博碩士論文 etd-0006115-121815 詳細資訊


[回到前頁查詢結果 | 重新搜尋]

姓名 鄔燕嫺(IN HAN WU) 電子郵件信箱 E-mail 資料不公開
畢業系所 人力資源管理研究所(Institute of Human Resource Management)
畢業學位 碩士(Master) 畢業時期 103學年第1學期
論文名稱(中) 仁慈領導對情感性承諾與績效之影響:心理資本的中介效用
論文名稱(英) The Influence of Benevolent Leadership among Affective Commitment and Performance: The Mediating Effect of Psychological Capital
檔案
  • etd-0006115-121815.pdf
  • 本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。
    請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
    論文使用權限

    紙本論文:不公開

    電子論文:使用者自訂權限:校內校外均不公開

    論文語文/頁數 中文/74
    統計 本論文已被瀏覽 5663 次,被下載 0 次
    摘要(中) 本研究探討具有仁慈領導風格的主管對員工行為表現與績效的影響,此外亦認為若部屬擁有正向心理層面時,更能提升自身的工作表現與績效,因此,進一步探討心理資本在仁慈領導、情感性承諾與績效的中介作用。本研究共收得288份有效樣本,以階層迴歸分析法進行資料分析。研究結果顯示:(1)仁慈領導對情感性承諾具有正向效果;(2)仁慈領導對任務績效沒有顯著影響;(3)仁慈領導對創造性績效具有正向效果;(4)仁慈領導對心理資本具有正向效果;(5)心理資本對情感性承諾具有正向效果;(6)心理資本對創造性績效具有正向效果;(7)仁慈領導是透過心理資本的部分中介效果影響情感性承諾;(8)仁慈領導是透過心理資本的中介效果影響創造績效。最後,本文亦針對研究結果,提出管理意涵、研究限制及建議加以討論之。
    摘要(英) This study is collected 288 valid questionnaires and explored benevolent leadership is an influence on employee’s behavior and performance; also, the employee is positive psychology which can enhance personal growth and performance. Furthermore, the influence of benevolent leadership among affective commitment and performance: the mediating effect of psychological capital. The results show that: (1) benevolent leadership is positively related to affective commitment; (2) benevolent leadership is influence negatively on task performance; (3) benevolent leadership is positively related to creative performance; (4) benevolent leadership is positively related to psychological capital; (5) psychological capital is positively related to affective commitment; (6) psychological capital is positively related to creative performance; (7) psychological capital has partial mediating effect on the relationship between benevolent leadership and affective commitment; (8) psychological capital has complete mediating effect on the benevolent leadership and creative performance. Finally, there are discussed some implications and suggestions.
    關鍵字(中)
  • 仁慈領導
  • 心理資本
  • 情感性承諾
  • 任務績效
  • 創造績效
  • 關鍵字(英)
  • Benevolent Leadership
  • Psychological Capital
  • Affective Commitment
  • Task Performance
  • Creative Performance
  • 論文目次 目錄
    論文審定書…………………………………………………………………………i
    摘要…………………………………………………………………………………ii
    Abstract……………………………………………………………………………iii
    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
    第二章 文獻探討……………………………………………………………………4
    第一節 家長式領導………………………………………………………………4
    第二節 心理資本…………………………………………………………………9
    第三節 情感性承諾………………………………………………………………15
    第四節 績效………………………………………………………………………18
    第五節 仁慈領導、承諾、績效、心理資本間關連性之探討…………………21
    第三章 研究方法……………………………………………………………………25
    第一節 研究架構…………………………………………………………………25
    第二節 研究假設…………………………………………………………………27
    第三節 研究樣本…………………………………………………………………27
    第四節 研究工具…………………………………………………………………30
    第五節 資料分析方法……………………………………………………………32
    第六節 共同方法變異檢測………………………………………………………33
    第四章 結果分析……………………………………………………………………34
    第一節 各變項之描述與變項間相關……………………………………………34
    第二節 仁慈領導對情感性承諾與績效之影響…………………………………36
    第三節 仁慈領導與心理資本之關係……………………………………………39
    第四節 心理資本對情感性承諾與績效之影響…………………………………40
    第五節 心理資本的中介效果……………………………………………………42
    第五章 討論與建議…………………………………………………………………44
    第一節 結果………………………………………………………………………44
    第二節 討論………………………………………………………………………45
    第三節 管理意涵…………………………………………………………………47
    第四節 研究限制與建議…………………………………………………………48
    參考文獻……………………………………………………………………………49
    附錄一………………………………………………………………………………60
    附錄二………………………………………………………………………………65

    圖次
    圖2-1 家長式三元領導與部屬相對反應…………………………………………7
    圖2-2 心理資本的四大構面圖……………………………………………………12
    圖3-1 本研究之架構圖……………………………………………………………26
    表次
    表2-1 各資本概念的差異…………………………………………………………11
    表2-2 心理資本各要素的貢獻……………………………………………………14
    表2-3 組織承諾的定義……………………………………………………………16
    表2-4 任務績效與情境績效的差異………………………………………………18
    表3-1 樣本基本資料表……………………………………………………………29
    表4-1 本研究各變數的敍述性統計資料、相關係數與信度……………………35
    表4-2 仁慈領導預測情感性承諾之階層迴歸分析………………………………36
    表4-3 仁慈領導預測任務績效之階層迴歸分析…………………………………37
    表4-4 仁慈領導預測創造性績效之階層迴歸分析………………………………38
    表4-5 仁慈領導預測心理資本之階層迴歸分析…………………………………39
    表4-6 心理資本預測情感性承諾之階層迴歸分析………………………………40
    表4-7 心理資本預測創造性績效之階層迴歸分析………………………………41
    表4-8 心理資本在仁慈領導與情感性承諾之中介效果…………………………42
    表4-9 心理資本在仁慈領導與創造性績效之中介效果…………………………43
    表5-1 假設驗證結果………………………………………………………………44
    參考文獻 中文文獻
    王安智(2004)。從轉型式領導到創造性績效產出的心理歷程。國立台灣大學心理學研究所碩士論文。未出版,台北市。
    王俊傑(2012)。國中體育教師心理資本對組織承諾、工作滿意度之預測研究。國立體育大學教練研究所碩士論文,未出版,桃園縣。
    王榮春、陳彰儀(2003)。部屬觀點之領導互動論:部屬對主管領導行為的知覺因素與互動內涵初探。「應用心理研究」,20,181-215。
    牛君白(2006)。家長式領導及其效能之再探:一項情境故事法的分析。國立臺灣大學心理學研究所碩士論文,未出版,台北市。
    文崇一(1988)。從價值取向談中國國民性。見李亦園、楊國樞(主編):《中國人的性格》。台北:桂冠圖書公司。
    林姿葶、鄭伯壎(2012)。華人領導者的噓寒問暖與提攜教育:仁慈領導之雙構面模式。「本土心理學研究」,37,253-302。
    林家五、王悅縈、胡宛仙(2012)。真誠領導與仁慈領導對組織公民行為及主管忠誠之差異效果。「本土心理學研究」,38,205-256。
    何友暉、陳淑娟、趙志裕(1991)。關係取向:為中國社會心理方法論求答案。見楊國樞、黃光國(主編)。《中國人的心理與行為》。台北:桂冠圖書公司。
    邱盛林(2000)。轉型式、家長式領導模式與效能之比較:以退輔會所屬機構人員 
      為例。國立中山大學人力資源管理研究所碩士論文。未出版,高雄市。
    周宜龍(2009)。自我效能、環境不確定性知覺與部屬效能:鼓舞與仁慈領導之調
      節。元智大學管理碩士論文,未出版,桃園縣。
    姜定宇、鄭伯壎(2003)。組織忠誠、組織承諾、及組織公民行為研究之回顧與前瞻。應用心理研究,19,175-209。
    柯坤志(2010)。正向心理資本的前置因素探討-從互動心理學之觀點。國立東華大學企業管理學系碩士論文。未出版,花蓮。
    高埼綾(2011)。探索式訓練方式在正向心理資本提升的成效-實驗設計取向。國立東華大學企業管理學系碩士論文。未出版,花蓮。
    連小雅(2011)。主管部屬交換與創造性績效之關係:內在動機與正向心情之中介效果。國立台灣科技大學企業管理系碩士論文。未出版,台北市。
    彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異:問題本質、影響、測試和補救。管理學報,23,1,77-98。
    湯大緯(2002)。自我效能與工作績效之關聯性探討。人事月刊,34(4),5-13。
    凌文輇(1991)。中國的領導與行為。見楊中芳、高尚仁(主編) :「中國人‧中國心—人格與社會篇」,頁409-448。台北:遠流出版公司。
    梁漱溟(1963)。《中國文化要義》。香港:金城出版公司。
    楊國樞(1998)。家族化歷程、泛家族主義及組織管理。見鄭伯壎、黃國隆、郭健志(主編):「海峽兩岸之組織與管理」。台北:遠流出版公司。
    楊國樞(2005c)。心理傳統性與現代性。見楊國樞、黃光國、楊中芳(主編)。「華人本土心理學」。台北:遠流出版公司。
    楊國樞、鄭伯壎(1989)。傳統價值觀、個人現代性及組織行為:後儒家假設的一項微觀驗證。「中央研究院民族學研究所集刊」,64,1-49。
    趙安安、高尚仁(2005)。台灣地區華人企業家長式領導風格與員工壓力之關聯。「應用心理研究」,27,111-131。
    萬金生(2003)。資訊委外特殊自我效能與目標認同、工作績效及工作滿意的關係:結構方程模型的驗證性研究。商管科技季刊,14(1),125-147。
    劉兆明(1996)。組織中的情感報─初步的觀點分析。「應用心理學報」,5,1-34。
    劉兆明(2001)。工作動機的整合模式:概念架構的發展與初步分析。「中華心理學刊」,43,189-206。
    劉兆明(2003)。領導行為與工作動機:情感關係的探討。「輪仁學誌」,37,133-146。
    劉彥青(2009)。組織基礎自尊、正向心理資本對變革態度與情感性承諾影響之研究-以台灣高科技業為例。國立中山大學人力資源管理碩士論文。未出版,高雄市。
    劉佩雲(2000)。自我調整學習模式之驗證。教育與心理研究,23,173-206。
    樊景立、鄭伯壎(1997)。華人自評式績效考核中的自謙偏差:題意、謙虛價值及自尊的影響。「中華心理學刊」,39(2),127-180。
    樊景立、鄭伯壎(2000)。華人組織的家長式領導:一項文化觀點的分析。「本土心理學研究期刊」,13,127-180。
    鄭碧月(2001)。社會認知理論在會計技能學習上之研究。台南女子技術學院學報,20,193-204。
    鄭伯壎(1995a)。不同家長權威價值與領導作風的關係:台灣民營企業的實徵研究。國科專題研究報告。
    鄭伯壎(1995b)。差序格局與華人組織行為。「本土心理學研究」台北,3,142-219。
    鄭伯壎(1995c)。家長權威與領導行為之關係:一個台灣民營企業主持人的個案研究。「中央研究院民族學研究所集刊」台北,79,119-173。
    鄭伯壎(1999)。家長式領導的概念建構與工具發展。台北:國科會專題研究計劃成果報告。
    鄭伯壎、姜定宇(2000)。華人組織中的主管忠誠:主位與客位概念對員工效能的效果。「本土心理學研究期刊」,14,65-111。
    鄭伯壎、周麗芳、樊景立(2000)。〈家長式領導量表:三元模式的建構與測量〉。《本土心理學研究》台北,14,3-64。
    鄭伯壎、謝佩鴛、周麗芳(2002)。校長領導作風、上下關係品質及教師角色外行為:轉型式與家長式領導的效果。「本土心理學研究期刊」,17,105-161。
    鄭秀英(2011)。工作特性與創造性績效之關係:核心自我評價之調節效果。國立台灣科技大學企業管理系碩士論文。未出版,台北市。
    鐘心淇(2006)。心理資本、薪資水準與工作努力程度關係之研究:以某跨國企業為例。中央大學經濟學系碩士論文,未出版,桃園縣。
    鐘小鋼(2009)。職場精神與心理擁有感之關聯性:心理資本的中介效果。國防大學管理學院運籌管理學系碩士論文,未出版,台北縣。
    英文文獻
    Adams, V. H., Snyder, C. R., Rand, K. L., King, E. A., Sigmon, D. R., & Pulvers, K. 
      M. (2003). Hope in the workplace. In R. Giacolone & C. Jurkiewicz (Eds.), 
      Handbook of workplace spirituality and organizational performance, New York:
      Sharpe, 367-377.
    Alge, B. J., Ballinger, G. A., Tangirala, S., & Oakley, J. L. (2007). Information
      privacy in organizations: Empowering creative and extrarole performance.
      Journal of applied Psychology, 91(1), 221-232.
    Amabile, T. M. (1979). Effects of external evaluation on artistic creativity. Journal of 
      Personality and Social Psychology, 37, 221-233.
    Amabile, T. M. (1983). The social psychology of creativity: A componential conceptualization. Journal of Personality and Social Psychology, 45, 357-376.
    Amabile, T. M. (1985). Motivation and creativity: Effects of motivational orientation
      on creative writers. Journal of Personality and Social Psychology, 48, 393-399.
    Amabile, T. M. (1988). A model of creativity and innovation in organizations. In B. M. Staw & L. L. Cummings (Eds.), Research in Organizational Behavior, 10,123-167. Greenwich, CT: JAI Press.
    Amabile, T. M. (1996). Creativity in content. CO: Westview Press.
    Aspinwall, L., & Staudinger, U. (Eds.). (2003). A psychology of human strengths: Fundamental questions and future directions for a positive psychology. Washington, DC: American Psychological Association.
    Avey, J. B., Luthans, F.., & Mhatre, K. H. (2008). A call for longitudinal research in positive organizational behavior. Journal of Organizational Behavior, 29, 705-711.
    Avolio, B. J. & Luthans, F. (2006). The high impact leader: Moments matter in 
      accelerating authentic leadership development. New York: MxGraw-Hill.
    Barron, F., & Harrington, D. M. (1981). Creativity, intelligence, and personality. 
      Annual Review of Psychology, 32, 439-476.
    Baker, W. E. (2000). Achieving success through social capital: Tapping the hidden
      resources in your personal and business networks. Jossey-Bass.
    Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.
    Borman, W. C. & Motowidlo, S. J. (1993). Expanding the criterion domain to include
      elements of contextual performance. In N. Schmitt, & W. C. Borman (Eds.),
      Personnel selection in organizations. 71-98. San Francisco: Jossey-Bass.
    Borman, W. C. & Motowidlo, S. J. (2003). Expanding the Criterion Domain to Include Elementss of Contextual Performance. San Francisco: Jossey-Bass, 71-98.
    Bowers, D. G., & Seashore, S. E. (1966). Predicting organizational effectiveness with
      a four-factor theory of leadership. Administrative Science Quarterly, 11, 238-263.
    Cameron, K. S., & Caza, A. (2004). Contributions to the discipline of positive 
      organizational scholarship. American Behavioral Scientist, 47, 731-739.
    Cameron, K. S., Dutton, J., & Quinn, R. (Eds.). (2003). Positive organizational 
      scholarship. San Francisco: Berrett Koehler.
    Campbell, J. P. (1990). Modeling the performance prediction problem in industrial
      and organization psychology. In M. D. Dunnette, & L. M. Hough (Eds.),
      Handbook of Industrial and Organization Psychology (2nd ed.), Palo Alto, CA:
      Consulting Psychologists Press, 1, 687-732.
    Carr, A. (2004). Poaitive Psychology. New York: Brunner-Routledge.
    Cheng, B. S., Chou, L. F. & Farh, J. L. (2000). A triad model of Paternalistic
      Leadership: The constructs and measurement. Indigenous Psychological Research
      in Chinese Societies, 14, 3-64 (in Chinese).
    Cheng, B. S. & Farh, J. L. (2001). Social orientation in Chinese societies: a 
      comparison of employees from Taiwan and Chinese Mainland. Chinese Journal of
      Psychology, 43, 207-221 (in Chinese).
    Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., & Farh, J. L. (2004).
      Paternalistic leadership and subordinate responses: Establishing a leadership
      model in Chinese organizations. Asian Journal of Social Psychology, 7, 89-117.
    Chen, G., Goddard, T., & Casper, W. J. (2004). Examination of the relationships
      among general and work-specific self-evaluations, work-related control beliefs,
      and job attitudes. Applied Psychology: An International Review, 53, 349-370.
    Chou, L. F., Cheng, B. S., & Jen, C. K. (2005). The contingent model of paternalistic
      leadership: Subordinate dependence and leader competence. Paper Presented at
      2005 Annual Meeting of the Academy of Management. Hawaii, U.S.A.
    Coleman, J. S. (1990). Foundations of social theory. Harvard University Press.
    Cohen, S., Kamarch, T., & Mermelstein, R. (1983). A global measure of perceived
      stress. Journal of Health and Social Behavior, 24(4), 385-396.
    Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in
      human behavior. New York: Plenum Press.
    Elias, Norbert (2009). Essays on the Sociology of Knowledge and the Sciences.
      Dublin: UCD Press, Collected Works, 14.
    Farh, J. L. & Cheng, B. S. (2000). A cultural analysis of paternalistic leadership in
      Chinese organizations. In A.S.Tsui & J.T.Li (Eds.), Management and
      organizations in China, 84-127. London: McMillam.
    Farh, J. L., Cheng, B. S., Chou, L. F., & Chu, X. P. (2004). Authority and 
      benevolence : Employees’ responses to paternalistic leadership in China. Paper
      Presented at 2004 Annual Meeting of the Academy of Management, Creating
      Actionable Knowledge. New Orleans, U. S. A.
    Farh, J. L., Liang. J., Chou. L. F. & Cheng, B. S. (2008). Paternalistic leadership in
      Chinese organizations: Research progress and future research directions. In Chen.
      C. C., & Lee, Y. T. (Eds.), Leadership and management in China, philosophies,
      theories, and practice, 171-205. London: Cambridge University Press.
    Fleishman, E. A. (1953). The description of supervisory behavior. Journal of Applied
      Psychology, 37, 1-6.
    George, J. M., & Zhou, J. (2007). Dual tunung in a supportive context: Joint
      contributions of positive mood, negative mood, and supervisory behaviors to
      employee creativity. Academy of Management Journal, 50, 605-622.
    Gough, H. G. (1979). A creative personality scale for the Adjective Check List.
      Journal of Personality and Social Psychology, 37, 1398-1405.
    Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership:
      Development of leader-member exchange (LMX) theory of leadership over 25
      years: Applying a multi-level multi-domain perspective. Leadership Quarterly, 6,
      219-247.
    House, J. S. (1981). Work stress and social support. Reading, MA: Addison- Wesley
      Publishing.
    Jensen, S. M., & Luthans, F. (2002). The impact of hope in the entrepreneurial 
      process: Exploratory research findings. In Decision Sciences Institute Conference
      Proceedings, San Diego, CA.
    Katz, D., & Kahn, R. L. (1966). The Social Psychology of Organizations. New York:
      John Willy & Sons, Inc.
    Kilgour, M. (2006). Improving the creativie process: Analysis of the effects of
      divergent thinking techniques and domain specific knowledge on creativity.
      International Journal of Business and Society, 7, 79-107.
    King, A. Y. C. (1985). The individual and group in Confucianism: A relational
      perspective. In D. J. Munro (Ed.), Individualism and holism: Studies in Confucian 
      and Taoist values. Ann Arbor, MI: Center for Chinese Studies, University of
      Michigan.
    Koestner, R., Ryan, R. M., Bernieri, F., & Holt, K. (1984). Setting limits on children’s
      behavior: The differential effects of controlling vs. informational styles on
      intrinsic motivation and creativity. Journal of Personality, 52, 233-248.
    Lopez, S., & Snyder, C. R. (Eds.) (2003). Positive Psychological Assessment: A
      Handbook of Models and Measures. Washington, DC: American Psychological
      Association.
    Lord, R. G. & Brown, D. J. (2001). Leadership, values, and subordinate self-concepts.
      Leadership Quarterly, 12, 133-152.
    Luthans, F. (2002a). The need for and meaning of positive organizational behavior.
      Journal of Organizational Behavior, 23, 695-706.
    Luthans, F. (2002b). Positive organizational behavior: Developing and managing
      psychological strengths. Academy of Management Executive, 16, 57-72.
    Luthans, F. (2003). Positive organizational behavior (POB): Implications for
      leadership and HR development and motivation. In R. M. Steers, L. W.
    Luthans, F. & Avolio B J (2003). Authentic leadership: A positive developmental
      approach. In Cameron, K. S., Dutton, J. E., Quinn, R. E. Positive Organizational
      Scholarship. San Francisco: Barrett- Koehle.
    Luthans, F., & Avolio, B. J. (2003). Authentic leadership development. In R. E.
      Quinn(Ed.)., Positive organizational scholarship. San Francisco: Barrett- Koehler.
      pp. 241-261.
    Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Psychological capital:
      Measurement and relationship with performance and satisfaction. Personnel
      Psychology, 60, 541-572.
    Luthans, F., Avolio, B., Walumbwa, F. O. & Li. (2005). The Psychological Capital of
      Chinese Workers: Exploring the Relationship with Performance. Management and
      Organization Review, 1: 249-271.
    Luthans, F., Avey, J. B., Avolio, B. J., Norman, S. M., & Combs, G. M. (2006).
      Psychological capital development: Toward a micro- intervention. Journal of
      Organizational Behavior, 27, 387-393.
    Luthans, F., & Larson, M., (2006). Potential added value of psychological capital in
      predicting work attitudes. Journal of Leadership & Organizational Studies, 13(1),
      45-62.
    Luthans, F., Luthans, K., & Luthans, B. (2004). Positive psychological capital: Going
      beyond human and social capital. Business Horizons, 47, 45-50.
    Luthans, F., & Jensen, S. M. (2002). Hope: A new positive strength for human 
      resource development. Human Resource Development Review, 1: 304-322.
    Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological
      capital management: Investing in people for competitive advantage.
      Organizational Dynamics, 33(2), 1-22, 143-160.
    Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing
      the human competitive edge. Oxford, UK: Oxford University Press.
    Luthans, F., Van Wyk, R., & Walumbwa, F. O. (2004). Recognition and development
      of hope for South African organizational leaders. Leadership and Organization
      Development Journal, 25, 512-527.
    Madjar, N., Oldham, G. R., & Pratt, M. G. (2002). There’s no place like home? The
      contributions of work and nonwork creativity support to employees’ creative
      performance. Academy of Management Journal, 45, 757-767.
    Masten, A. S. (2001). Ordinary magic: Resilience process in development. American
      Psychologist, 56, 227-239.
    Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents,
      correlates, and consequences of organizational commitment. Psychological
      Bulletin, 108, 171-194.
    McGraw, K. O., & Fiala, J. (1982). Undermining the zeigarnik effect: Another hidden
      cost of reward. Journal of Personality, 50, 58-66.
    McGraw, K. O., & McCullers, J. C. (1979). Evidence of a detrimental effect of
      extrinsic incentives on breaking a mentalset. Journal of Experimental Social
      Psychology, 15, 285-294.
    Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of
      organization commitment. Human Resource Management Review, 1(1), 61-89.
    Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research,
      and application. Thousand Oaks, CA: Sage. P.12.
    Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective,
      continuance, and normative commitment to the organization: A meta-analysis of
      antecedents, correlates, and consequences. Journal of Vocational Behavior, 61,
      20-52.
    Motowidlo, S. J. & Van Scotter, J. R. (1994). Evidence that task performance should
      be distinguished from contextual performance. Journal of Applied Psychology, 79,
      475-480.
    Nelson D, Cooper C. L. (Eds.). (2007). Positive organizational behavior: Accentuating
      the positive at work. Thousand Oaks, CA: Sage.
    Norman, S. M., Avolio, B. J., & Luthans, F. (2010). The impact of positivity and
      transparency on trust in leaders and their perceived effectiveness. Leadership
      Quarterly, 21, 350-364.
    Oldham, G. R., & Cummings, A. (1996). Employee creativity: Personal and
      contextual factors at work. Academy of Management Journal, 39, 607-634.
    O’ reilly, C. A. & Chatman, J. (1986). Organizational commitment and psychological
      attachment: the effects of compliance, identification, and internalization on
      prosocial behavior. Journal of Applied Psychology, 71, 492-499.
    Pellegrini, E. K., & Scandura, T. A. (2008). Paternalistic leadership: A review and
      agenda for future research. Journal of Management, 34(3), 566-593.
    Peterson, S. J., & Luthans, F. (2003). The positive impact and development of hopeful
      leaders. Leadership and Organization Development Journal, 24(1), 26-31.
    Pittman, T. S., Emery, J., & Boggiano, A. K. (1982). Intrinsic and extrinsic
      motivational orientations: Reward-induced changes in preference for complexity.
      Journal of Personality and Social Psychology, 42, 789-797.
    Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff. N. P. (2003). Common
      Method Biases in Behavioral Research: A Critical Review of the Literature and
      Recommended Remedies. Journal of Applied Psychology, 88(5), 879-903.
    Page, L. F. & Donohue, R. (2004). Positive psychological capital: A preliminary
    exploration of the construct. Monash University of Business and Economics.
    Working paper 51/04, 6.
    Pye, L. W. (1985). Asia Power and Politics. Cambridge, MA: Harvard University
      Press.
    Randall, D. M. & O’ Driscoll M. P. (1997). Affective versus calculative commitment:
      human resource implications. Journal of Social Psychology, 137(5), 606-618.
    Redding, S. G. (1990). The spirit of Chinese capitalism. New York: Walter de Gruyter.
    Redmond, M. R., Mumford, M. D., & Teach, R. (1993). Putting creativity to work:
      Effects of leader behavior on subordinate creativity. Organizational Behavior and
      Human Decision Processes, 55, 120-151.
    Schultz, T. W. (1961). Investment in human capital. American Economic Review,
      51(1), 1-17.
    Seligman, M. E. P. (1998). Learned optimism. New York: Pocket Books.
    Seligman, M. E. P. (2002). Authentic happiness. New York: Free Press.
    Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology. American
      Psychologist, 55, 5-14.
    Seligman, M. E. P. (2002). Authentic Happiness. New York: Free Press.
    Shalley, C. E., Zhou, J., & Oldham, G. R. (2004). The effects of personal and
      contextual characteristics on creativity: Where should we go from here? Journal
      of Management, 30, 933-958.
    Sheldon, K. M., & King, L. (2001). Why positive psychology is necessary. American
      Psychologist, 56, 216-217.
    Silin, R. H. (1976). Leadership and value: The organization of large-scale Taiwan
      enterprises. Cambridge, MA: Harvard University Press.
    Snyder, C. R. (1995). Conceptualizing, measuring, and nurturing hope. Journal of
      Counseling and Development, 73, 355-360.
    Snyder, C. R. (2000). Handbook of hope. San Diego: Academic Press.
    Snyder, M., Tanke, E. D., & Berscheid, E. (1977). Social perception and interpersonal
      behavior: On the self-fulfilling nature of social stereotypes. Journal of Personal
      and Social Psychology, 35(9), 656-666.
    Stogdill, R. M. (1974). Handbook of leadership. New York: Free Press.
    Tierney, P., Farmer, S. M., & Grean, G. B. (1999). An examination of leadership and
      employee creativity: The relevance of traits and relationships. Personnel
      Psychology, 52, 591-620.
    Turner N, Barling J, Zaharatos A. (2002). Positive psychology at work. In Snyder CR,
      Lopez S (Eds.). Handbook of positive psychology. 715-728.
    Tsui, A. S., Pearce, J. L., Porter, L. W. & Tripoli, A. M. (1997). Alternative
      approaches to the employee-organization relationship: Does investment in
      employees pay off? Academy of Management Journal, 40, 1089-1121.
    Wang, A. C., & Cheng, B. S. (2010). When does benevolent leadership lead to
      creativity? The moderating role of creative role identity and job autonomy.
      Journal of Organizational Behavior, 31, 106-121.
    Westwood, R. L., & Chan, A. (1992). Headship and leadership. In R. I. Westwood
      (Ed.), Organizational behavior: A Southeast Asian perspective. Hong Kong:
      Longman Group.
    Westwood, R. I. (1997). Harmony and patriarchy: The cultural basis for “paternalistic
      headship” among the overseas Chinese. Organization Studies, 18, 445-480.
    Wright, T. A. (2003). Positive organizational behavior: An idea whose time has truly
      come. Journal of Organizational Behavior, 24, 437-442.
    Yang, K. S. (1986). Chinese personality and its change. In M. H. Bond (Ed.), The
      psychology of Chinese people. Hong Kong: Oxford University Press.
    Youssef, C. M. (2004). Resiliency development of organizations, leaders, and
      employees: Multilevel theory building and individual-level, path-analytical
      empirical testing. Unpublished doctoral dissertation, University of
      Nebraska-Lincoln.
    Youssef, C. M., & Luthans, F. (2003). Immigrant psychological capital: Contribution
      to the war for talent and competitive advantage. Singapore Nanyang Business
      Review, 2(2), 1-14.
    Youssef, C. M., & Luthans, F. (2006). Time for positivity in the Middle East:
      Developing hopeful Egyptian organizational leaders. In W. Mobley & E Weldon
      (Eds.), Advances in global leadership, 4, Oxford, UK: Elsevier/JAI.
    Youssef, C. M., & Luthans, F. (2007). Emerging Positive Organizational Behavior.
      Leadership Institute Faculty Publications, 8. Published in Journal of Management,
      33(3), 321-349.
    Zhou, J. (1998). Feedback valence, feedback style, task autonomy, and achievement
      orientation: Interactive effects on creative performance. Journal of Applied
      Psychology, 83, 261-276.
    Zhou, J. (2003). When the presence of creative coworkers is related to creativity: Role
      of supervisor close monitoring, developmental feedback, and creative personality.
      Journal of Applied Psychology, 88, 413-422.
    口試委員
  • 周麗芳 - 召集委員
  • 林朱燕 - 委員
  • 任金剛 - 指導教授
  • 口試日期 2014-12-26 繳交日期 2015-01-06

    [回到前頁查詢結果 | 重新搜尋]


    如有任何問題請與論文審查小組聯繫