Responsive image
博碩士論文 etd-0727114-153200 詳細資訊
Title page for etd-0727114-153200
The Impacts of Positive Leadership in Eastern and Western Cultures-at the Example of France, Germany, Taiwan (R.O.C.) and the Philippines
Year, semester
Number of pages
Christina Y.P. Wang
Advisory Committee
Ming-Chu Yu
Date of Exam
Date of Submission
cultural comparison, leadership recommendations, Positive Leadership, leadership East and West, ositively deviant performance
本論文已被瀏覽 5687 次,被下載 69
The thesis/dissertation has been browsed 5687 times, has been downloaded 69 times.
本篇論文主要在研究關於Dr.David Cameron 所提出的理論-東西文化中正向領導的影響。以法國, 德國,台灣和菲律賓為例。本研究目標主要在於找出正向領導是否在以上所提及的國家中都可造成異常但正面的效用,或者說西方文化比起東方文化更能接受這樣的 領導行為。來自於這四個國家的員工們接受我們的調查,關於他們領導者是否運用了一些正向領導的方法,如果有,那對於員工有什麼樣的影響。 本篇論文也分析了這些國家間對於正向領導的行為與正向領導對於員工們所產生的影響的相關連性的不同。研究結果指出,正向領導行為對於以上四個國家都有正面 的影響,但也確認正向領導行為對於這四個國家中的員工影響有顯著的不同。研究顯示, 比起亞洲文化,在西方文化中實行正向領導會更有效益。
This paper is concerned with the analysis of the impacts of Dr. David Cameron’s theory of positive leadership in Eastern and Western cultures at the example of France, Germany, Taiwan (R.O.C.) and the Philippines. The research aims to find out whether positive leadership behaviors enable positively deviant performance in all these countries and whether Western cultures are more receptive of these behaviors than Eastern cultures. Employees from the four countries of interest have been surveyed to analyze whether leaders from these four cultures already apply positive leadership behaviors and how these behaviors impact the employees. The difference in correlations between the positive leadership behaviors and the impacts these positive leadership behaviors have on the employees is then analyzed to understand, which countries are more receptive to these behaviors. The findings of the research show that positive leadership behaviors have positive impacts on all four countries, but also confirm that there are significant differences in the impact these behaviors have on the employees in the four countries. It is revealed that the implementation of positive leadership in Western cultures has greater benefits than in Asian cultures.
目次 Table of Contents
Tables List ix
Figure List x
1 Introduction 2
1. 1 Research Objectives 3
1.2 Relevance of the research 4
1.3 Research Framework 5
1.4 Propositions 6
1.5 Structure of the research 7
2 Literature Review - Leadership 9
2.1 Leadership 9
2.1.1 Importance of leadership 11
2.2 Positive Leadership 12
2.2.1 The roots of positive leadership 12
2.2.2 Positive psychology and positive thinking 12
2.2.3. Positive leadership dimensions 13
2.2.4 Conclusion: Why does positive leadership matter? 24
3. Literature Review – Cultural Expectations 26
3.1 Culturally endorsed implicit leadership theory 26
3.2 Hofstede’s cultural dimensions 27
3.3 The GLOBE Project 29
3.4 Country-specific cultural factors influencing leadership 30
3.4.1 Cultural factors influencing leadership in France 30
3.4.2 Cultural factors influencing leadership in Germany 32
3.4.3 Cultural factors influencing leadership in Taiwan (R.O.C.) 33
3.4.4 Cultural factors influencing leadership in the Philippines 34
3.5 Leadership expectations in regards to positive leadership 35
3.5.1 Expectations in France 35
3.5.2 Expectations in Germany 36
3.5.3 Expectations in Taiwan (R.O.C.) 37
3.5.4 Expectations in the Philippines 38
3.6 Cultural Expectations – Criticism 39
4 Methodology 41
4.1 Research Questions and Hypotheses 41
4.2 Empirical research method 42
4.2.1 Structure of the survey 44
4.2.2 Sampling Process 44
4.2.3 Scaling of the survey 45
4.2.4 Questionnaire Items and corresponding leadership dimension 46
5 Analysis 48
5.1 Demographics 48
5.2 Analysis of individual survey items (items 8 - 34) 51
5.3 Correlations: 65
5.3.1 Analysis of the correlation of positive climate traits 65
5.3.2 Analysis of the correlations of positive communication traits 68
5.3.3 Analysis of the correlation of positive meaning traits 70
5.3.4 Analysis of the correlation of positive relationship traits 72
5.4 Findings 74
5.5 Country specific findings 77
5.5.1 France (findings) 77
5.5.2 Germany (findings) 77
5.5.3 Taiwan (R.O.C.) 78
5.5.4 The Philippines 79
5.5 Testing of the Hypotheses 79
6 Conclusion and Discussion 81
6.1 Limitations of the research 83
6.1.1 Criticism 84
6.2 Future Research 84
6.3 Managerial Implications 85
Bibliography 86
參考文獻 References
Ancona, D., & Isaacs, W. (2007). Structural balance in teams. In J.E. Dutton & B.R. Ragins (Eds.), Exploring positive relationships at work (pp. 225-242). Mahwah, NJ: Erlsbaum.
Atteslander, P. (2008). Methoden der empirischen Sozialforschung (12th ed.). Berlin: Erich Schmidt.
Bailey, K. D. (1994). Methods of social research (4th ed.). New York: Free Press.
Baker, W., Cross, R., & Wooten, M. (2003). What creates energy in organizations? Sloan Management Review, 44, 51-66.
Baker, W., & Dutton, J.E. (2007). Enabling positive social capital in organizations. In J.E. Dutton & B.R. Ragins (Eds.), Exploring positive relationships at work (pp.325-346). Mahwah, NJ: Erlbaum.
Baumeister, R. F., Bratslavsky, E., Finkenauer, C., & Vohs, K. D. (2001). Bad Is Stronger Than Good. Review of General Psychology, 5(4), 323-370.
Bortz, J., & Döring, N. (2006). Forschungsmethoden und Evaluation für Human- und Sozialwissenschaftler (4th ed.). Heidelberg: Springer.
Brodbeck, F. C., Frese, M., & Javidan, M. (2002). Leadership made in Germany: Low on compassion, high on performance. Academy of Management Executive, 16(1), 16-30.
Buckingham, M., & Clifton, D. O. (2001). Now, discover your strengths. New York: Free Press.
Burns, J. M. (20101978). Leadership. New York: HarperPerennial ;.
Cameron, K. (2012). Positive Leadership Strategies for Extraordinary Performance. (2nd ed.). San Francisco: Berrett-Koehler Publishers.
Cameron, K. (2013). Practicing positive leadership tools and techniques that create extraordinary results. San Francisco, Calif.: Berrett-Koehler.
Cameron, K., & Caza, A. (2004). Contributions to the discipline of positive organizational scholarship. American Behavioral Scientists, 47, 731-739.
Chemers, M. M. (1997). An integrative theory of leadership. Mahwah, N.J.: Lawrence Erlbaum Associates.
Creusen, U., & Eschemann, N. (2010). Positive Leadership Psychologie erfolgreicher Führung ; erweiterte Strategien zur Anwendung des Grid-Modells (1. Aufl. ed.). Wiesbaden: Springer Fachmedien.
Dutton, J., & Ragins, B. (2007). Exploring positive relationships at work. Mahwah, NJ: Erlbaum.
Dutton, J. E. & Sonenshein, S. (2007). Positive organizational scholarship. In S. Lopez & A. Beauchamps (Eds.), Encyclopedia of positive psychology (pp.737-742). Malden, MA: Blackwell.
Fredrickson, B.L., & Losada, M.F. (2004). The broaden-and-build theory of positive emotions. The Royal Society, 10, 1367-1377.
Gallup Engagement INDEX Deutschland 2013. (n.d.). Gallup Consultancy Company. Retrieved June 13, 2014, fromäsentation_Gallup_Engagement_2013.pdf
George, J.M. (1998).Book review if positive organizational scholarship: Foundations of a new discipline. Administrative Science Quarterly, 49, 325.330.
Gottman, J. M. (1994). What predicts divorce?: the relationship between marital processes and marital outcomes. Hillsdale, N.J.: Lawrence Erlbaum Associates.
Great Leadership Qualities. (n.d.). Google Books. Retrieved June 13, 2014, from
Government at a glance 2011 - Country Note: France. (n.d.). OECD. Retrieved June 13, 2014, from
Heaphy, E.D., & Dutton, J.E. (2008). Positive social interactions and the human body at work: Linking organizations and psychology. Academy of Management Review, 33, 137-162.
Hofstede, G. H. (1984). Culture's consequences: international differences in work-related values (Abridged ed.). Beverly Hills: Sage Publications.
House, R. J. (2004). Culture, leadership, and organizations: the GLOBE study of 62 societies. Thousand Oaks, Calif.: Sage Publications.
Kahn, W.H. (2007). Meaningful connections: Positive relationships and attachments at work. In J.E. Duttons & B.R. Ragins (Eds.), Exploring positive relationships at work (pp. 189-206). Mahwah, NJ: Erlbaum.
Lewis, S. (2011). Positive psychology at work how positive leadership and appreciative inquiry create inspiring organizations. Chichester, West Sussex: Wiley-Blackwell.
Northouse, P. (2012). Leadership : theory and practice (6th ed.). Los Angeles, London, New Delhi, Singapore, Washington D.C.: Sage Publications.
OECD (2012). Government at a Glance 2011 –Country Note: France
Owens, B., baker, W., & Cameron, K. (2004). Relational Energy at work: Establishing construct, nomological and predictive validity. Presented at the Academy of Management Meetings, San Antonio, Texas.
Panega, L. (2007). Positive Psychology: Implications for Leadership Development. Northern Illinois University.
Pendleton, D., & Furnham, A. (2011). Leadership: All you need to know all you need to know. Basingstoke: Palgrave Macmillan.
(2014). Positive Leadership. In Financial Times Lexicon (Vol. 1, p. 1). London: Pearson Plc. . Retrieved June 11, 2014, from
Roberts, L.M. (2007). From proving to becoming: How positive relationships create a context for self-discovery and self-actualization. In J.E. Dutton & B.R. Ragins (Eds.), Exploring positive relationships at work (pp. 29-46). Mahwah, NJ: Erlbaum.
Schneider, B. (1994). Organizational climate and culture. San Francisco: Jossey-Bass.
Schnell, R., & Hill, P. B. (2005). Methoden der empirischen Sozialforschung (7th ed.). München: Oldenbourg.
Smidts, A., Pruyin, A.T.H., & Van Riel, C.B.M. (2001). The impacts if employee communication and perceived external prestige on organizational identification. Academy of Management Journal, 44 (5), 1051-1062.
Sutton, R. (2011, October 24). How a Few Bad Apples Ruin Everything. The Wall Street Journal, p. 1. Retrieved June 13, 2014, from wsj&url=
THE HOFSTEDE CENTRE. (n.d.). Countries. Retrieved June 11, 2014, from
THE HOFSTEDE CENTRE. (n.d.). Dimensions. Retrieved June 10, 2014, from
THE HOFSTEDE CENTRE. (n.d.). Philippines. Retrieved June 13, 2014, from
THE HOFSTEDE CENTRE. (n.d.). Taiwan. Retrieved June 13, 2014, from
THE HOFSTEDE CENTRE. (n.d.). Germany. Retrieved June 12, 2014, from
THE HOFSTEDE CENTRE. (n.d.). France. Retrieved June 12, 2014, from
Yukl, G. A. (2006). Leadership in organizations (6th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall.
電子全文 Fulltext
論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus:開放下載的時間 available 2019-08-27
校外 Off-campus:開放下載的時間 available 2019-08-27

QR Code