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系統識別號 U0026-0812200914243733
論文名稱(中文) 組織次文化領導行為人格特質與組織公民行為之關係研究以台電高雄區營業處為例
論文名稱(英文) A study of the relationship among leadership organizational subculture, personality, and organizational citizenship behavior -The Taipower at Kaohsiung area as example
校院名稱 成功大學
系所名稱(中) 企業管理學系專班
系所名稱(英) Department of Business Administration (on the job class)
學年度 96
學期 2
出版年 97
研究生(中文) 林信宗
研究生(英文) Shinn-Tzong Lin
電子信箱 r4795134@mail.ncku.edu.tw
學號 r4795134
學位類別 碩士
語文別 中文
論文頁數 186頁
口試委員 指導教授-莊雙喜
口試委員-康信鴻
口試委員-蔡明田
中文關鍵字 個人人格特質  民營化  組織次文化  組織公民行為 
英文關鍵字 organizational citizenship behavior  privatization  organizational subculture  individual personality traits 
學科別分類
中文摘要 在進入九十年代的今日,為迎戰21世紀電業自由化與國內劇變的經濟環境,深刻體認高效率與高素質的人力資源才是重要的資產。若要持續成長、永續經營,其首要目標就是要讓員工樂意在電業內全力以赴的工作。因此,本研究以組織次文化、領導行為為自變項,個人人格特質為中介變項,組織公民行為為依變項,探討組織文化、領導行為、個人人格特質對組織公民行為的影響。
本研究旨在探討台電高雄區處各部門之員工,在公司有關其組織次文化、領導行為、個人人格特質與組織公民行為上之差異及個人人格干擾變數之間的相關性,進而增加對組織公民行為的瞭解,以減少組織次文化及導行為對組織或個人所造成的負面影響,並能凝聚組織成員士氣,共同為組織願景而努力。因此,本研究之主要目的如下:
一、探討組織次文化與組織公民行為之關係。
二、探討領導行為與組織公民行為之關係。
三、基本自變數對於組織次文化、領導行為、個人人格特質與織公民行為之間的關係。
四、探討員工個人人格特質對組織次文化、領導行為在組織公民行為之干擾變數。
五、根據研究結果提出建議,以提供各管理階層參考
本研究的結果各項假設都有顯著的成立,員工個人本因素分析結果,各層變數皆有顯著,與假設都有接受。
本論文以「台電高雄區營業處」員工為對象,共發出 620份問卷,回收有 效問卷 335 份,回收率為 60.4%。本研究之資料分析法有敘述性統計分析、因 素分析、信度分析、t檢定、單因子變異數分析及迴歸分析,並以 SPSS for Windows 統計軟體為研究工具。
本論文之主要研究結果發現:
一、台電高雄區處員工的個人特徵(性別、年齡、年資、婚姻、教育程度、職務層級、宗教信仰及部門)在組織次文化、領導行為、個人人格特質及組織公民行為等構面上,除少部分具顯著差異外,大都不具顯著差異。
二、台電高雄區處員工的組織次文化與個人人格特質間呈顯著負相關。
三、台電高雄區處員工的組織次文化與組織公民行為間呈顯著負相關。 四、台電高雄區處員工的領導行與組織公民行為間呈顯著正相關。
五、台電高雄區處員工的個人人格特質對組織公民行為有顯著影響。
英文摘要 In the 2000s, today, against the 21st century, industry and the liberalization of the drastic changes in the domestic economic environment, profoundly understand the high efficiency and high-quality human resources is an important asset. To sustained growth, sustainable development, its primary objective is to make employees happy to go all out, the industry's work. Therefore, this study of the culture of the organization, leadership for the independent variables, individual personality traits as an intermediary variables, organizational citizenship behavior for the dependent variable, of organizational culture, leadership, individual personality traits of organizational citizenship behavior .
The study focused at the Taipower Kaohsiung staff of various departments, the company relating to its organizational subculture, leadership, individual personality traits and organizational citizenship behavior on the personality and personal differences interfere with the relationship between variables, thereby increasing the organizational citizenship behavior of understanding, in order to reduce organizational subculture and guide the organization or individual acts by the negative impact and can rally the morale of members, the common vision for the organization of work.
Therefore, the purpose of this study are as follows:
First, relations of the organizational subculture and organizational citizenship behavior.
Second, relations of the leadership, organizational citizenship behavior.
Third, since the basic variables for the organizational subculture, leadership, individual personality and texture of the relationship between organizational citizenship behavior..
Fourth, the staff of the individual personality traits of the organizational subculture, leadership, disturbance variables.
Fifth, found recommendations to provide the management of reference according to researching studies.
The results of this study are the assumptions were the establishment of individual employees of the factors of the outcome, there are significant levels of variables, and assumptions are accepted.
There were 335 employees belonging to Taipower Kaohsiung District Office completed questionnaires out of a total of 620 potential respondents and the effective return rate is 60.4%. The data analysis employed in this study includes the Descriptive statistics, Factor analysis, Reliability analysis, t-test, One-way ANOVA, Pearson‘s correlation, Canonical correlation analysis and Regression analysis, through SPSS for windows.
The results of this study indicate that:
1. Most employees of different attributes (gender, age, tenure, marriage, education, position, religion, and work department) have not significant differences in organizational culture, leadership, individual personality traits and organizational citizenship behavior.
2. Individual personality traits has significant negative correlation with individual personality traits individual personality traits
3. Organizational subculture has significant negative correlation with organizational citizenship behavior.
4. There is significant positive correlation between organizational subculture and organizational citizenship behavior.
5. Individual personality traits and organizational culture has significant effect to organizational citizenship behavior.
論文目次 致謝詞 ───────── III
目錄 ────────────── IV
表目錄──────── VI
圖目錄 ──────────── IX
摘要 ─────────── X
第一章 緒論
第一節研究背景與動機 ─────────────1
第二節 研究目的 ──────────4
第二章 文獻探討
第一節 組織次文化────────────5
第二節 領導行為 ────────────36
第三節 個人人格特質 ──────────48
第四節 組織公民行為 ────────────63
第三章 研究方法
第一節 觀念性研究架構 ──────────74
第二節 構面因素操作性定義──────────75
第三節 研究假設──────────── 79
第四節 問卷設計及抽樣方法────────82
第五節 資料分析方法──────────── 87
第六節 研究限制 ──────────90
第四章 研究結果與分析
第一節各構面之因素分析與信度分析────────91
第二節各研究變項之描述性統計分析────────96
第五章 結論與建議
第一節研究發現───────────144
第二節研究結論──────────151
第二節建議 ───────────155
參考文獻───────────163
附錄 研究問卷 ──────────181
表目錄
表 2-1 文化理論與組織理論的交集(1) ──── 8
表 2-1 文化理論與組織理論的交集(2) ──── 9
表 2-1-1組織文化之層次及互動關係 ─────9
表2-2 組織文化價值觀、基本假設之整理(1) ───29
表2-2 組織文化價值觀、基本假設之整理(2) ───30
表2-3 五大人格特質的典型特徵 ─────────57
表2-4 A型人格的定義 ───────────60
表 2-5 內外控人格特質的定義及特徵──────62
表 2-6 組織公民行為之定義 ────────65
表 2-7 組織公民行為之實證研究(作為依變項)──66
表 2-7-1組織公民行為之實證研究(作為依變項)──66
表 2-8 組織公民行為的構面比較───────72
表 2-9 組織公民行為的研究構面────────73
表 3-1 整體有效樣本結構分佈情形───────84
表 4-1 領導行為研究實例各構面之因素分析及信度分析 ────92
表 4-2 研究實例組織次文化各構面之因素分析及信度分析 ───93
表 4-3 個人人格特質研究實例構面之因素分析及信度分析 ───94
表 4-4 組織公民行為研究實例各構面之因素分析及信度分析 ──95
表 4-5 整體樣本之平均數與標準差────96
表 4-6 性別與各研究變項間的關係 ──────101
表4-7婚姻與各研究變項間的關係(1) ──────103
表4-7婚姻與各研究變項間的關係(2) ──────104
表4-8 所屬部門與各研究變項間的關係─────106
表4-9 年齡與各研究變項間的關係(1) ──────110
表4-9 年齡與各研究變項間的關係(2) ──────111
表4-9 年齡與各研究變項間的關係(3) ──────112
表4-10 工作年資與各研究變項間的關係(1) ────116
表4-10 工作年資與各研究變項間的關係(2) ────117
表4-10 工作年資與各研究變項間的關係(3) ────118
表4-11 教育程度與各研究變項間的關係(1) ────121
表4-11 教育程度與各研究變項間的關係(2) ────122
表4-12 職務層級與各研究變項間的關係(1) ────126
表4-12 職務層級與各研究變項間的關係(2) ────127
表4-12 職務層級與各研究變項間的關係(3) ────128
表4-13宗教信仰與各研究變項間的關係(1) ────132
表4-13宗教信仰與各研究變項間的關係(2) ────133
表4-13宗教信仰與各研究變項間的關係(3) ────134
表4-13宗教信仰與各研究變項間的關係(4) ───135
表4-14 各構面與公私分明基本資料之迴歸─────136
表4-15各構面與協助同事基本資料之迴歸─────137
表4-16各構面與敬業守法基本資料之迴歸────138
表4-17各構面與認同組織基本資料之迴歸─────139
表4-18 各構面與公私分明基本資料之迴歸─────140
表4-19 各構面與協助同事基本資料之迴歸─────141
表4-20 各構面與敬業守法基本資料之迴歸─────142
表4-21 各構面與認同組織基本資料之迴歸─────143
表 5-1 研究假設驗證──────────147
表 5-1 研究假設驗證表(1)────────148
表 5-1 研究假設驗證表(2)────────149
表 5-1 研究假設驗證表(3) ───────150
圖目錄
圖1-1 研究流程 ──────── 3
圖3-1 研究架構───────74
圖3-2 有效樣本結構分佈圖一 ──────────85
圖3-3 有效樣本結構分佈圖二 ───────86
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