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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 戚樹誠(Shu-Cheng Chi) | |
| dc.contributor.author | Mei-Yu Yang | en |
| dc.contributor.author | 楊美玉 | zh_TW |
| dc.date.accessioned | 2021-06-15T01:36:44Z | - |
| dc.date.available | 2009-07-21 | |
| dc.date.copyright | 2009-07-21 | |
| dc.date.issued | 2009 | |
| dc.date.submitted | 2009-07-16 | |
| dc.identifier.citation | 黃囇莉（1999）。人際和諧與衝突：本土化的理論與研究，台北：桂冠。
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/43096 | - |
| dc.description.abstract | 本研究探討個人價值觀（權力與順從價值觀）、衝突雙方關係（對衝突另一方的信任與工作相依程度）、以及主管的領導行為（指導式、支持式及參與式領導）對部屬衝突管理策略的影響。
本研究係由受訪者描述一個職場上親身經驗的衝突事件，再以此事件做為背景，填答相關的問題。合格樣本461人，研究者以階層迴歸進行分析。研究結果顯示，衝突當事人對於衝突管理策略的選擇，受到個人價值觀、衝突雙方關係、以及領導行為的影響。價值觀的部分，愈重視權力價值觀者愈採取競爭的策略，愈重視順從價值觀者愈採取整合的策略。衝突雙方關係的部分，愈信任衝突對方者愈採取退讓與整合的策略；衝突雙方工作相依程度愈高者愈多使用退讓與整合策略。領導行為的部分，主管愈是指導式領導，受訪者愈採取整合策略，主管愈是支持式領導，受訪者愈使用低退讓策略，主管愈是參與式領導，受訪者愈採取競爭與整合的策略。領導行為干擾效果的部分，研究結果發現，高指導式領導，配合順從價值觀者的需要，強化其採取退讓及低競爭的策略。高支持與高參與式領導，配合衝突對方信任程度較低時的需要，使受訪者能安心地採用競爭的策略。高參與的領導配合受訪者對於工作相依時解決問題的需要，使受訪者在充分賦權下使用競爭的策略。 本研究驗證領導行為對部屬衝突管理策略的影響，豐富領導與衝突管理兩個研究領域的理論，並能提供組織與領導者對於部屬衝突管理在實務上的應用。 | zh_TW |
| dc.description.abstract | This study is to examine the effects of personal values, disputant relationships, and leadership behaviors on employee’s conflict management strategies.
The qualified respondents are those who have been employed and had experienced a workplace conflict. They were asked to describe a conflict episode in the beginning of the questionnaire and followed by answering a series of questions. Four hundred and sixty-one cases were collected and all hypotheses were tested with hierarchical regression. The results show that disputants value power adopt more competitive strategy and value conformity adopt more integrating strategy. Regarding to the situation factors, disputant relationships and leadership behaviors, respondents report more yielding and integrating strategies when they are dealing with both trusted and highly task interdependence disputant. Directive leadership behavior influences disputants to demonstrate more integrating strategy and supportive leadership behavior motivates disputants to resist yielding. Participative leadership behavior encourages disputants to adopt more competing and integrating strategies. Some moderation effects were found and some managerial implications were discussed. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-15T01:36:44Z (GMT). No. of bitstreams: 1 ntu-98-D92741001-1.pdf: 491918 bytes, checksum: c0247dfa82029b9eda4ef3ade873ad17 (MD5) Previous issue date: 2009 | en |
| dc.description.tableofcontents | 目 錄
口試委員會審定書…………………………………………………………i 誌謝………………………………………………………………………...ii 中文摘要…………………………………………………………….…….iii 英文摘要…………………………………………………………………..iv 第一章 研究緒論…………………………………………………...……1 第一節 研究背景……………………………………….…......…....1 第二節 研究動機……………………………………….…......…....4 第三節 研究目的………………………………………….…..........7 第二章 文獻探討.......................................................................................9 第一節 衝突與衝突管理策略………………………..…..…...…....9 第二節 個人價值觀對衝突管理策略的影響………….........…....17 第三節 衝突雙方關係對衝突管理策略的影響…….…....……....21 第四節 領導行為對衝突管理策略的影響….…………......…......27 第三章 研究方法……………………………...……………..………....40 第一節 深度訪談…………………………………...………...…...40 第二節 研究架構與研究假設…………………….….....………...44 第三節 研究樣本與問卷發放……………………...…..…..……..48 第四節 研究變項的定義與測量…………………….…..………..50 第五節 資料分析方法………………………………...…………..53 第四章 研究結果…………………………………………..…………...54 第一節 基本資料分析……….………………………..…………..54 第二節 量表因素分析與信度分析…………………...…………..56 第三節 相關分析…………………...……………………………..60 第四節 迴歸分析……………………………..……….…………..65 第五節 研究假設檢定結果……………………………………….76 第五章 討論與結語……………..………….………………..….……...78 第一節 研究結果與討論…..………….………………..….….......78 第二節 研究限制與未來研究建議...…..........................................86 第三節 理論貢獻與管理意涵…………………………..…….......88 參考文獻…………………………………………………………...…......90 附錄：組織衝突問卷….…………………………………………………104 圖 目 錄 頁次 圖2-1 衝突事件的動態過程…………………………………...………11 圖3-1 研究架構…………………………………………………...……44 圖4-1 指導式領導干擾順從價值觀與退讓衝突管理策略的關係.......72 圖4-2 指導式領導干擾順從價值觀與競爭衝突管理策略的關係…...72 圖4-3 支持式領導干擾信任與競爭衝突管理策略的關係……..….....73 圖4-4 參與式領導干擾信任與競爭衝突管理策略的關係…...............74 圖4-5 參與式領導強化工作相依與衝突管理策略的關係…..…….…75 表 目 錄 頁次 表4-1 樣本基本特性分析表…………….……………………………..55 表4-2 量表因素負荷與信度……….……….……...…………..............57 表4-3 平均數、標準差與相關係數………….………………..............64 表4-4 影響衝突管理策略的因素之迴歸分析（指導式領導）...............68 表4-5 影響衝突管理策略的因素之迴歸分析（支持式領導）...............69 表4-6 影響衝突管理策略的因素之迴歸分析（參與式領導）...............70 表5-1 研究假設檢定結果…………….………………………………..76 | |
| dc.language.iso | zh-TW | |
| dc.title | 領導行為對部屬衝突管理策略的影響 | zh_TW |
| dc.title | The Effects of Leadership Behaviors on Subordinate Conflict Management Strategies | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 97-2 | |
| dc.description.degree | 博士 | |
| dc.contributor.oralexamcommittee | 黃國隆,嚴秀茹,黃家齊,陳銘薰 | |
| dc.subject.keyword | 衝突管理策略,價值觀,信任,工作相依,領導行為, | zh_TW |
| dc.subject.keyword | conflict management strategies,values,trust in disputant,task interdependence,leadership behaviors, | en |
| dc.relation.page | 104 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2009-07-16 | |
| dc.contributor.author-college | 管理學院 | zh_TW |
| dc.contributor.author-dept | 商學研究所 | zh_TW |
| 顯示於系所單位： | 商學研究所 | |
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 | 480.39 kB | Adobe PDF |
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