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博碩士論文 etd-0526113-004553 詳細資訊
Title page for etd-0526113-004553
論文名稱
Title
員工知覺之人力資源制度與轉換型領導對員工前瞻工作行為之影響-以員工知覺之組織支持為調節變項
The Effect of Transformational Leadership and Employee's Perceived Human Resource Practices on Employee's Proactive Work Behaviors: Perceived Organizational Support as Moderator
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
67
研究生
Author
指導教授
Advisor
召集委員
Convenor
王喻平
Yu-Ping Wang
口試委員
Advisory Committee
余明助, 趙必孝
Ming-Chu Yu; Bih-Shiaw Jaw
口試日期
Date of Exam
2013-06-20
繳交日期
Date of Submission
2013-06-26
關鍵字
Keywords
員工知覺之組織支持、前瞻工作行為、轉換型領導、前瞻行為之想法實施、員工知覺之人力資源制度、前瞻行為之問題解決
Proactive problem solving, Transformational leadership, Proactive idea implementing, Proactive work behaviors, Perceived HR practices, Perceived organizational support (POS)
統計
Statistics
本論文已被瀏覽 5667 次,被下載 305
The thesis/dissertation has been browsed 5667 times, has been downloaded 305 times.
中文摘要
本研究欲探討員工知覺之人力資源制度、轉換型領導和員工前瞻行為之關係,其中,本研究著重探討員工知覺之組織支持對於知覺人力資源制度和前瞻行為之間的影響。本研究以問卷發放方式收集資料,施測對象以台灣各企業之員工,有效問卷為203份。結果顯示知覺之組織支持調節人力資源制度和前瞻行為之想法實踐的關係效果呈現完全顯著;知覺之組織支持調節人力資源制度和前瞻行為之問題解決的關係效果呈現部分顯著。然而,轉換型領導正向影響員工前瞻行為之假設不成立。本研究結果建議組織在建構完善人力資源制度的同時,亦須提供適時的組織支持,使員工願意展現職責外的前瞻行為,提振組織士氣與氛圍。未來研究可持續探討轉換型領導與前瞻行為之關係,亦可延伸探討員工前瞻行為如何為組織帶來正向影響。
Abstract
The purpose of this current study is to examine how perceived HR practices and transformational leadership affect proactive work behaviors within the organization of high/low perceived organizational support (POS).

The data was collected by both web-based and paper-based questionnaires. 203 data were useful from employers in different industries in Taiwan. The findings reveal that POS would partially moderate the relationship between perceived HR relationship and proactive work behaviors. However, the hypothesis that transformational leadership is positively related to proactive work behaviors was not supported.

It is suggested that organization should not only focus on well-established HR practices, but also on providing considerate POS to arouse employee’s extra-role behaviors. Future research could continuingly reveal the relationship between transformational leadership and proactive work behaviors. Furthermore, how proactive behaviors benefit organization could be also extended for future research.
目次 Table of Contents
謝誌----------------------------------------------------------------------------------------------------------------------i
中文摘要---------------------------------------------------------------------------------------------------------------ii
ABSTRACT-----------------------------------------------------------------------------------------------------------iii
CONTENTS-----------------------------------------------------------------------------------------------------------iv
LIST OF FIGURES-------------------------------------------------------------------------------------------------v
LIST OF TABLES--------------------------------------------------------------------------------------------------vi

Chapter 1 INTRODUCTION------------------------------------------------------------------------------------1
1.1 Research Background and Motives-----------------------------------------------------------------1
1.2 Research Objectives--------------------------------------------------------------------------------------3
1.3 Research Procedure--------------------------------------------------------------------------------------4

Chapter 2 LITERATURE REVIEW--------------------------------------------------------------------------5
2.1 Theorectical Background-------------------------------------------------------------------------------5
2.2 Employee-perceived HR Practices------------------------------------------------------------------6
2.3 Proactive Work Behaviors------------------------------------------------------------------------------8
2.4 Transformational Leadership--------------------------------------------------------------------------10
2.5 Perceived HR Practices and Proactive Work Behaviors------------------------------------12
2.6 Perceived Organizational Support as Moderator----------------------------------------------13
2.7 Transformational Leadership and Proactive Work Behaviors-----------------------------16

Chapter 3 REASEARCH METHOD-----------------------------------------------------------------------19
3.1 Sample and Data Collection--------------------------------------------------------------------------19
3.2 Profiles of Samples---------------------------------------------------------------------------------------20
3.3 Measures-----------------------------------------------------------------------------------------------------21
Chapter 4 RESULTS--------------------------------------------------------------------------------------------25
4.1 Factor Analysis--------------------------------------------------------------------------------------------25
4.2 Correlation Analysis--------------------------------------------------------------------------------------30
4.3 Regression Analysis-------------------------------------------------------------------------------------33

Chapter 5 CONCLUSION--------------------------------------------------------------------------------------44
5.1 Managerial Implication-----------------------------------------------------------------------------------44
5.2 Research Limitation--------------------------------------------------------------------------------------47
5.3 Suggestion for Further Research--------------------------------------------------------------------48

References----------------------------------------------------------------------------------------------------------49
Appendix-------------------------------------------------------------------------------------------------------------54
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