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姓名 洪佳慧(Chia-hui Hung) 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) 仁慈領導影響情感性組織承諾與工作績效之研究-工作不安全感的調節作用
論文名稱(英) The Influence of Benevolent Leadership among Affective Commitment and Job Performance:The Moderating Effect of Job Insecurity
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    紙本論文:1 年後公開 (2015-09-04 公開)

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    論文語文/頁數 中文/75
    統計 本論文已被瀏覽 5672 次,被下載 143 次
    摘要(中) 在一個組織中,領導者扮演極重要的角色。由領導者帶領一群追隨者來達成組織的目標,而組織目標能達成何種的程度、形塑成何種的組織文化、營造出何種的組織氛圍,皆與領導者的領導息息相關。而仁慈領導是廣泛存在於華人企業中的一種關照部屬的領導行為,係針對領導者仁慈領導行為對部屬情感性組織承諾及工作績效是否會受到工作不安全感的影響進行探討。本研究目的如下:
    一、探討領導者的仁慈領導行為,對於部屬情感性組織承諾之影響
    二、探討領導者的仁慈領導行為,對於部屬工作績效之影響
    三、探討工作不安全感是否會調節仁慈領導行為對情感性組織承諾的影響
    四、探討工作不安全感是否會調節仁慈領導行為對工作績效的影響
    本研究採用問卷調查法,問卷發放數為700份,總計回收462份,扣除填答不完整、亂答、具明顯反應傾向之問卷後,有效問卷354份,本研究獲得以下結論:
    1、領導者的仁慈領導行為,對於部屬情感性組織承諾有正向影響
    2、領導者的仁慈領導行為,對於部屬工作績效有正向影響
    3、工作不安全感會調節領導行為對部屬情感性組織承諾之影響
    4、工作不安全感會調節仁慈領導行為對工作績效之影響
    關鍵字:仁慈領導、情感性組織承諾、工作績效、工作不安全感
    摘要(英) This study is to investigate the moderating role of job insecurity in the relationship between benevolent leadership behavior and affective commitement and job performance. The purpouses of this study are to investigate the following relationship:
    1.The relationship between benevolent leadership behavior and affective commitment.
    2.The relationship between benevolent leadership behavior and job performance.
    3.The moderating effects fo job insecurity influence in the relationship between benevolent leadership behavior and affective commitment.
    4.The moderating effects of job insecurity influence in the relationship between benevolent leadership behavior and job performance.
    The questionnaires were distributed to 700 employees from different companies, and the number of the returned questionnaire was 462. Among them, there were 354 effective questionnaires. The result of this study include:
    1.Benevolent leadership behavior has positive effort on affective commitment.
    2.Benevolent leadership behavior has positive effort on job performance.
    3.Job insecurity has moderating effects in the relationshilp between benevolent leadership behavior and affective commitment.
    4.Job insecurity has moderating effects in the relationship between benevolent leadership behavior and job performance.
    Keywords:Benevolent Leadership Behavior, Affective Commitment, Job Performance, Job Insecurity
    關鍵字(中)
  • 工作不安全感
  • 工作績效
  • 情感性組織承諾
  • 仁慈領導
  • 關鍵字(英)
  • Affective Commitment
  • Benevolent Leadership Behavior
  • Job Performance
  • Job Insecurity
  • 論文目次 目 錄
    論文審定書 i
    誌謝 ii
    中文摘要 iii
    英文摘要 iv
    第一章 緒論 1
    第一節 研究背景與動機 4
    第二節 研究目的 2
    第二章 文獻探討 3
    第一節 領導之定義與起源 3
    第二節 仁慈領導 6
    第三節 情感性組織承諾 10
    第四節 工作績效 14
    第五節 工作不安全感 16
    第三章 研究方法 20
    第一節 研究架構與假設 20
    第二節 研究樣本 21
    第三節 研究工具 23
    第四節 施測程序 28
    第五節 資料分析方法 28
    第四章 結果分析 30
    第一節 各變項之描述性統計量 30
    第二節 各變項間之相關30
    第三節 工作不安全感的調節效果 33
    第五章 結論與建議 38
    第一節 研究結果 38
    第二節 研究限制 39
    第三節 管理意涵 39
    參考文獻 41
    附錄 研究問卷 49
    圖目錄
    圖3-1 研究架構 20
    圖4-1 高低工作不安全感對仁慈領導與情感性組織承諾之調節影響 35
    圖4-2 高低工作不安全感對仁慈領導與工作績效之調節影響 37
    表目錄
    表2-1 領導的定義 4
    表2-2 家長式領導行為與部屬反應 9
    表2-3 組織承諾的定義 11
    表2-4 組織承諾的分類 12
    表2-5 工作績效的定義 14
    表2-6 工作不安全感的定義 17
    表3-1 樣本組成(N=354) 22
    表3-2 仁慈領導量表之問卷題項 23
    表3-3 情感性組織承諾量表之問卷題項 24
    表3-4 工作績效量表之問卷題項 24
    表3-5 工作不安全感量表之問卷題項 26
    表3-6 權力距離量表之問卷題項 27
    表3-7 社會讚許量表之問卷題項 27
    表4-1 本研究各變項之描述性統計與相關係數 32
    表4-2 工作不安全感對仁慈領導與情感性組織承諾的調節效果之階層迴歸分析 34
    表4-3 工作不安全感對仁慈領導與工作績效的調節效果之階層迴歸分析 36
    表5-1 研究假設結果整理表 38
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    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 2014-08-28 繳交日期 2014-09-04

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