Responsive image
博碩士論文 etd-0718116-130751 詳細資訊
Title page for etd-0718116-130751
論文名稱
Title
轉換型領導對員工建言行為影響之研究:工作敬業度之中介效果
The Influence of Transformational Leadership on Employee Voice Behavior: The Mediating Effect of Work Engagement
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
68
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
2016-07-21
繳交日期
Date of Submission
2016-08-18
關鍵字
Keywords
工作敬業度、轉換型領導、建言行為
Transformational Leadership, Voice Behavior, Work Engagement
統計
Statistics
本論文已被瀏覽 6079 次,被下載 145
The thesis/dissertation has been browsed 6079 times, has been downloaded 145 times.
中文摘要
轉換型領導是以充滿活力的願景和具有挑戰性的目標來激勵部屬的一種領導方式,讓部屬出現超越自我利益的意願與內在動機,進而投入額外努力追求成果。建言行為是員工為了改善組織現況,在工作職責要求之外自願表達意見。若轉換型領導能夠激發員工工作熱忱,專注投入工作角色,為組織奉獻心力,則將引導員工將組織利益置於個人私利之上,願意主動展現建言行為。
本研究的目的是探討轉換型的領導風格,能提高員工從事角色外的建言行為,且是透過員工工作敬業度的中介機轉而達成。本研究採用問卷調查法,並分為主管問卷及員工問卷蒐集不同變數資料,回收有效樣本中主管問卷100份及員工問卷270份。經由相關性分析及層級迴歸分析進行研究假設驗證,結果發現:
(一) 轉換型領導對員工的工作敬業度及建言行為皆有正向影響,但轉換型領導中「才智啟發」構面與建言行為未呈現顯著相關性。
(二) 工作敬業度與建言行為之間呈現正向關係。
(三) 員工的工作敬業度在轉換型領導與建言行為間呈現完全中介效果。
Abstract
The transformational leadership means a leader will offer a vigorous vision and challenged goal to his/her subordinators to encourage them to make their extra effort and pursue the result for the organization. The voice behavior is the behaviors that employees voluntarily offer ideas or suggestions to their organization for improvement. If transformational leadership could inspire employees to demonstrate their work engagement to follow theirs job role and devote for the organization, it might make employees to perform voice behavior more actively.
The purpose of this study is to study transformational leadership will increase the voice behavior of employees via a mediating effect upon employees’work engagement. Two versions of questionnaire have been to obtain data from 270 subordinate employees and 100 supervisors, using correlation and regression analysis to test hypotheses. The survey findings indicate that:
1. Transformational leadership has both positive impacts on work engagement and voice behavior of employees. Except "Intellectual stimulation", the other four dimensions of transformational leadership all have significant correlation with voice behavior.
2. There is a positive relationship between work engagement and voice behavior.
3. Work engagement has mediation effects between transformational leadership and voice behavior.
目次 Table of Contents
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……………………………………… 1
第二節 研究目的……………………………………………… 3
第二章 文獻探討……………………………………………… 4
第一節 轉換型領導…………………………………………… 4
第二節 工作敬業度…………………………………………… 8
第三節 建言行為……………………………………………... 13
第四節 轉換型領導、建言行為與工作敬業度的關係……… 18
第三章 研究方法……………………………………………… 21
第一節 研究架構……………………………………………... 21
第二節 研究對象……………………………………………... 22
第三節 研究工具……………………………………………... 25
第四節 資料分析……………………………………………... 29
第四章 結果分析……………………………………………… 30
第一節 各變項之間的相關程度……………………………... 30
第二節 轉換型領導各行為構面之影響性…………………… 33
第三節 各變項之影響性及中介檢定………………………… 34
第五章 討論與建議…………………………………………… 37
第一節 研究結果……………………………………………... 37
第二節 轉換型領導各構面對建言行為之影響……………... 40
第三節 研究限制……………………………………………... 41
第四節 研究貢獻與建議……………………………………... 42
參考文獻………………………………………………………. 43
附錄一 主管問卷……………………………………………… 52
附錄二 員工問卷……………………………………………… 56
參考文獻 References
一、 中文部分
王益明、許燕、湯圓,2011,從“滿意度"到“敬業度":轉變與啟示,第六屆海峽兩岸組織行為與人才開發學術研討會論文集。
伊莉禎,2013,工作契合度與建言行為-感知權力距離及人格特質的調節作用,高雄師範大學人力與知識管理研究所學位論文。
吳欣蓓、陸洛、顧家祈、張妤玥,2010,轉換型領導行為、部屬工作壓力及主管滿意度的關聯--人格特質為調節變項,中華管理學報,第十一卷第二期,頁1-30。
吳恬妤,2015,創造力人格、想像力對創新表現之影響-以建言行為為調節變項,國立中學大學企業管理學系碩士論文。
吳隆增、曹昆鵬、陳苑儀、唐貴瑤,2011,變革型領導行為對員工建言行為的影響研究,管理學報,第8卷第1期,61-80。
呂婉慈,2015,主管領導行為對部分工時員工工作敬業心影響之研究—以心理契約履行及高績效人力資源實務為中介變項,國立高雄應用科技大學人力資源發展系碩士論文。
李佑強,2106,領導型態、領導者與部屬交換關係對建言行為之研究-以部屬情緒智力為調節變項,銘傳大學國際企業學系碩士論文。
李柏賢,2013,主管領導風格對於部屬的工作滿意度及敬業貢獻度之研究—以上海地區台資企業為例,國立中山大學國際經營管理碩士學程碩士論文。
李金芳,2002,主管領導型態對部屬工作投入影響之研究-以南區國稅局為例,國立成功大學企業管理系碩博士論文
周瑋軒,2012,工作要求-資源模式、專業承諾與工作敬業心關係之研究-以南科及高科之高科技產業人員為例,國立高雄應用科技大學人力資源發展系碩士論文。
周麗芳、任金剛、林守紀,2013,轉型領導與建言行為:文化價值觀的關鍵角色,組織與管理,6(2),115-159。
林秀娟,2013,轉換型領導對員工創新行為影響之研究:中介與干擾混合模式分析,長榮大學經營管理研究所博士論文。
林傳洋,2008,關係認定取向與主管領導行為對建言的影響,高雄醫學大學心理學研究所碩士論文。
林曉萱,2015,轉換型領導對員工工作滿意及工作敬業之影響-以職場幸福感為中介變數,國立台北大學碩士論文。
洪啟強,2011,正向心理資本、工作敬業心、服務氣候與服務導向組織公民行為之研究,國立中山大學人力資源管理研究所碩士論文。
紀乃文、王誼臻,2012,轉換型領導與部屬工作績效:探討部屬多元適應性特質的干擾效果及部屬多元適配知覺的中介效果,第六屆海峽兩岸企業管理學術研討會,高雄:國立中山大學。
紀乃文、石惠菱、郭智涵,2015,建言或諌言?探討員工正、負向心情與建言行為的關係:轉換型與交易型領導的干擾效果,管理學報,第32卷,第1期,43-68頁。
胡心瑜,2015,威權領導與建言行為,成功大學企業管理學系碩士在職專班碩士論文。
唐永泰,2006,轉換型領導、工作動機與員工創新行為的關係,人力資源管理學報,第六卷第四期,pp 047-066。
袁貞貞,2014,轉換型領導、員工激勵與組織承諾關聯之實證研究,人文暨社會科學期刊,第十卷,第二期,頁39-50。
張容容,2013,組織文化認知與建言行為關係之研究-人格特質的調節作用,國立嘉義大學企業管理學系碩士論文。
張萱苹,2013,組織中的建言行為:員工目標導向與主管建言行為之探討,國立政治大學心理學研究所碩士論文。
張璇、黃昱方(2015),角色清晰認知、員工敬業度和角色外行為的關係研究,人力资源管理,12期,P252 – 253。
陳竹慧,2014,領導風格與工作投入之關係兼論教育訓練之干擾影響-以國際線空服員為例,中國文化文學國際企業管理學系博士論文。
陳妍秀,2013,轉換型領導與員工建言行為間關係之研究,國立成功大學企業管理研究所碩士論文。
陳彥君、許含笑,2013,提升工作團體認同:探討轉換型領導與部屬性格之角色,人力資源管理學報,13卷2期,頁:73-100。
陳淑玲、黃讌茹,2014,轉換型領導對工作敬業心的影響歷程:心理資本與服務氣候之跨層次中介觀點,臺大管理論叢,第25卷第1期,頁1-27。
陳靚芸,2014,人格特質與建言行為,成功大學企業管理學系碩士在職專班碩士論文。
曾信超、李元墩、康榮民,2008,轉換型領導、工作滿足與組織承諾關係之研究:以調節焦點為中介變數,企業管理學報,第78期,頁84-121。
曾信超、康榮民,2010,轉換型領導、組織變革不確定感與組織承諾關係之研究--以調節焦點為中介變數,中山管理評論,第十八卷第四期,頁915-948。
游佳臻,2014,員工建言行為回顧性研究,科技與人力教育季刊,第1卷第2期,20-32頁。
程瑩如,2014,組織氣候對員工敬業度之影響及工作滿意度的中介效果-以台灣製造業廠商為例,國立中山大學企業管理學系研究所碩士論文。
童惠玲、鄒美卿,2015,結構距離下轉換型領導如何影響工作角色績效?支持與變革開放度之促化表現,人力資源管理學報,第15卷,第4期,51-90頁。
黃家齊、李雅婷、趙慕芬(譯), 2014, Organizational Behavior 組織行為學(Robbins, S. P., Jodge Timothy A.), 15th ed., 台北市, 華泰文化。
溫金豐、林裘緒、錢書華,2011,轉換型領導與組織認同:領導者組織典範性知覺的調節效果,台大管理論叢,21卷2期,頁265-285。
葉靜輝,2015,主動性人格、轉換型領導、服務氣候、服務績效與顧客滿意度—多層次之研究,國立中央大學人力資源管理研究所博士論文。
董文慧、顏志龍,2008,轉換型領導與交易型領導對領導者與部屬交換關係之預測效果-價值觀相似性的中介效果,復興崗學報,91期,頁19-48。
詹姿誼,2012,主管工作不安全感、職業壓力、不當監督、部屬工作敬業心與創新行為關係之研究,國立中山大學人力資源管理研究所碩士論文。
鄭仁偉、盧國銘、簡剛民、林宜蓁,2010,人力資源管理滿意度與員工建言之關係-心理安全感的中介效果,中小企業發展季刊,第16期,pp109-131。
鄭仁偉,2011,從倫理領導到員工建言行為: 探討中介的機制與干擾的角色,國立臺灣科技大學企業管理系,行政院國家科學委員會專題研究計畫成果報告。
鄭宜芳,2014,家長式領導、情感信任與員工建言行為,成功大學企業管理學系碩士在職專班碩士論文。
賴彥如、黃同圳 (2007). 「人力資源管理措施對情感性承諾之影響—轉換型領導知覺之調節效果探討」,人力資源管理學報,第7卷第2期,pp.93-111。
錢佳玲,2015,知覺建言氣候、建言行為、個人組織變革準備與員工工作態度關係之研究,淡江大學企業管理學系碩士在職專班碩士論文。


二、 英文部分
Aryee, S., Walumbwa, F. O., Zhou, Q., & Hartnell, C. A. (2012). Transformational leadership, innovative behavior, and task performance: Test of mediation and moderation processes. Human Performance, 25:1-25.
Avery, D. R. (2003). Personality as a predictor of the value of voice. The Journal of Psychology, 137(5), 435-446.
Bass, B. M. (1985). Leadership and performance beyond expectations. New York: Free.
Bass, B. M. (1998). Transformational leadership: Industry, military, and educational impact. Mahwah, NJ:Erlbaum.
Bass, B. M. & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage, Thousand Oaks, CA.
Bakker, A.B. and Demerouti, E. (2008). “Towards a model of work engagement”, Career Development International, Vol. 13 No. 3, pp. 209-223.
Bakker, A.B. and Schaufeli, W.B. (2008). “Work engagement: An emerging concept in occupational health psychology”, Work & Stress, Vol. 22, No. 3, pp.187-200.
Bakker, A.B., & Leiter, M.P. (Eds.) (2010). Work engagement: A handbook of essential theory and research. New York: Psychology Press.
Bennis, W., & Nanus, B. (1985). Leaders: Strategies for taking charge. New York: Harper & Row.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
Botero, I. C., & Van Dyne, L. (2009). Employee voice behavior interactive effects of LMX and power distance in the United States and Colombia. Management Communication Quarterly, 23(1), 84-104.
Bryman (1992). Charisma and Leadership in Organizations. Newbury Park, CA: Sage.
Bryson, A. (2004). Managerial responsiveness to union and nonunion worker voice in Britain. Industrial Relations: A Journal of Economy and Society, 43(1), 213-241.
Burns, J. M. (1978). Leadership, New York: Haper & Row.
Burris, E. R. (2012). “The Risk and Rewards of Speaking Up: Managerial Responses to Employee Voice,” Academy of Management Journal, 55(4): 851-875.
Chaurasia, Swati & Shukla, Archana (2014), Psychological Capital, LMX, Employee Engagement & Work Role Performance, Indian Journal of Industrial Relations, Vol. 50, No. 2.
Christian, M. S., Garza, A. S., and Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64 (1): 89-136.
Conger, J. A. (1990). The dark side of leadership. Organizational Dynamics, 19(2): 44–55.
Conger, J. A., & Kanungo R. N. (1998). Charismatic Leadership in Organizations. Thousand Oaks, CA:Sage.
Detert, J., and Burris, E. (2007). Leadership Behavior and Employee Voice: Is the Door Really Open. Academy of Management Journal, 50(4): 869-884.
Erickson, T. J. (2005). Testimony submitted before the U.S. Senate Committee on Health, Education, Labor and Pensions. May, 26. (https://www.gpo.gov/fdsys/pkg/CHRG-109shrg21585/html/CHRG-109shrg21585.htm)
Frank, M. J., Seeberger, L. C., & O’Reilly, R. C. (2004). By carrot or by stick: Cognitive reinforcement learning in parkinsonism. Science, 306, 1940–1943.
Gardner, W. L., & Avolio, B. J. (1998). The charismatic relationship: A dramaturgical perspective. Academy of Management Review, 23: 32-58.
Gorden WI, Infante DA & Graham EE. (1988). Corporate conditions conducive to employee voice: A subordinate perspective. Employee Responsibilities and Rights Journal, 1(2), 101–111.
Hirschman, A. (1970). Exit, Voice and Loyalty: Responses to Decline in Firms, Organizations and States, Cambridge, MA, Harvard University Press.
Hsiung, H. H. (2012). Authentic leadership and employee voice behavior: A multi-level psychological process. Journal of business ethics, 107(3), 349-361.
Huang X, Van de Vliert E & Van der Vegt G. (2005). Breaking the silence cultures: Stimulation of participation and employee opinion withholding cross-nationally. Management and Organization Review, 1(3), 459–482.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692-724.
Kahn, W. A. (1992). To be fully there: Psychological presence at work. Human Relations, 45(4): 321-349.
Katz, D., and Kahn, R. (1978). The Social Psychology of Organizations (2nd ed.), John Wiley, New York.
Kruse, Kevin. (2012). Employee Engagement 2.0: How to Motivate Your Team for High Performance. CreateSpace (2nd ed.), PA.
LePine, J. A., and Van Dyne, L. (1998). Predicting Voice Behavior in Work Groups. Journal of Applied Psychology, 83(6): 853-868.
Liang, J., Farh, C. I., & Farh, J. L. (2012). Psychological antecedents of promotive and prohibitive voice: A two-wave examination. Academy of Management Journal, 55(1), 71-92.
Liu, W., Zhu, R., & Yang, Y. (2010). I warn you because I like you: Voice behavior, employee identification, and transformational leadership. Leadership Quarterly, 21(1), 189-202.
Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology: 1297-1350. Chicago: Rand McNally.
Macey, W.H. and Schneider, B. (2008), “The meaning of employee engagement”, Industrial and Organizational Psychology, Vol. 1 No. 1, pp. 3-30.
Macey, W. H., Schneider, B., Barbera, K. M., & Young, S. A. (2009). Employee engagement: Tools for analysis, practice, and competitive advantage. Malden, WA: Wiley-Blackwell.
Maslach, C. & Leiter, M.P. (1997). The truth about burnout: How organizations cause personal stress and what to do about it. San Francisco, CA: Jossey-Bass.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52(1), 397-422.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational & Organizational Psychology, 77, 11-37.
Maynes, T. D., & Podsakoff, P. M. (2014). Speaking more broadly: An examination of the nature, antecedents, and consequences of an expanded set of employee voice behaviors. Journal of Applied Psychology, 99(1), 87-112.
Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003). Anexploratory study of employee silence: Issues that employees don’t communicate upward and why. Journal of Management Studies, 40, 1453–1476.
Morrison, E. W. (2011). Employee voice behavior: Integration and directions for future research. The Academy of Management Annals, 5(1), 373-412.
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviors. The Leadership Quarterly, 1: 107-142.
Pounder, J.S. (2001). ‘New Leadership’ and University Organizational Effectiveness: Exploring the Relationship, Leadership & Organizational Development Journal, 22(6): 281-290.
Premeaux, S.F. and Bedeian, A.G. (2003), “Breaking the silence: the moderating effects of self-monitoring in predicting speaking up in the workplace”, Journal of Management Studies, Vol. 40, pp. 1537-62.
Rothbard, N. P. (2001). Enriching or depleting? The dynamics of engagement in work and family roles. Administrative Science Quarterly, 46, 655-84.
Saks, A.M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619.
Scandura, T. A. and Williams, E. A. (2004), "Mentoring and transformational leadership: The role of supervisory career mentoring, Journal of Vocational Behavior, 65, pp.448-468.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of Engagement and burnout: A confirmative analytic approach. Journal of Happiness Studies, 3, 71-92.
Schaufeli, W.B.; Bakker, A.B. (2004). “Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study”, Journal of Organizational Behavior, volume 25, pp. 293-315.
Senge, P.M. (1990). The fifth discipline-The art and practice of the learning organization. New York: Currency Doubleday Press.
Shin, S. J.,Zhou, J. (2003).Transformational leadership, conservation, and creativity: Evidence from Korea. Academy of Management Journal, 46(6), 703-714.
Shuck, B. and Wollard, K. (2010). “Employee engagement and HRD: a seminal review of the foundations”, Human Resource Development Review, Vol. 9 No. 1, pp. 89-110.
Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: It's nature and antecedents. Journal of Applied Psychology, 68(4), 653-663.
Swati Chaurasia & Archana Shukla (2014). Psychological Capital, LMX, Employee Engagement & Work Role Performance, The Indian Journal of Industrial Relations, Vol. 50, No. 2, p342-356.
Sweetman, D., & Luthans, F. (2010). The power of positive psychology: Psychological capital and work engagement. In Bakker, A. B., & Leiter, M. (Eds.), Work Engagement: A Handbook of Essential Theory and Research (pp. 54-68). New York, NY: Psychology Press.
Thomas W. H. Ng, Daniel C. Feldman (2012) Employee voice behavior: A meta-analytic test of the conservation of resources framework. Journal of Organizational Behavior. Volume 33, Issue 2, 216–234.
Van Dyne, L., Ang S., and Botero, Isabel C. (2003). Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs. Journal of Management Studies, 40:6, 1359-1392.
Withey, M. J., & Cooper, W. H. (1989). Predicting exit, voice, loyalty and neglect. Administrative Science Quarterly, 34, 521-539.
Wood, S. (1999) Human Resource Management and Performance, International Journal of Management Reviews, 1(4): 367–413.
Yukl, G. A. (1989). Leadership in Organization (2nd ed.). Englewood Cliffs, NJ: Prertice Hall.
Yukl, G. A. (1999). An evaluation of conceptual weaknesses in transformational and charismatic leadership theories. The Leadership Quarterly, 10(2): 285−305.
Yukl, G. A. (2013). Leadership in organizations (8th ed.). Upper saddle River, NJ: Prentice-Hall.
Van Dyne L, Cummings LL, & McLean Parks J. (1995). Extra-role behaviors: in pursuit of construct and definitional clarity (a bridge over muddied waters). Research in Organizational Behavior, 17, 215-285.
Zhou J & George JM. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44(4), 682–696
鄭仁偉 (2011). From Ethical Leadership to Employee Voice Behavior: an Examination of Mediating Mechanism and Moderating Role(從倫理領導到員工建言行為: 探討中介的機制與干擾的角色),國立臺灣科技大學企業管理系政府研究計畫。

三、網站資訊:
Aon Hewitt (怡安翰威特)
http://www.aon.com/attachments/human-capital-consulting/2014-trends-in-global-employee-engagement-report.pdf
http://www.nownews.com/n/2014/08/21/1380450
Bain & Company (貝恩)
Management Tools & Trends 2015, http://www.bain.com/publications/articles/management-tools-and-trends-2015.aspx
Gallup (蓋洛普)
http://employeeengagement.com/wp-content/uploads/2013/06/Gallup-2013-State-of-the-American-Workplace-Report.pdf
Hay Group (合益集團)
Hay Group New Rules of Engagement Report.pdf
http://www.haygroup.com/en/your-challenges/engaging-your-people/
http://www.haygroup.com/en/our-library/whitepapers/
Willis Tower Watson (韜睿惠悅)
https://www.towerswatson.com/zh-TW/Insights/IC-Types/Survey-Research-Results/2014/08/the-2014-global-workforce-study
電子全文 Fulltext
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 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus: 已公開 available


紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code