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博碩士論文 etd-0023118-083701 詳細資訊
Title page for etd-0023118-083701
論文名稱
Title
高績效工作系統對退卻行為之影響研究─領導者與部屬關係之中介效果
A study on the influence of high performance work system on employees’ withdrawal behavior: The mediated effect of leader-member exchange
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
79
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2018-01-15
繳交日期
Date of Submission
2018-01-23
關鍵字
Keywords
領導者與部屬關係、高績效工作系統、退卻行為
Leader-member exchange, Withdrawal behavior, High performance work system
統計
Statistics
本論文已被瀏覽 5866 次,被下載 351
The thesis/dissertation has been browsed 5866 times, has been downloaded 351 times.
中文摘要
在組織中,領導者與下屬之間的關係是最密切且直接,而且會影響組織各項決策。領導下屬交換關係對提升下屬工作表現扮演重要角色。本研究提出高績效工作系統(HPWS)、領導者-下屬交換關係(LMX)與員工退卻行為做為研究變項,進行變項間關聯性的探討,再使用領導-下屬交換關係為仲介變項,探討HPWS是否會透過領導-下屬交換關係影響退卻行為。本研究透過紙本問卷調查的方式進行資料蒐集,以大陸地區之服務業連鎖店為對象,共收集193份有效問卷來進行分析。
結果發現HPWS和領導者與下屬關係有正向關連。也就是說,當企業推動HPWS的程度愈高,LMX關係就會愈高;而領導者與下屬關係和退卻行為呈現負向的關連性;也就是說,當LMX關係品質愈高的時候,此時,下屬展現退卻行為的程度就愈低;領導者與下屬的交換關係會仲介HPWS與退卻行為間的負向關連。也就是說,組織推動高績效系統的程度愈高,員工的退怯行會愈低,而HPWS對下屬的退卻行為的影響是透過LMX關係所形成的。
最後,本研究根據研究結果,提出如下建議:(1)為促進組織的永續經營,組織必需推動HPWS的實踐;(2)組織應該重視LMX的關係品質,減少下屬退卻行為的產生,以供企業界做為參考。並對研究限制和未來研究建議上,在HPWS和下屬的退卻行為關聯性的討論,本研究對仲介機制也只有討論LMX的中介影響,建議未來研究可以探討其它可能的機制,如:自我效能等。
Abstract
The relationship between supervisors and their direct subordinates is the strongest within an organization, which may have influences on subordinates’ decision making. The exchange relationship between leaders and employees play a critical role for enhancing the employee’s work outcomes. This research uses “high performance work system (HPWS)”, “withdrawal behavior” and “leader-member exchange” as variables and explores spiritual at work and leader-member exchange as a mediator to discuss whether HPWS through leader-member exchange to influence employees’ withdrawal behavior. The present study analyzes 193 valid samples from service chain stores of corporates in mainland China through paper questionnaires survey.
The results show that the HPWS and leader-member exchange, leader-member exchange and withdrawal behavior all have significant relationship. Moreover, leader-member exchange plays a mediated role between HPWS and withdrawal behavior. Finally, based on research results, the suggestions of the study are as follows. (1) In order to promote the sustainable management of the organization, the organization must facilitate the practice of the high-performance work system. (2) The organization should pay attention to leader-member exchange to improve the employee's withdrawal behavior for corporates as a reference.
Meanwhile, there is only one mediated mechanism, LMX explored between HPWS and withdrawal behavior in the study. Therefore, we suggest to explore other possible mechanisms, such as self-efficacy in the future studies.
目次 Table of Contents
論文審定書 i
中文摘要 ii
Abstract iii
目錄 iv
圖目錄 v
表目錄 vi
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 6
第三節 研究步驟 8
第二章 文獻探討 9
第一節 高績效工作系統 9
第二節 退卻行為 15
第三節 領導部屬交換關係 24
第四節 各研究變項之間關聯性 30
第三章 研究方法 34
第一節 研究對象與資料收集 34
第二節 研究變項之操作性定義與衡量工具 35
第三節 資料分析方法 38
第四章 研究結果 40
第一節 各研究變項間描述性統計 40
第二節 各研究變項間相關 44
第三節 階層線性模型分析 46
第四節 假設驗證結果 48
第五章 結論與建議 49
第一節 結論 49
第二節 建議 51
第三節 研究限制及未來研究建議 52
參考文獻 53
附錄 68
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