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系統識別號 U0026-0812200911591381
論文名稱(中文) 人格特質、工作特性、領導行為與工作滿意度之關聯性—以台灣高科技產業不同職務員工為例
論文名稱(英文) The Relationship among Personality Traits, Job Characteristics, Leadership Behaviors, and Job Satisfactions for the Employees of Various Jobs in Taiwan’s High-Tech Industries
校院名稱 成功大學
系所名稱(中) 高階管理碩士在職專班(EMBA)
系所名稱(英) Executive Master of Business Administration (EMBA)
學年度 94
學期 2
出版年 95
研究生(中文) 黃奕源
研究生(英文) Yi-Yuen Huang
電子信箱 yiyuenym@ms67.hinet.net
學號 r0792110
學位類別 碩士
語文別 中文
論文頁數 135頁
口試委員 召集委員-賴明材
指導教授-吳宗正
口試委員-溫敏杰
中文關鍵字 工作滿意度  領導行為  品質管理  工作團隊  人格特質  工作特性 
英文關鍵字 job characteristics  job satisfaction  work team  personality traits  quality management  leadership behaviors 
學科別分類
中文摘要   如同人類社會上各行各業一些直接或間接的分工互動模式,企業在發展到相當規模後總需要不同職務功能員工的分工合作;台灣高科技業基於競爭優勢與人才管理需求,都以TQM(全面品質管理)或ISO 9000制度等作法來強化跨部門「品質工作團隊」管理模式,一方面強調持續改善、客戶導向、合作績效及程序控制等團隊要求,一方面強調員工滿意、授權自主、溝通信任及激勵支持等管理原則,而Deming與Juran等TQM觀念推動者更認為,品質管理與規劃工作需要考量到個人特質、心理因素、組織文化及產業特性等差異。因此,本研究乃針對「研發技術」、「生產作業」、「品管檢測」與「業務客服」等四類職務員工的人格特質、工作特性、主管領導行為與員工工作滿意度等四個構面及其關聯性進行探討。儘管品質管理、人力資源管理、企業管理或組織行為等領域研究常會提到相關概念與個案,但迄今屬於跨部門品質工作團隊或是不同職務功能員工之整合性或比較性論證研究卻相當貧乏;事實上,台灣高科技業之管理實務兼容東西方文化而可能具其獨特性,更需此一類系統性研究分析。
  本研究以台灣科學工業園區四家績優大型製造公司為對象,包括積體電路(半導體)與光電產業,有效樣本為不同職務功能的594位員工。
  研究發現,十項研究假設均成立,經LISREL驗證員工人格特質會影響其工作特性、工作滿意度及主管領導行為,而工作特性會影響工作滿意度及主管領導行為,主管領導行為也會影響員工工作滿意度;這顯示員工個人特質差異能夠影響工作特性選擇、主管領導模式以及最後工作結果(包含工作滿意度),而主管領導模式取向會影響最後工作結果,也會因員工工作特性差異而不同;經差異分析得知產業別、公司別、性別、職務別,職位、擔任主管否、學歷、地區等可能對人格特質、工作特性、領導行為與工作滿意度等因素有所影響,而受訪員工自認人格特質會受「職場經歷」與「公私場合」等情境影響而改變,顯示一些員工行為或人格特質可被影響,這與五大人格特質論觀點似有不同。經典型相關分析發現,「沉穩因應」、「情緒穩定」及「開創冒險」特質分別與「自主回饋」、「基礎價值」及「挑戰競爭」的工作特性有高度相關;整體而言,「沉穩因應」特質、「自主回饋」的工作特性、對「優勢機會」與「上級領導」的滿意度、主管「支持」行為彼此高度相關,顯示當前台灣高科技產業具備了「品質工作團隊」或TQM所需之跨職務員工良性互動基礎特性。





英文摘要   Such as the interaction relationships among various jobs in society, the employees with various job functions also interact for enterprise business operations. For competitive advantages and talent management, Taiwan’s high-tech industries take the TQM (Total Quality Management) or ISO 9000 approaches to enhance the cross-functional “quality-based work team” model which emphasizes continuous improvement, customer oriented, teamwork performance, procedural controls, employee satisfactions, authority & autonomy, communication & trust, motivation & support, etc. The TQM concept facilitators, such as Deming & Juran, suggested management to consider the variations of individuals, organizations, and industries. This study analyzed the personality traits, job characteristics, leadership behaviors, and job satisfactions of employees engaged in various jobs, such as engineering, production, quality control, and customer service functions. It would be important but actually few for such integrated or comparative demonstrations or studies that might be covered in fileds of quality management, human resource management, business administration, organizational behavior, etc. Taiwan’s high-tech industries mixed with west and east cultures, the team management practices might be unique.
  This study collected subjects of four large-scale high-tech companies operating successfully in Taiwan, with effective survey data from 594 employees.
  Results supported all hypotheses. By the LISREL method, we found the relationship among personality traits, job characteristics, job satisfactions, and leadership behaviors. By comparative analysis, we found the significant variations of personality traits, job characteristics, job satisfactions, and leadership behaviors by industries, companies, jobs, seniority, gender, job positions, supervisory position, education and location. Since the survey data showed employee’s personality traits might change due to official situations or experiences, it would need to be further clarified with the hypotheses of “trait theory” or “Big Five Model”. By canonical correlation analysis, we found that conscientiousness, emotional stability, and openness are highly related to three job characteristics: “autonomy & feedback”, “basic values”, and “vantage challenge” separately. In general, it also supported such companies to development the TQM or quality-based work team model, according to the evidences of positive interaction relationship among the factors of personality traits, job characteristics, leadership behaviors, and job satisfactions.




論文目次 摘要……………………………………………………Ⅰ
致謝……………………………………………………Ⅲ
目錄……………………………………………………Ⅳ
表目錄…………………………………………………Ⅵ
圖目錄…………………………………………………Ⅸ
第一章緒論……………………………………………1
 第一節研究背景……………………………………1
 第二節研究動機……………………………………2
 第三節研究目的……………………………………4
 第四節研究範圍……………………………………5
 第五節研究流程……………………………………6
第二章文獻探討………………………………………7
 第一節高科技產業之不同職務特性………………7
 第二節人格特質 …………………………………12
 第三節工作特性 …………………………………21
 第四節領導行為 …………………………………24
 第五節工作滿意度 ………………………………29
第三章研究方法 ……………………………………33
 第一節研究架構 …………………………………33
 第二節研究假設 …………………………………34
 第三節操作型定義 ………………………………34
 第四節問卷設計 …………………………………35
 第五節資料收集 …………………………………37
 第六節資料分析方法 ……………………………39
第四章資料統計分析 ………………………………45
 第一節樣本代表性檢定 …………………………45
 第二節整體敘述統計分析 ………………………45
 第三節信度分析 …………………………………52
 第四節因素分析 …………………………………53
 第五節效度分析 …………………………………59
 第六節差異分析 …………………………………66
 第七節各構面之典型相關分析 …………………77
 第八節線性結構關係模式 ………………………85
第五章結論與建議 …………………………………90
 第一節研究結論 …………………………………90
 第二節研究限制 …………………………………93
 第三節對實務管理者之建議 ……………………94
 第四節對後續研究者之建議 ……………………95
參考文獻 ……………………………………………96
 一、中文文獻 ……………………………………96
 二、英文文獻 ……………………………………99
附錄A:組織行為與職務分工之補充說明 ………109
附錄B:文獻探討之補充說明 ……………………112
附錄C:相關構面之信度分析 ……………………120
附錄D:資料分析之補充說明 ……………………123
附錄E:各變項對各構面之常態檢定分析 ………127
附錄F:問卷 ………………………………………131
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