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系統識別號 U0026-1107201310340700
論文名稱(中文) 轉換型領導與員工建言行為間關係之研究
論文名稱(英文) Transformational Leadership and Employee-Voice Behavior
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 101
學期 2
出版年 102
研究生(中文) 陳妍秀
研究生(英文) Yen-Hsiu Chen
學號 R47001018
學位類別 碩士
語文別 中文
論文頁數 101頁
口試委員 指導教授-史習安
口試委員-簡俊成
口試委員-林怡君
口試委員-劉玉雯
中文關鍵字 轉換型領導  促進焦點  權力距離  建言行為 
英文關鍵字 Transformational leadership  Promotion focus  Power distance  Voice Behavior 
學科別分類
中文摘要 隨著教育、人力資本及所得重新分配的逐漸改善,「建言行為」成為企業相當重要的議題,在工作團隊中最常見的就是對同事的建言行為及對主管的建言行為。本研究試圖瞭解轉換型領導是否會透過情感信任、自我效能及促進焦點影響建言行為。此外,本研究也試圖將權力距離及個人主義作為調節變數,探討這些變數對於企業運作所造成的結果。
本研究以台灣本土的公司作為主要研究對象,研究問卷分為A、B兩式,總計發放106套問卷,回收有效樣本為88組,有效樣本回收率為83.02%。經由層級迴歸分析來進行研究假說之驗證,結果如下:
(一)情感信任在轉換型領導與建言行為之間,具有部分中介效果。
(二)自我效能在轉換型領導與建言行為之間,具有完全中介效果。
(三)促進焦點在轉換型領導與建言行為之間,具有完全中介效果。
(四)權力距離、個人主義對於情感信任、自我效能、促進焦點與建言行為有部份調節關係。
本研究主要貢獻分述如下:(一)本研究透過實證研究去探討轉換型領導是否能經由某些變數,進而影響建言行為,而研究結果顯示情感信任、自我效能及促進焦點確實能夠中介轉換型領導與建言行為。(二)權力距離及個人主義具有部份調節效果。
英文摘要 With the improvement of the education, human capital, and income redistribution, voice behavior becomes an important issue in companies. The voice behavior can be classified into speaking out and speaking up in the usual working team. In this thesis, we investigate how the transformational leadership affects emotional trust, self-efficacy, promotion focus and voice behavior. Besides, this thesis also explores whether there are moderate effects with different power distance and individualism.
This researches focus on the domestic companies in Taiwan through sending two versions of questionnaires. The final response rate of our questionnaire is 83.06% (i.e., total received valid questionnaires/total sending questionnaires = 88/106). Through hierarchical regression analysis, we verify all hypotheses and summarize the following three conclusions: (i) Affective trust could partially mediate the effect of transformational leadership and voice behavior. (ii) Self-efficacy, promotion focus could fully mediate the effect of transformational leadership and voice behavior. (iii) Power distance and individualism could partially moderate the effect of affective trust, self-efficacy and promotion focus on team voice behavior.
論文目次 摘 要 I
Abstract II
誌謝 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 3
第二章 文獻探討 5
第一節 轉換型領導 5
第二節 情感信任 8
第三節 自我效能 10
第四節 促進焦點 12
第五節 建言行為 15
第六節 權力距離及個人主義 18
第七節 情感信任、自我效能及促進焦點之中介影響 21
第三章 研究方法 24
第一節 研究架構 24
第二節 研究假設 25
第三節 研究變數 26
第四節 問卷設計 28
第五節 抽樣方法 36
第六節 資料分析方法 37
第四章 實證分析與結果 40
第一節 樣本基本資料分析 40
第二節 信度分析 45
第三節 建構效度分析 51
第四節 相關性分析 57
第五節 層級迴歸分析 59
第六節 研究假說整理 68
第五章 結論與建議 71
第一節 研究結論 71
第二節 研究貢獻與限制 76
第三節 研究建議 78
參考文獻 80
附 錄I:問 卷 A 89
附 錄Ⅱ:問 卷 B 95
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