Responsive image
博碩士論文 etd-0804114-163813 詳細資訊
Title page for etd-0804114-163813
論文名稱
Title
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
The Influence of Benevolent Leadership among Affective Commitment and Job Performance:The Moderating Effect of Job Insecurity
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
75
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
2014-08-28
繳交日期
Date of Submission
2014-09-04
關鍵字
Keywords
工作不安全感、工作績效、情感性組織承諾、仁慈領導
Affective Commitment, Benevolent Leadership Behavior, Job Performance, Job Insecurity
統計
Statistics
本論文已被瀏覽 5892 次,被下載 162
The thesis/dissertation has been browsed 5892 times, has been downloaded 162 times.
中文摘要
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
Abstract
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
目次 Table of Contents
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
參考文獻 References
一、中文部分
王安智 (2004)。從轉型式領導到創造性績效產出的心理歷程,國立臺灣大學心理學研究所碩士論文。
王志剛譯,Dessler G.著 (1983)。管理學導論,台北:華泰書局。
王新怡(2003),家長式領導、信任與員工效能,國立中山大學人力資源管理研究所碩士論文。
王萌、許百華 (2011)。工作不安全感的研究現狀與展望,人類工效學,17卷2期:頁92-95。
包明章 (2005)。轉換型領導方式對於機動保安警察替代役男士氣提昇認知之研究-以內政部警政署保安警察第一總隊為例,玄奘大學公共事務管理學系碩士在職專班碩士論文。
李志、李業川 (2008)。工作不安全感影響因素及對策研究,現代管理科學,2期:頁62-63。
余德成 (1996)。品質管理人性面系統因素對工作績效之影響,國立中山大學企業管理學系博士論文。
溫金豐、錢書華、蘇建全 (2007)。高科技組織工程專業人員工作不安全感之研究,
東海管理評論,9卷1期:頁147-192。
林姿葶、鄭伯壎 (2012)。華人領導者的噓寒問暖與提攜教育:仁慈領導之雙構面模式。本土心理學研究, 37卷,頁253-302。
林家五、王悅縈、胡宛仙 (2012)。真誠領導與仁慈領導對組織公民行為及主管忠誠之差異效果。本土心理學研究 ,38卷,頁205-256。
胡衛鵬、時勘 (2004)。組織承諾研究的進展與展望,心理科學進展,12卷1期:頁103-110。
郇小冬 (2008)。主管領導風格對部屬因應行為及績效表現之影響:以高等教育體系為例,國立成功大學經營管理研究所碩士論文。
張劍、馮儉、李淩雲 (2009)。領導對員工創造性績效的影響機制研究,北京科技大學學報(社會科學版),25卷4期:頁38-42。
張珮芸 (2009)。人力精簡方法對留任員工的工作不安全感及組織承諾的影響,國
立中山大學人力資源管理研究所碩士論文。
張潤書 (1985)。組織行為與管理,台北:五南圖書出版公司。
邱瑞深(1993)。領導行為、工作士氣與工作績效之關係研究,文化大學國際企業管理研究所碩士論文。
楊國樞、鄭伯壎 (1989)。傳統價值觀、個人現代性及組織行為:後儒家假說的一項微觀驗證,中央研究院民族學研究所集刊,64期:頁1-49
褚昀婷 (2012)。管理教練技能對情感性組織承諾之影響 : 以信任為中介變項,國立中央大學人力資源管理研究所碩士論文。
樊景立、鄭伯壎 (1997)。華人自評式績效考核中的自謙偏差:題意、謙虛價值及自尊的影響,中華心理學刊,39卷2期:頁127-180。
樊景立、鄭伯壎 (2000)。華人組織的家長式領導:一項文化觀點的分析,本土心理學研究,13期:127-130。
廖大慶 (2010)。在經濟危機下勞動條件調整對於員工工作不安全感及工作態度的
影響,國立中山大學人力資源管理)研究所碩士論文。
蔡松純、鄭伯壎、周麗芳、姜定宇、鄭弘岳 (2009)。領導者上下關係認定與部屬利社會行為:權力距離之調節效果,中華心理學刊,51卷1期:頁121-138。
盧瑞陽 (1998)。組織改變與工作不安全感對組織行為後果之影響,國立台灣大學商學研究所博士論文。
鄭伯壎 (1995b)。差序格局與華人組織行為,本土心理學研究,3期:142-219。
鄭伯壎、周麗芳、樊景立 (2000)。家長式領導:三元模式的建構與測量,本土心理學研究,14期:3-64。
蘇義祥 (1999)。中華電信專戶服務部門領導型態與工作績效關係之研究 : 服務人員特質及成熟度的調節作用,國立中山大學企業管理研究所碩士論文。

二、英文部分
Adkins, C. L., Werbel, J. D., & Farh, J. L. (2001). A field study of job insecurity during
a financial crisis. Group & Organization Management, 26: 463-483.
Alge, B. J., Ballinger, G. A., Tangirala, S., & Oakley, J. L. (2007). Information privacy in organizations: Empowering creative and extrarole performance. Journal of applied Psychology, 91(1): 221-232.
Allen, T. D., Eby, L. T., Poteet, M. L., Lima, L., & Lentz, E. (2004). Mentoring benefits: A meta-analysis. Journal of Applied Psychology, 89: 129-136.
Amabile, T. M. (1983). The social psychology of creativity. New York: Springer-Verlag.
Amabile, T.M. & Conti, R. (1999). Changes in the work organization for creativity during downsizing. Academy of Management Journal, 42: 630-640.
Aquino, K. (2000). Structural and individual determinants of workplace victimization: The effects of hierarchical status and conflict management style. Journal of Management, 26: 171-193.
Ashford, S. J., Lee, C., & Bobko, P. (1989). Content, causes, and consequences of job
insecurity: A theory-based measure and substantive test. Academy of Management Journal, 4: 803-829.
Ashforth, B. (1994). Petty tyranny in organizations. Human Relations, 47: 755-778.
Bamberger, P. A., & Bacharach, S. B. (2006). Abusive supervision and subordinate problem drinking: Taking resistance, stress, and subordinate personality into account. Human Relations, 59: 1-30.
Bies, R. J., & Tripp, T. M. (1998). Revenge in organization: The good, the bad, and the ugly. In R. Griffin, A. O’Leary-Kelly, & J. Collins (Eds.), Dysfunctional behavior in organizations: Non-violent dysfunctional behavior (pp. 49-67). Stamford, CT: JAI Press.
Blumberg, M., & Pringle, C. (1982). The missing opportunity in organizational research: Some implications for a theory of work performance. Academy of Management Review, 7: 560-569.
Borman, W. C. & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt and W.C. Borman (Eds.), Personnel selection in organizations. San Francisco: Jossey-Bass.
Dorfman, P., & Howell, J. (1988). Dimensions of national culture and effective leadership patterns. Hofstede revisited: JAI Press.
Duffy, M. K., Ganster, D. C., & Pagon, M. (2002). Social undermining and social support in the workplace. Academy of Management Journal, 45: 331-351.
Duffy, M. K., Ganster, D., & Pagon, M. (2002). Social undermining and social support in the workplace. Academy of Management Journal, 45: 331-351.
Dupre, K. E., Inness, M., Connelly, C. E., Barling, J., & Hoption, C. (2006). Workplace aggression in teenage part-time employee. Journal of Applied Psychology, 91: 987-997.
Feather, N.T., & K.A. Rauter. (2004). “Organizational Citizenship Behaviours in
Relation to Job Status, Job Insecurity, Organizational Commitment and Identification, Job Satisfaction and Work Values.” Journal of Occupational and Organizational Psychology, 77: 81–94.
Ferrie, J.E., Shipley, M.J., Stansfeld, S.A. & Marmot, M.G. (2002). Effects of chronic
job insecurity and change in job security on self-reported health, minor psychiatric morbidity, physiological measures, and health related behaviours in British civil servants: The Whitehall study. Journal of Epidemiology and Community Health, 56: 450-454.
Greenhalgh, L., & Rosenblatt, Z. (1984). Job insecurity: Toward conceptual clarity.
Academy of Management Review, 3: 438-448.
Greenhalgh, L., & Rosenblatt, Z. (2010). Evolution of Research on Job Insecurity. International Studies of Management and Organization, 40: 6-19.
Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly ,18: 252-263.
Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. Leadership Quarterly, 18: 252-263.
Hellgren, J., M. Sverke, & K. Isaksson (1999). A Two-Dimensional Approach to Job Insecurity: Consequences for Employee Attitudes and Well-Being. European Journal of Work and Organization Psychology, 8: 179-195.
Hobfoll, G. H. (1988). Conservations of resources: A new attempt at conceptualizing stress. American Psychologist, 44: 513-524.
Hobfoll, G. H., & Shirom, A. (2001). Handbook of organizational behavior. New York: Marcel Dekker.
Hoel, H..,& Copper, C. L. (2001). Origins of bullying: Theoretical frameworks for explaining workplace bullying. In N. Tehrani (Ed.), Building a culture of respect: Managing bullying at work: pp. 3-19. London: Taylor & Francis.
Huang, G. H., Lee, C., Ashford, S. J., Chen, Z. X. & Ren, X. P. (2010a). Affective job insecurity: a moderation of the cognitive job insecurity-employee outcomes relationships. International Studies of Management & Organizations, 40: 20-39.
Huang, G. H., Niu, X. Y., Ashford, S. J. & Lee, C. (2010b). A study of the antecedents and outcomes of job insecurity: differences between cognitive and affective job insecurity. Annual Academy of Management Meetings, Montreal, Canada, August.
Huang, X. & Bond, M. H. (2012). Handbook of Chinese Organizational Behavior. Cheltenham, UK: Edward Elgar.
Inness, M., Barling, J., & Turner, N. (2005). Understanding supervisor-targeted aggression: A within-person, between-jobs design. Journal of Applied Psychology, 90: 731-739.
Katz, D., & Kahn, R. (1966). The social psychology of organizations. New York:
Wiley.
Keashly, L. (1998). Emotional abuse in the workplace: Conceptual and empirical issues. Journal of Emotional Abuse, 1: 85-117.
Keashly, L., Trott, V., & MacLean, L. M. (1994). Abusive behavior in the workplace: A preliminary investigation. Violence and Victims, 9: 341-357.
Korman, A. (1977). Organization Behavior, Prentice Hall, Inc. Englewood Cliffs, N.J.
Lee, C., Bobko, P., Ashford, S.J., Chen, Z.X., & Ren, X.P. (2008). Cross-cultural development of an abridged job insecurity measure. Journal of Organizational Behavior, 29: 373-390.
Lee, C., P. Bobko, & Z.X. Chen. (2006). Investigation of the Multidimensional Model of Job Insecurity in China and the USA. Applied Psychology, 55(4): 512-540.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1: 61-89.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61: 20-52.
Morrow, P.C. (1983). Concept redundancy in organizational research: The case of work commitment. Academy of Management Review, 8(3): 486-500.
Motowidlo, S. J., & Van Scotter, J. R. (1994). Evidence that task performance should be distinguished from contextual performance. Journal of Applied Psychology, 79: 475-480.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. New York: Academic Press.
O’reilly, C. A.& Chatman, J. (1986). Organizational commitment and psychological attachment: the effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71: 492-499.
Probst, T. M., Stewart, S., Gruys, M. L. & Tierney, B. W. (2007). Productivity, counterproductivity, and creativity: The ups and downs of job insecurity. Journal of Occupational and Organizational Psychology, 80: 479-497.
Probst, T.M. (2003). Development and Validation of the Job Security Index and the Job Security Satisfaction Scale: A Classical Test Theory and IRT Approach. Journal of Occupational and Organizational Psychology, 76: 451-467.
Reisel, W.D., & M. Banai (2002). Job Insecurity Revisited: Reformulating with Affect. Journal of Behavioral and Applied Management, 4: 87-91.
Shin, S. J., & Zhou, J. (2003). Transformational leadership, conservation, and creativity: Evidence from Korea. Academy of Management Journal, 46: 703-714.
Steers, R. M. (1977). Organizational effectiveness: A behavioral view. Santa Monica, CA: Goodyear.
Sverke, M., Hellgren, J., & Näswall, K. (2006). Job insecurity: A literature review (Report no. 1). National Institute for Working Life.
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43: 178-190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33: 261-289.
Tepper, B. J., Duffy, M. K., & Shaw, J. D. (2001). Personality moderators of the relationship between abusive supervision and subordinates’ resistance. Journal of Applied Psychology, 86: 974-983.
Thibaut, J., & Walker, L. (1975). Procedural justice: A psychological analysis.
Hillsdale, NJ: Erlbaum.
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