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系統識別號 U0026-2506201019092900
論文名稱(中文) 從LMX探討台籍幹部在大陸廠區從事管理知識移轉之現況
論文名稱(英文) Exploring the current states of management knowledge transfer from Taiwan to Mainland China through the perspective of LMX
校院名稱 成功大學
系所名稱(中) 工業與資訊管理學系碩博士班
系所名稱(英) Department of Industrial and Information Management
學年度 98
學期 2
出版年 99
研究生(中文) 蕭育斌
研究生(英文) Yu-Pin Hsiao
學號 r3697115
學位類別 碩士
語文別 中文
論文頁數 126頁
口試委員 指導教授-鄭詩瑜
口試委員-史習安
口試委員-劉玉雯
口試委員-王維聰
中文關鍵字 家長式領導  差序式領導  領導者-部屬交換理論  階層線性模式 
英文關鍵字 Paternalistic Leadership  Chaxu Leadership  Leader-Member Exchange Theory  HLM 
學科別分類
中文摘要 中國大陸於西元1978年改革開放之後,台商紛紛設廠於大陸,除了基層人員之外,在主管部分仍傾向於由台籍人員擔任重要職位;而中階主管人員的部分,現在雖然仍由台籍人員擔任,但是,基於在地化之考量,未來勢必將拔擢更多大陸人員擔任。為了使台灣公司的生產能力得以在大陸當地延續,必須將部分管理上與技術上的知識移轉給大陸的員工。
以往台灣母公司進行知識移轉時,多數以技術性知識為主,鮮少探討管理性知識。再者,過去關於海峽兩岸組織管理及領導的研究中,發現多數華人管理模式多以家長式領導、差序式領導作為探討的主題,鮮少以西方領導理論作為探討依據;加上差序式領導可說是以部屬歸類為其概念基礎,是故,本研究試圖以西方組織行為研究者所提出的「領導者-部屬交換理論(Leader-Member Exchange Theory)」作為研究基礎,來探討台商在大陸從事管理知識移轉的學習成效。
本研究之研究對象為大陸地區台資企業之台籍幹部與大陸籍部屬,以問卷調查方式收集209份有效配對資料,分屬37個團隊,並利用階層線性模式來進行研究資料之分析。本研究結果發現,主管與部屬間信任關係對於管理知識之移轉具有顯著影響;領導者與部屬交換品質對管理知識之移轉亦具有顯著影響;此外,本研究亦發現群體層次的信任氛圍對於領導者與部屬交換品質與知識移轉成效間扮演一個調節效果的角色。
本研究結果建議,台資企業應減少組織內部內、外團體的效應,以利管理知識移轉的學習成效,進而提升企業在市場上的競爭力;另外亦建議企業在進行管理知識移轉過程中,要提高工作團隊內部的信任氛圍,主管與部屬間進一步產生良好互動關係,以利知識市場的有效運作。
英文摘要 Taiwanese manufacturers have set up factories in Mainland China since 1978. Up to date, Taiwanese manufacturers in Mainland China tend to employ Taiwanese workers for the higher management positions and Chinese workers for the bottom-line positions. However, for the concern of localization, promoting local Chinese workers to management positions has been getting popular in the Taiwanese-invested companies. In doing so, the Taiwanese managers have transferred management relevant knowledge to their Chinese employees besides technical knowledge.
Little is known how Taiwanese managers transferred management knowledge to their Chinese subordinates. Moreover, studies regarding Chinese management indicated that Chinese leaders are influenced by guanxi and authority in the Chinese society; they tend to discriminate their subordinates into ‘‘in’’ or ‘‘out’’ group based on guanxi, zhongcheng, and competence. This is similar with leader-member exchange (LMX) theory proposed through the western perspective that in-group people receive more benefits than out-group people from their leaders. Therefore, the purpose of this study aims to examine the current states of management knowledge transfer from the Taiwanese leaders to their Chinese subordinates in Mainland China based on the LMX theory and further examine the moderating role of group trust.
Survey data were collected from 209 paired employees and their supervisors, belonging to 37 teams at 35 Taiwanese-invested manufacturing factories in mainland China. Hierarchical linear modeling (HLM) was deployed to test the research hypotheses. Results of the study showed that both LMX and trust are significantly associated with the Chinese subordinates’ learning effect of management knowledge transfer. Additionally, trust at group level has a moderated affect on the relationship between LMX and the subordinates’ learning effect of management knowledge transfer.
Results of this study suggested that Taiwanese-invested manufacturing factories should reduce the effect of ‘‘in’’ or ‘‘out’’ group within the organization to facilitate the learning effects of management knowledge transfer and to advance its competitiveness in the market. It also suggested that Taiwanese-invested manufacturers should provide a way for strenthening group trust in the process of management knowledge transfer so that the relationship between supervisors and subordinates can be improved for effective knowledge application.
論文目次 摘要 I
Abstract II
致謝 IV
表目錄 VIII
圖目錄 X
第一章 緒論 1
第一節 研究背景與研究動機 1
第二節 研究目的 2
第三節 研究範圍與限制 3
第四節 研究流程與論文架構 4
第二章 文獻探討 7
第一節 領導理論之演進 7
2.1.1領導的意涵 8
第二節 領導者-部屬交換理論(Leader-Member Exchange) 9
2.2.1領導者-部屬交換理論之發展背景 9
2.2.3領導者-部屬交換理論之發展模型 12
2.2.4差序格局(Chaxu Geju)理論 13
第三節 信任 16
2.3.1何謂信任 16
2.3.2信任的分類 17
2.3.3信任的實證研究 18
第四節 管理知識與移轉 19
2.4.1資源與知識之關係 19
2.4.2管理知識之定義與內涵 21
2.4.3知識移轉之定義 28
2.4.4知識移轉程序與模式 29
2.4.5知識移轉學習成效之評估 39
第五節LMX、信任、管理知識移轉三者相關性 41
第三章 研究方法 43
第一節 研究模型、假設 43
3.1.1研究模型 43
3.1.2研究假設 44
第二節 問卷設計 46
3.2.1問卷設計流程 46
3.2.2研究變數之操作性定義 47
3.2.3研究變數的衡量工具與問卷之設計 48
第三節 問卷前測 52
第四節 資料蒐集 52
3.4.1研究對象及樣本來源 52
3.4.2問卷發放與回收情形 53
第五節 資料分析方法 55
3.5.1敘述性統計分析 55
3.5.2信度分析 55
3.5.3效度分析 56
3.5.4相關性分析 56
3.5.5驗證性因素分析 56
3.5.6階層線性模式 60
第四章 實證分析結果 71
第一節 研究工具與樣本基本特性分析 71
4.1.1 樣本結構 71
4.1.2研究變項之常態性檢定 76
4.1.3 研究變項之信度分析 78
4.1.4 收斂效度分析 80
4.1.5 區別效度分析 88
第二節 管理知識移轉學習成效的影響因素HLM分析 89
4.2.1虛無模型 89
4.2.2隨機係數迴歸模型 91
4.2.3截距預測模式 92
4.2.4斜率預測模式 94
第三節 研究假設驗證結果整理 96
第五章 結論與建議 97
第一節 研究結論 97
5.1.1領導者與部屬間交換品質關係對於管理知識移轉學習成效之影響 97
5.1.2主管與部屬間信任關係對於管理知識移轉成效之影響 97
5.1.3主管與部屬間信任關係在領導者與部屬交換品質與管理知識移轉學習成效間所扮演之角色 98
第二節 管理意涵 99
第三節 研究限制與後續研究建議 102
5.3.1研究限制 102
5.3.2未來後續研究建議 104
參考文獻 106
附錄一:前測問卷 117
附錄二:實測問卷 121
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