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系統識別號 U0026-2206201018073500
論文名稱(中文) 主管領導行為,工作滿意度與組織承諾之關係研究
論文名稱(英文) The Relationship among Leadership Style, Subordinate’s Job Satisfaction and Organizational Commitment
校院名稱 成功大學
系所名稱(中) 國際經營管理研究所碩士在職專班
系所名稱(英) Institute of International Management (IIMBA--Master)(on the job class)
學年度 98
學期 2
出版年 99
研究生(中文) 楊乃蓉
研究生(英文) Sophie Nai-Jung Yang
學號 Ra797101
學位類別 碩士
語文別 英文
論文頁數 117頁
口試委員 口試委員-鄭至甫
口試委員-林豪傑
指導教授-曾燦燈
中文關鍵字 none 
英文關鍵字 Leadership  Style  Consideration  Initiation of Structure  Job Satisfaction  Organizational Commitment 
學科別分類
中文摘要 本研究主要探討領導行為, 員工之工作滿意度與組織承諾之關係。研究樣本為以台灣的中大型服務業和製造業為主,並將主管的領導行為分為關懷型領導以及倡導型領導兩大類。

本研究經實證研究後得知1. 倡導型領導為較關懷型領導普及; 2. 人口統計變項對於主管領導行為、工作滿意度及組織承諾有顯著的影響部分支持; 3. 主管領導行為對於工作滿意度及組織承諾有程度上的顯著影響部分支持; 4. 工作滿意度對於組織承諾有程度上的顯著影響部分支持。
英文摘要 This study examined the perceived leadership practices and their influences on subordinates’ job satisfaction with supervisors and organizational commitment. Research focused on the Taiwan based manufacturing and service enterprises. Information was collected from the firms that contain more than 500 employees and have at last two branches located in different cities. Leadership styles were manipulated using consideration leadership style and initiating structure leadership style, and subordinates’ outcomes were evaluated via the two measures of: job satisfaction and organizational commitment.

The findings of the study are indicated that the dominate leadership style in Taiwan based enterprises was initiating structure leadership style; the overall job satisfaction was at high medium degree; and the overall organizational commitment was at medium degree. Perceived leadership styles emerged as the significant predictor of the employee’s job satisfaction and organizational commitment. Significant differences existed among perceive leadership styles, employees’ overall job satisfaction and organizational commitment relative to level of position.

Furthermore, sustainable leadership practices could benefit from the questionnaire and the outcome of this research. By applying the results a leader could focus on those issues most critical to individuals in order to raise subordinators’ job satisfaction and organizational commitment.
論文目次 TABLE OF CONTENTS
ACKNOWLEDGEMENTS I
ABSTRACT II
TABLE OF CONTENTS III
LIST OF TABLES VI
LIST OF FIGURES IX
CHAPTER ONE INTRODUCTION 1
1.1 Research Background and Motivation. 1
1.2 Research Objectives. 4
1.3 Research Method. 5
1.4 Research Procedure. 6
1.5 Research Flow. 7
CHAPTER TWO LITERATURE REVIEW 9
2.1 Leadership Theory. 9
2.2 The Behavioral Theory of Leadership. 11
2.2.1 The Ohio State Leadership Studies. 11
2.2.2 The Michigan Leadership Studies. 15
2.3 Theory of Job Satisfaction. 16
2.4 Theory of Organizational Commitment. 18
2.5 Leadership Style, Job Satisfaction and Organizational Commitment. 20
2.5.1 Leadership Style and Organizational Commitment. 20
2.5.2 Leadership Style and Job Satisfaction. 21
2.5.3 Organizational Commitment and Job Satisfaction. 22
2.6 Demographic Variables on Job Satisfaction and Organizational Commitment. 23
2.7 Summary. 23
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 25
3.1 Conceptual Model of the Research. 25
3.2 Construct Measurement. 26
3.2.1 Demographic Survey. 26
3.2.2 Leadership Behavior Description Questionnaire. 27
3.2.3 Minnesota Satisfaction Questionnaire. 29
3.2.4 Organizational Commitment Questionnaire. 31
3.2.5 Pilot Test. 33
3.3 Research Question and Hypotheses. 33
3.4 Population and Sample. 33
3.5 Data Collection Procedure. 36
3.6 Description of the Data Analysis. 36
3.7 Summary. 37
CHAPTER FOUR DESCRIPTIVE ANALYSES AND RELIABILITY TESTS 39
4.1 Data Collection. 39
4.2 Descriptive Analysis. 40
4.3 Factor Analysis and Reliability Test. 46
4.4 Pearson Product-Moment Correlation Coefficient Analysis. 49
4.5 Multiple Regression Analysis. 52
4.5.1 Analysis the Relationship between Perceived Leadership Styles and Job Satisfaction of Subordinators. 52
4.5.2 Analysis the Relationship between Perceived Leadership Style and Organizational Commitment. 59
4.5.3 Analysis the Relationship between Job Satisfaction and Organizational Commitment. 66
4.5.4 Summary of Multiple Regression Analysis. 72
4.6 Analysis of the Differences in Perceived Leadership Styles, Job Satisfaction and Organizational Commitment Relative to Demographic Characteristics. 73
CHAPTER FIVE CONCLUSIONS AND SUGGESTIONS 89
5.1 Hypothesis Summary. 89
5.2 Research Finding. 90
5.3 Managerial Implications. 93
5.4 Research limitations. 95
5.5 Recommendations for Future Research. 95
REFERENCES 97
APPENDICES 107
Appendix 1: Prospective Participant 107
Appendix 2: Questionnaires 108
Appendix 3: Questionnaires in Chinese 113



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