請用此 Handle URI 來引用此文件：
http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/42705完整後設資料紀錄
| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 鄭伯壎(Bor-Shiuan Cheng) | |
| dc.contributor.author | Wan-Ju Chou | en |
| dc.contributor.author | 周婉茹 | zh_TW |
| dc.date.accessioned | 2021-06-15T01:20:21Z | - |
| dc.date.available | 2012-07-27 | |
| dc.date.copyright | 2009-07-27 | |
| dc.date.issued | 2009 | |
| dc.date.submitted | 2009-07-27 | |
| dc.identifier.citation | 牛君白（2006）。「家長式領導及其效能再探：一項情境故事法的分析」（未發表之碩士論文）。台北：國立台灣大學心理學研究所。
王讚源（1989）。「中國法家哲學」。台北：東大圖書公司。 任金剛、樊景立、鄭伯壎、周麗芳（2003）。「高階主管之家長式領導與組織效能：一項個人與組織層次的分析」。教育部華人本土心理學研究追求卓越計畫研究報告。台北：國立台灣大學。 余安邦（1993）。社會取向成就動機與個我取向成就動機不同嗎？從動機與行為的關係加以探討。「中央研究院民族學研究所集刊」，76期，197-224。 余安邦、楊國樞（1987）。社會取向成就動機與個我取向成就動機：概念分析與實徵研究。「中央研究院民族學研究所集刊」，64期，51-98。 余英時（1976）。「史學與傳統」。台北：時報出版公司。 吳宗祐（2008）。由華人主管威權領導到員工工作滿意度與組織承諾：信任的中介歷程與情緒智力的調節效果。「本土心理學研究」，30期，3-63。 吳宗祐、徐瑋伶、鄭伯壎（2002）。怒不可遏？或忍氣吞聲？華人企業中主管威權領導行為與部屬憤怒情緒反應的關係。「本土心理學研究」，19期，3-49。 林毓生（1989）。什麼是「創造性轉化」？。「政治秩序與多元社會」。台北：聯經。 翁儷偵（1998）。評定量尺標示語之心理量尺值研究：頻率及同意度。「中華心理學刊」，40卷，1期，73-86。 黃光國（1991）。「王者之道」。台北：台灣學生書局。 彭泗清（1997）。中國人真的對人不對事嗎？。「本土心理學研究」，7期，340-356。 彭台光、高月慈、林鉦棽（2006）。管理研究中的共同方法變異：問題本質、影響、測試和補救。「管理學報」，23(1)，77-98。 楊國樞（1993）。中國人的社會取向：社會互動的觀點。見楊國樞、余安邦（主編）：「中國人的心理與社會行為─理念及方法篇」，87-142。台北：桂冠圖書公司。 楊國樞（1995）。家族化歷程、泛家族主義、及組織管理。「臺灣與大陸的企業文化及人力資源管理研討會論文集」。台北：信義文化基金會。 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，1-49。 閻書昌（2002）。先秦法家之「勢」論的心理學詮釋。「本土心理學研究」，18期，267-295。 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，127-180。 鄭伯壎（1991）。家族主義與領導行為。楊中芳、高尚仁（主編）：「中國人、中國心：人格與社會篇」，頁365-407。台北：遠流出版公司。 鄭伯壎（1993）。「家長權威價值與領導行為之關係探討」。行政院國家科學委員會專題研究報告（計畫編號：NSC82-0301-H002-029）。 鄭伯壎（1995）。家長權威與領導行為之關係：一個台灣民營企業主持人的個案研究。「中央研究院民族學研究所集刊」（台北），79期，119-173。 鄭伯壎（2004）。華人文化與組織領導：由現象描述到理論驗證。「本土心理學研究」，22期，195-251。 鄭伯壎（2005）。「華人領導：理論與實際」。台北：桂冠圖書公司。 鄭伯壎、周麗芳（2005）。「家長式領導三元模式：現代轉化及其影響機制─威權領導：法家概念的現代轉化」。行政院國家科學委員會專題研究計畫成果報告（計畫編號：NSC 94-2413-H-002-003-PAE）。 鄭伯壎、周麗芳、樊景立（2000）。家長式領導量表：三元模式的建構與測量。「本土心理學研究」，14期，3-64。 鄭伯壎、周麗芳、黃敏萍、樊景立、彭泗清（2003）。家長式領導的三元模式：中國大陸企業組織的證據。「本土心理學研究」，19期，209-250。 鄭伯壎、黃敏萍（2000）。華人企業組織中的領導：一項文化價值的分析。「中山管理評論」，8卷，4期，583-617。 鄭伯壎、黃敏萍、周麗芳（2002）。家長式領導及其效能：華人企業團隊的證據。「香港華人心理學報」，3卷，1期，85-112。 鄭伯壎、樊景立、周麗芳（2006）。「家長式領導：模式與證據」。台北：華泰。 鄭伯壎、謝佩鴛、周麗芳（2002）。校長領導作風、上下關係品質及教師角色外行為：轉型式與家長式領導的效果。「本土心理學研究」，17期，105-161。 盧瑞容（2000）。戰國時代「勢」概念發展析探。「臺大歷史學報」，25期，53-83。 蕭公權（1992）。「中國政治思想史」。台北：聯經。 Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage. Anderson, J. C., & Gerbing, D. W. (1991). Predicting the performance of measures in a confirmatory factor analysis with a pretest assessment of their substantive validities. Journal of Applied Psychology, 76, 732-740. Aryee, S., Chen, Z. X., Sun, L. Y., & Debrah, Y. A. (2007). Antecedents and outcomes of abusive supervision: Test of a trickle-down model. Journal of Applied Psychology, 92(1), 191-201. Ashforth, B. E. (1989). The experience of powerlessness in organizations. Organ- izational Behavior and Human Decision Processes, 43(2), 207-242. Ashforth, B. E. (1990). The organizationally induced helplessness syndrome: A pre- liminary model. Canadian Journal of Administrative Sciences, 7(3), 30-36. Avolio, B. J., Zhu, W., Koh, W., & Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior, 25, 951-968. Aycan, Z. (2006). Paternalism: Towards conceptual refinement and operationalization. In K. S. Yang, K. K. Hwang, & U. Kim (Eds.), Scientific advances in indigenous psychologies: Empirical, philosophical, and cultural contributions: 445-466. London: Sage Ltd. Aycan, Z., Kanungo, R. N., Mendonca, M., Yu, K., Deller, J., & Stahl, G. (2000). Impact of culture on human resource management practices: A 10-country comparison. Applied Psychology: An International Review, 49(1), 192-221. Bagozzi, R., & Healtherton, T. (1994). A general approach to represting multifaceted personality constructs: Application to self-esteem. Structural Equation Modeling, 1, 35-67. Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84, 191-215. Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Englewood Cliffs, NJ: Prentice-Hall. Bandura, A. (1989). Human agency in social cognitive theory. American Psychologist, 44(9), 1175-1184. Baron, I. L., & Kenny, D. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical consider- ations. Journal of Personality and Social Psychology, 51, 1173-1182. Becker, T. E., Billing, R. S., Eveleth, D. M., & Gilbert, N. L. (1996). Foci and bases of employee commitment: implications for job performance. Academy of Management Journal, 39(2), 464–482. Bell, N. E., & Staw, B. M. (1989). People as sculptors versus sculpture. In M. B. Arthur, D. T. Hall, & B. S. Lawrence (Eds.), Handbook of career theory: 232-251. New York: Cambridge University Press. Bellah, R. N. (1970). Father and son in Christianity and Confucianism. In R. N. Bellah (Ed.), Beyond belief: Essays on religion in a post-traditional world. New York: Harper & Row. Blau, B. J. (1964). Exchange and power in social life. New York: Wiley. Block, P. (1987). The empowered manager. San Francisco: Jossey-Bass. Bowers, D. G., & Seashore, S. E. (1966). Predicting organization effectiveness with a four factors theory of leadership. Administrative Science Quarterly, 11(2), 238-263. Brief, A. P. & Nord, W. R. (1990). Meanings of occupational work. Lexington, MA: Lexington Books. Brislin, R. (1970). Back-translation for cross-cultural research. Journal of Cross- Cultural Psychology, 1(3), 185-216. Brislin, R. (1980). Translation and content analysis of oral and written materials. In H. C. Triandis & J. W. Berry (Eds.), Handbook of cross-cultural psychology: Methodology (Vol. 2, pp. 389-444). Boston, MA: Allyn & Bacon. Brockner, J., Seigel, P. A., Daly, J. P., Tyler, T., & Martin, C. (1997). When trust matters: The moderating effect of outcome favorability. Administrative Science Quarterly, 42, 558-583. Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1983). Assessing the attitudes and perceptions of organizational members. In S.E. Seashore, E.E. Lawler, P.H. Mirvis, & C. Cammann (Eds.), Assessing organizational change: A guide to methods, measures and practices (pp. 71-138). New York: John Wiley & Sons. Chan, W. S. (1963). A Source book in Chinese philosophy. Princeton, NJ: Princeton University Press. Chen, G., Kirkman, B. L., Kanfer, R., Allen, D., & Rosen, B. (1999). A multilevel study of leadership, empowerment, and performance in teams. Journal of Applied Psychology, 92(2), 331-346. Cheng, B.S., Chou, L. F., Huang, M. P., Wu, T. Y., & Farh, J. L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7(1), 89-117. Cheng, B. S., Jiang, D. Y., & Riley, J. H. (2003). Organizational commitment, supervisory commitment, and employee outcomes in the Chinese context: Proximal hypothesis or global hypothesis? Journal of Organizational Behavior, 24, 313-334. Chiu, C.（趙志裕）, & Yang C. F.（楊中芳）(1987). Chonese subjects’ dilemmas: Humility and cognitive laziness as problems in using rating scales. Bulletin of the Hong Kong Psychological Society, 18, 39-50. Chu, T. S.（瞿同祖）(1961). Law and society in traditional China. Paris: Mouton. Cohen, J., & Cohen, P. (1983). Applied multiple regression/correlations analysis for the behavioral sciences. Hillsdale, NJ: Lawrence Erlbaum Associates. Conger, J. A. & Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Journal, 13(3), 471-481. Crampton, S., & Wagner, J. (1994). Percept-percept inflation in microorganizational research: An investigation citizenship behavior. Journal of Applied Social Psychology, 79(1), 67-76. Crowne, D. P. and Marlowe, D. (1964). The Approval Motive: Studies in evaluative dependence. New York: Wiley. Deci, E. L. (1975). Intrinsic motivation. New York: Plenum. Deci, E. L., Connell, J. P., & Ryan, R. M. (1989). Self-determination in a work organization. Journal of Applied Psychology, 74(4), 580-590. Deci, E. L. & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum Press. Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611-628. Duffy, M. K., Ganster, D., & Pagon, M. (2002). Social undermining in the workplace. Academy of Management Journal, 45(2), 331-351. Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51-59. Ettington, D. (1992). Successfully plateaued middle managers. Unpublished doctoral dissertation. The University of Mitchigan, Ann Arbor, MI. Farh, J. L., Cheng, B. S., Chou, L. F., & Chu, X. P. (2006). Authority and benevolence: Employees' reponses to paternalistic leadership in China. In A. S. Tsai, Y. Bian, & L. Cheng (Eds.), China's domestic private firms: Multi- disciplinary perspectives on management and performance, 230-260. New York: Sharpe. Farh, J. L., Earley, P. C., & Lin, S. C. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative Science Quarterly, 42(3), 421-444. Farh, J. L., Liang, J., Chou, L. F., & Cheng, B. S. (2008). Paternalistic leadership in Chinese organizations: Research progress and future research directions. In C. C. Chen & Y. T. Lee (Eds.), Leadership and management in China: Philosophies, theories, and practices: 171-205. Cambridge, UK: Cambridge University Press. Fleishman, E. A. (1953). The description of supervisory behavior. Personnel Psychology, 37, 1-6. Gist, M. E. (1987). Self-efficacy: Implications for organizational behavior and human resource management. Academy of Management Review, 12(3), 472-485. Gist, M. E. & Mitchell, T. R. (1992). Self-efficacy: A theoretical analysis of its determinants and malleability. Academy of Management Review, 17(2), 183-211. Gorn, G. J., & Kanungo, R. N. (1980). Job involvement and motivation: Are intrinsically motivated managers more job involved? Organizational Behavior and Human Performance, 26(2), 265-277. Gottlieb, B. H., & Wagner, F. (1991). Stress and support processes in close relation- ships. In J. Eckenrode (Ed.), The social context of coping: 165-188. New York: Plenum Press. Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161–178. Greenberger, D. B., Strasser, S., Cummings, L. L., & Dunham, R. (1989). The impact of personal control on performance and satisfaction. Organizational Behavior and Human Decision Processes, 43(1), 29-51. Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279. Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison- Wesley. Hamilton, G. G. (1990). Patriarchy, patrimonialism, and filial piety: A comparison of China and Western Europe. British Journal of Sociology, 41(1), 77-104. Hellman, C. M. (1997). Job satisfaction and intent to leave. Journal of Social Psychology, 137(6), 677-689. Herbert, T. B., & Dunkel-Schetter, C. (1992). Negative social reactions to victims: An overview of responses and their determinents. In L. Montanda, S. H. Filipp, & M.I. Lerner (Eds.), Life crises and experience of loss in adulthood: 497-518. Hillsdale, NJ: Erlbaum. Herzberg, F. (1966). Work and the nature of man. Cleveland: World Publishing. Hinkin, T. R. (1995). A review of scale development practices in thestudy of organizations. Journal of Management, 21(5), 967-988. Hinkin, T. R. (1998). A brief tutorial on the development of measures for use in survey questionnaires. Organizational Research Methods, 1(1), 104-121. Hinkin, T., & Schriesheim, C. A. (1989). The development and application of new scales to measure the French and Raven (1959) bases of social power. Journal of Applied Psychology, 74, 561-567. Hofstede, G. H., & Bond, M. H. (1988). The Confucius connection: From cultural roots to economic growth. Organizational Dynamics, 16(4), 4-21. Hogan, R. (1983). A socioanalytic theory of personality. In M. M. Page (Ed.), Nebraska symposium on motivation (pp. 55-89). Lincoln: University of Neb- raska Press. House, R. J., & Mitchell, T. R. (1974). Path-goal theory of leadership. Contemporary Business, 3 (Fall), 81-98. Iyengar, S. S., & Lepper, M. R. (1999). Rethinking the value of choice: A cultural perspective on intrinsic motivation. Journal of Personality and Soial Psychology, 76(3), 349-366. Kanter, R. M. (1977). Men and women of the corporation. New York: Basic Books. Kaiser, H. F. (1974). An index of factorial simplicity. Psychomettrika, 39(1), 31-36. Kenny, D. A., Beashy, D. A., & Bolger, N. (1998). Data analysis in social psychology. In D. T. Gilbert & S. T. Fiske (Eds.), The handbook of social psychology (pp. 233-265). New York: McGraw-Hill. King, A. Y.（金耀基）(1996). The transformation of Confucianism in the post- Confucian era: The emergence of rationalistic traditionalism in Hong Kong. In W. M. Tu（杜維明）(ed.), Confucian traditions in East Asian modernity: Moral education and economic culture in Japan and the other four mini-dragons. Cambridge, MA: Harvard University Press. Kirkman, B. L., & Rosen, B. (1999). Beyond self-management: Antecedents and consequences of team empowerment. Academy of Management Journal, 42(1), 58-74. Kline, J. B., Sulsky, L. M., & Rever-Moriyama, S. D. (2000). Common method varience and specification errors: A practical approach to detection. The Journal of Psychology, 134(4), 401-421. Kober, C. S., Boss, R. W., Senjem, J. C., & Goodman, E. A. (1999). Antecedents and outcomes of empowerment: Empirical evidence from the health care industry. Group & Organization Management, 24(1), 71-91. Kraimer, M. L., Seibert, S. E. & Liden, R. C. (1999). Psychological empowerment as a multidimensional construct: A test of construct validity. Educational and Psychological Measurement, 59(1), 127-142. Laschinger, H. K. S., Finegan, J. E., Shamian, J., & Wilk, P. (2004). A longitudinal analysis of the impact of workplace empowerment on work satisfaction. Journal of Organizational Behaviors, 25, 527-545. Lawler, E. E. (1973). Motivation in work organizations. Monterey, CA: Brooks/Cole. Leach, D. J., Wall, T. D., & Jackson, P. R. (2003). The effect of empowerment on job knowledge: An empirical test involving operators of complex technology. Journal of Occupational and Organizational Psychology, 76(1), 27-52. Leana, C. R. (1986). Predictors and consequences of delegation. Academy of Manage- ment Journal, 29(4), 754-774. Lee, M., & Koh, J. (2001). Is empowerment really a new concept? International Journal of Human Resource Management, 12(4), 684-695. Liden, R. C., Wayne, S. J., & Sparrowe, R.T. (2000). An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes. Journal of Applied Psychology, 85(3), 407-416. Lind, E. A., & Van den Bos, K. (2002). When fairness works: Toward a general theory of uncertainty management. In B. M. Staw & R. M. Kramer (Eds.). Research in organizational behavior (Vol. 24, pp. 181-223). Greenwich, CT: JAI Press. Little, T. D., Cunningham, W. A., Shahar, G., & Widaman, K. F. (2002). To parcel or not to parcel: Exploring the question, weighing the merits. Structural Equation Modeling, 9(2), 151–173. Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology. Chicago, IL: Rand McNally. Mackenzie, S. B., Podsakoff, P. M., Fetter, R. (1991). Organizational citizenship and objective productivity as determinants of managerial evaluations of salespersons’ performance. Organizational Behavior and Human Decision Processes, 50, 123-150. Major, B., Zubek, J., Cooper, M. L., Cozzarelli, C., & Richards. C. (1997). Mixed messages: Implications of social conflict and social support within close relationships for adjustment to a stressful life event. Journal of Personality and Social Psychology, 72(6), 1349-1363. Martinko, M. J., & Gardner, W. L. (1982). Learned helplessness: An alternative explanation for performance deficits. Academy of Management Review, 7(2), 195-204. Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organ- izational commitment. Human Resource Management Review, 1, 61-89. Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage. Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizational and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538-551. Mowday, R. T., Porter, L. M., & Steers, R. M. (1982). Employee organization linkages. New York: Academic Press. Northouse, P. G. (1997). Leadership: Theory and practice. Thousand Oaks, CA: Sage. Pagel, M. D., Erdly, W. E., & Becker, J. (1987). Social networks: We get by with (and in spite of) a little help from our friends. Journal of Personality and Social Psychology, 53(4), 793-804. Parker, L. (1993). When to fix it and when to leave: Relationships among perceived control, self-efficacy, dissent, and exist. Journal of Applied Psychology, 78(6), 949-959. Pellegrini, E. K., & Scandura, T. A. (2008). Paternalistic leadership: A review and agenda for future research. Journal of Management, 34(3), 566-593. Pfeffer, J. (1981). Power in organizations. Marshfield, MA: Pitman. Piccolo, R. F., & Colquitt, J. A. (2006). Transformational leadership and job behaviors: The mediating role of core job characteristics. Academy of Management Journal, 49(2), 327-340. Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of applied Psychology, 88(5), 879-903. Pye, L. W. (1981). Dynamics of Chinese politics. Cambrige, MA: OG & H. Pye, L. W. (1985). Asia power and politics. Cambrige, MA: Harvard University Press. Quinn, R. E. & Spreitzer, G. M. (1997). The road to empowerment: Seven questions every leader should consider. Organizational Dynamics, 26(2): 37-49. Redding, S. G.（高偉定）(1990). The spirit of Chinese capitalism. New York: Walter de Gruyter. Schwab, D. P. (1980). Construct validity in organizational behavior. Research in Organizational Behavior, 2, 3-43. Seibert, S. E., Silver, S. R., & Randolph, W. A. (2004). Taking empowerment to the next level: A multi-level model of empowerment, performance and satisfaction. Academy of Management Journal, 47(3), 332-349. Shin, S. J., & Zhou, J. (2003). Transformational leadership, conservation, and creativity: Evidence from Korea. Academy of Management Journal, 46(6), 703- 714. Silin, R. H. (1976). Leadership and value: The organization of large-scale Taiwan enterprises. Cambridge, MA: Harvard University Press. Smith, R. J. (1994). China’s cultural heritage: The Qing dynasty, 1644-1912. Colorado: Westview Press. Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1142-1456. Spreitzer, G. M. (1996). Social structural characteristics of psychological empower- ment. Academy of Management Journal, 39(2), 483-504. Spreitzer, G. (2007). Taking Stock: A review of more than twenty years of research on empowerment at work. In C. Cooper & J. Barling (Eds.), The Handbook of Organizational Behavior. Sage Publications. Spritzer, G. M., Kizilos, M. A., & Nason, S. W. (1997). A dimensional analysis of the relationship between psychological empowerment and effectiveness, satisfaction and strain. Journal of Management, 23(5), 679-704. Stahl, G. K., & Caligiuri, P. (2005). The effectiveness of expatriate coping strategies: The moderating role of cultural distance, position level, and time on the inter- national assignment. Journal of Applied Psychology, 90(4), 603-615. Staw, B. M. (1975). Attribution of the “causes” of performance: A general alternative interpretation of cross-sectional research on organization. Organizational Behav- ior and Human Performance, 13(3), 414-432. Stevens, L. S., & Fiske, S. T. (1995). Motivation and cognition in social life: A social survival perspective. Social Cognition, 13, 189–214. Stogdill, R. M. (1974). Handbook of leadership: A survey of the literature. New York: Free Press. Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43, 178-190. Tepper, B. J., Duffy, M. K., Hoobler, J., & Ensley, M. D. (2004). Moderators of the relationships between coworkers’ organizational citizenship behavior and fellow employees’ attitudes. Journal of Applied Psychology, 89(3), 455-465. Thomas, K. & Tymon, W. (1994). Does empowerment always work: Understanding the role of intrinsic motivation and personal interpretation. Journal of Manage- ment Systems, 6(3), 39-54. Thomas, K. W., & Velthouse, B. A. (1990). Cognitive elements of empowerment. Academy of Management Review, 15(4), 666-681. Tsui, A. S., Wang, H., Xin, K., Zhang, L. H., & Fu, P. P. (2004). “Let a thousand flowers bloom”: Variation of leadership styles among Chinese CEOs. Organiza- tional Dynamics, 33(1), 5–20. Van den Bos, K., & Lind, E. A. (2002). Uncertainty management by means of fairness judgments. In M. P. Zanna (Ed.). Advances in experimental social psychology (Vol. 34, pp. 1-60). San Diego, CA: Academic Press. Villa, J. R., Howell, J. P., Dorfman, P. W., & Daniel, D. L. (2003). Problems with detecting moderators in leadership research using moderated multiple regressions. Leadership Quarterly, 14(1), 3-23. Walder, A. G. (1986). Communist Neo-traditionalism: Work and authority in Chinese industry. Berkeley, CA: University of California Press. Westwood, R. I. (1997). Harmony and patriarchy: The cultural basis for “paternalistic headship” among the overseas Chinese. Organization Studies, 8, 445-480. Westwood, R. I. & Chan, A. (1992). Headship and leadership. In R. I. Westwood (Ed.), Organizational behavior: A Southeast Asian perspective. Hong Kong: Longman Group. Wolfe, L. M., & Robertshaw, D. (1982). Effects of college attendance on locus of control. Journal of Personality and Social Psychology, 43(4), 802-810. Yang, K. S. (1988). Will modernization eventually eliminate cross-cultural psychologist difference? In M. H. Bond (Ed.), The cross-cultural challenge to social psychology. Beverly Hills, CA: Sgae. Yeh, K. H., Bedford, O., & Yang, Y. J. (2007). A cross-cultural comparison of the coexistence and domain superiority of individuating and relating autonomy. International Journal of Psychology, 42, 1-9. Yeh, K. H., & Yang, Y. J. (2006). Construct validation of individuating and relating autonomy orientations in culturally Chinese adolescents. Asian Journal of Social Psychology, 9, 148-160. Zhou, J. (2003). When the presence of creative coworkers is related to creativity: Role of supervisor close monitoring, developmental feedback, and creativity personality. Journal of Applied Psychology, 88(3), 413-422. | |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/42705 | - |
| dc.description.abstract | 威權領導是華人企業組織中鮮明的領導風格。歷經了時代的變遷，此種被西方學者視為戕害部屬效能的領導行為，卻仍然普遍出現在當代華人企業組織中。本研究深入探究法家「勢法術」的思維後，認為威權領導的內涵包含了控制人的「專權」成分與控制事的「威嚴」成分。接著，藉由部屬心理賦能的探討，釐清專權與威嚴領導對部屬內在動機產生之不同的影響機制，進而瞭解威權領導如何透過心理賦能的中介來預測態度效能。最後，檢驗專權、威嚴領導與仁慈領導在心理賦能上的交互作用，澄清「恩威並濟」的真實面貌。以36家台灣企業進行研究，分析788筆有效樣本後發現，專權與威嚴領導不僅具有構念的區分性，各自的影響效果亦不同。研究結果顯示：專權領導對心理賦能的意義、自我決定、影響力，以及態度效能具有負向效果；而威嚴領導對心理賦能的意義、能力、影響力，以及態度效能具有正向效果。再則，專權、威嚴領導與部屬態度效能間的關係，會受到意義與影響力的中介。此外，根據本研究結果，恩威並濟的效果，主要發生在威嚴與仁慈的互動上，並顯見於意義、自我決定及影響力。最後，本文針對研究結果進行討論，並對研究限制、未來研究方向、理論貢獻及管理實務意涵加以闡述。 | zh_TW |
| dc.description.abstract | Authoritarian leaderhip is a vivid leadership style in Chinese organizations. With the passage of time, this leadership style is still prevailing in contemporary Chinese organizations, even though Western researchers regard it as a leadership behavior that may undermine subordinate effectiveness. Exploring Fajia’s ideology of “Shih, Fa, Shu”, the concept of authoritarian leadership includes people-related control and task-related control components. The purpose of this study is to clarify different influence mechanism of people-related and task-related authoritarian leadership on subordinates’ intrinsic motivation through psychological empowerment, so as to understand the relations between authoritarian leadership and subordinates’ attitude effectiveness. Finally, in order to demonstrate the specific effect of “benevolent authoritarianism”, this study also explores the interaction effect between people- related authoritarian leadership, task-related authoritarian leadership and benevolent leadership on psychological empowerment. After conducting a survey research of 788 valid samples form 36 Chinese businesses in Taiwan, this study find the people- related and task-related authoritarian leaderships have significant distinctive constructs and different effects on outcome variables. Next, meaning and impact mediating the relation between people-related, task-related authoritarian leadership and subordinates’ attitude effectiveness. Besides, the results show that people-related authoritarian leadership has negative effect on psychological empowerment dimensions of meaning, self-determination, and impact, as well as attitude effectiveness. Task-related authoritarian leadership has positive effect on psychological empowerment dimensions of meaning, competence, and impact, as well as attitude effectiveness. Furthermore, the interaction effect between authoritarianism and benevolent primary occurs on task-related authoritarian leadership and benevolent leadership interaction, and shows on meaning, self-determination and impact. The discussion, limitations, further research directions, theoretical and managerial applications are discussed at the end. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-15T01:20:21Z (GMT). No. of bitstreams: 1 ntu-98-R95227105-1.pdf: 754264 bytes, checksum: 125f60728002f852deb6615f8a990307 (MD5) Previous issue date: 2009 | en |
| dc.description.tableofcontents | 第一章 緒論.....1
第二章 文獻探討.....5 第一節 威權領導.....5 第二節 威權領導與態度效能.....17 第三節 賦能.....19 第四節 威權領導與心理賦能.....28 第五節 心理賦能的中介效果.....33 第六節 仁慈領導的調節效果.....35 第七節 研究架構.....38 第三章 研究方法.....41 第一節 研究樣本.....42 第二節 研究程序.....42 第三節 研究工具.....44 第四節 資料分析.....54 第四章 研究結果.....59 第一節 測量模式的比較.....59 第二節 各研究變項之相關.....60 第三節 主要效果與中介效果之檢驗.....65 第四節 仁慈領導的調節效果.....70 第五章 討論與建議.....75 第一節 結果討論.....75 第二節 研究貢獻.....77 第三節 研究限制.....79 第四節 未來研究方向.....82 參考文獻.....85 附錄一 內容效度問卷.....101 附錄二 研究一問卷.....103 附錄三 研究二問卷.....113 | |
| dc.language.iso | zh-TW | |
| dc.title | 專權與威嚴領導的效果：心理賦能的中介與仁慈領導的調節 | zh_TW |
| dc.title | People-Related and Task-Related Authoritarian Leadership: The Mediating Effect of Psychological Empowerment and the Moderating Effect of Benevolent Leadership | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 97-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 吳宗祐(Tsung-Yu Wu),周麗芳(Li-Fang Chou),黃敏萍(Min-Ping Huang) | |
| dc.subject.keyword | 威權領導,專權領導,威嚴領導,仁慈領導,心理賦能,控制, | zh_TW |
| dc.subject.keyword | authoritarianism,people-related authoritarian leadership,task-related authoritarian leadership,benevolent leadership,psychological empowerment,control, | en |
| dc.relation.page | 119 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2009-07-27 | |
| dc.contributor.author-college | 理學院 | zh_TW |
| dc.contributor.author-dept | 心理學研究所 | zh_TW |
| 顯示於系所單位： | 心理學系 | |
文件中的檔案：
| 檔案 | 大小 | 格式 | |
|---|---|---|---|
| ntu-98-1.pdf 目前未授權公開取用 | 736.59 kB | Adobe PDF |
系統中的文件，除了特別指名其著作權條款之外，均受到著作權保護，並且保留所有的權利。