安全感及感恩的觀點
論文名稱(英文) Servant Leadership, Employee Work Engagement and Organizational Commitment: Psychological Safety and Gratitude Perspectives
校院名稱 成功大學
系所名稱(中) 企業管理學系
系所名稱(英) Department of Business Administration
學年度 108
學期 2
出版年 109
研究生(中文) 劉建辰
研究生(英文) Jian-Chen Liu
學號 R46071060
學位類別 碩士
語文別 中文
論文頁數 91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 服務領導  心理安全感  感恩  工作投入  組織承諾 
英文關鍵字 Servant Leadership  Psychological Safety  Gratitude  Work Engagement  Organizational Commitment 
學科別分類
中文摘要 人才,是公司最大的財富。讓員工投入工作以及願意留在組織,可以為企業帶來正面的效益。如何留住員工逐漸變成每個公司重要的課題。因此領導者必須思考如何帶領員工並激勵、鼓舞他(她)們使其找到工作的意義。本研究針對服務領導風格,透過主管情緒療癒、為團隊創造價值、授權賦能、幫助部屬成長及部屬優先,來了解是否能影響員工的心理安全感及感恩。另外也進一步探討員工在心理安全感及感恩的情況下,對於其工作投入及組織承諾的影響。
本研究以在台灣工作經驗滿一年以上之員工為對象,進行問卷調查,共回收499份問卷,有效問卷共432份,有效回收率86.5%。本研究透過SPSS Statistics17.0及SmartPLS統計軟體進行資料分析,研究結果如下:
一、主管服務領導的情緒療癒、為團隊創造價值及幫助部屬成長對於員工心理安全感的正向影響獲得支持。主管服務領導的授權賦能、部屬優先對於員工心裡安全感的正向影響未獲得支持。
二、主管服務領導的情緒療癒、為團隊創造價值、授權賦能、幫助部屬成長及屬優先對於員工感恩的正向影響皆獲得支持。
三、心理安全感對於員工工作投入及組織承諾的正向影響皆獲得支持。
四、感恩對於員工工作投入、組織承諾的正向影響皆獲得支持。
英文摘要 Employee is company's most important asset. Increasing employee engagement and willingness to stay in the organization is an important issue for business leaders today. But it is not easy, so leaders must think about how to lead them and motivate them to find meaning in their work. This study focuses on servant leadership: a supervisor leads employees by demonstrating emotional healing, creating value for the team, empowering, helping subordinate grow, and putting subordinates first. It aims to understand whether servant leadership affect employees’ psychological safety and gratitude. Moreover, it seeks to explore the effects of psychological safety and gratitude on work engagement and organizational commitment.
499 questionnaires were collected. Excluding 67 invalid questionnaires, 432 valid questionnaires were statistically analyzed using SPSS Statistics 17.0 and SmartPLS. The results were as follows:
1. Emotional healing, creating value for the team and helping the subordinates grow were positively related to psychological safety, while empowering and putting subordinates first was not.
2. Emotional healing, creating value for the team, empowering, helping the subordinates grow and putting subordinates first were positively related to gratitude.
3. Psychological safety was positively related to work engagement and organizational commitment.
4. Gratitude was positively related to employees' work engagement and organizational commitment.
論文目次 摘要 II
Abstract III
目錄 VIII
表目錄 IX
圖目錄 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 4
第三節、研究範圍 5
第四節、研究流程 6
第二章、文獻探討 7
第一節、服務領導 7
第二節、心理安全感 13
第三節、感恩 17
第四節、工作投入 20
第五節、組織承諾 27
第六節、各變數之間相關研究與假設 34
第三章、研究方法 37
第一節、研究架構與假設 37
第二節、研究變數與衡量方式 39
第三節、研究對象與抽樣方法 48
第四節、研究工具 48
第五節、分析方法 49
第四章、研究結果分析 51
第一節、資料蒐集與描述性統計分析 51
第二節、測量模型分析 59
第三節、結構模型分析 65
第五章、結論與建議 72
第一節、研究結果與討論 72
第二節、貢獻及管理意涵 77
第三節、研究限制 79
第四節、未來建議 80
參考文獻 81
中文參考文獻 81
英文參考文獻 83

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