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系統識別號 U0026-2008201810363100
論文名稱(中文) 以社會認同觀點探討主管道德領導風格、員工利他型組織公民行為意向及員工職場幸福感之研究
論文名稱(英文) A Research from Perspective on Social Identification Theory to Investigate Moral leadership, Organizational Citizenship Behavior-Individuals and Workplace Well-being.
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 106
學期 2
出版年 107
研究生(中文) 吳思葶
研究生(英文) Sih-Ting Wu
學號 R47051055
學位類別 碩士
語文別 中文
論文頁數 100頁
口試委員 口試委員-莊双喜
口試委員-黃瀞瑩
指導教授-李憲達
中文關鍵字 道德領導  社會認同  利他型組織公民行為  職場幸福感 
英文關鍵字 Moral leadership  Social identification  OCBI  Workplace well-being 
學科別分類
中文摘要 企業舞弊案層出不窮,經濟犯罪調查書指出,參與犯罪者許多來自於企業內部中高階管理人員,管理者的道德領導可謂是企業應注重之議題。
組織如同小型社會,社會的運作除了顯性的制度約束之外,也受道德的隱性規範影響,本研究認為領導者若能實行道德領導,員工將會透過認同的過程進而見賢思齊。因此,本研究以社會認同觀點探討企業主管的道德領導是否影響員工的利他型公民行為意向以及職場幸福感之關係,討論主管對事及對人的道德領導與員工的認知面及情感面之間的關聯性是否影響到員工的內在情感及外在行為意向。
本研究設定對象為目前該份工作已滿六個月以上的受訪者,透過網路問卷方式進行調查,共計回收1155份問卷,篩選無效問卷239份,最終有效問卷為916份,問卷回收率為79%。採用SPSS 20.0 及AMOS 24.0進行基本資料分析及線性結構模型分析,以敘述性統計分析、信效度分析、多元迴歸分析及路徑分析為主要分析方法。根據不成立假設隨機抽樣三位受訪者進行潛在因素訪談。研究結果發現:第一、主管道德領導能透過社會認同路徑影響員工內在情緒的職場工作滿意度及外在行為的利他型組織公民行為意向。第二、主管公正無私需視不同員工狀況予以適當調整,否則可能產生負向影響。第三、主管的關懷體恤可透過認知性及情感性社會認同正向影響員工的職場工作滿意度及利他型組織公民行為意向。第四、利他型組織公民意向可能與員工自身人格特質、利益交換、情感連結相關聯。第五、內在情緒的職場工作滿意度對於員工從事外在行為的利他型組織公民行為為一關鍵因素。最後,本研究根據量化及質性分析結果提出管理意涵及建議,期望能對領導者管理方向及相關領域研究有所貢獻。

英文摘要 In recent years, corporation scandals increase along with new technology revolution, such as Enron, MCI WorldCom, Volkswagen and Facebook, etc. According to Economic Crime and Fraud Survey Report issued in 2018 from PwC Taiwan, it points out that the most destructive economic crimes come from internal of enterprise, particularly 79% from middle or high-level managers. Therefore, enterprise starts to pay attention to the moral topic of leaders.
Prior researches of moral leadership mostly direct to academia or only discussed the relationship between moral leadership, OCB and overall organizational performance, less study for describing middle process of how the leadership influence employee were found. In order to make up this research gap, present study intents to investigate the relationship between moral leadership, employee’s organizational citizenship behavior-individuals(OCBI) and workplace well-being(WWB) from a psychological perspective on the basis of social identification within an invisible social standard instead of formal regulation.
This study conducted through online survey and the respondents are employees comes from various industry and working for present job for over six months. Data was collected from April 2018 to May 2018 with 916 valid questionnaires received. Afterwards, I analyzed data with SPSS 20.0 for descriptive statistics as well as AMOS 24.0 for structural equation modeling for examining the proposed hypothesis.
The results of study represent: (1) Moral leadership can directly affect the inside feeling as well as indirectly affect the outside behavior of employee. (2) Justice of moral leadership should be resiliently adjusted the different standard depend on respectively employee’s ability. (3) Consideration of moral leadership can directly affect the inside feeling and outside behavior of employee, thus, it is much influential than justice of moral leadership. (4) The willingness of OCBI mainly comes from personal judgement. (5) WWB is a full mediation between affective social identification and OCBI.
論文目次 第壹章 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 研究範圍 3
第四節 研究流程 4
第貳章 文獻回顧 5
第一節 道德領導 5
第二節 社會認同理論 9
第三節 利他型組織公民行為 17
第四節 職場幸福感 20
第參章 研究方法 24
第一節 研究架構與假設 24
第二節 研究設計 30
第三節 資料分析方法 35
第肆章 資料分析結果 37
第一節 樣本資料分析 37
第二節 變數之敘述性統計分析 40
第三節 信度與效度分析 43
第四節 模型分析與假設檢定 50
第五節 中介效果分析 57
第六節 共同方法變異之檢測 60
第伍章 結論與建議 61
第一節 研究結果與討論 61
第二節 貢獻及管理意涵 66
第三節 研究限制 71
第四節 未來研究建議 71
參考文獻 74
附錄一 研究問卷 87
附錄二 訪談問卷 92
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