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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 鄭伯壎(Bor-Shiuan Cheng) | |
| dc.contributor.author | Pei-Ju Hsieh | en |
| dc.contributor.author | 謝佩儒 | zh_TW |
| dc.date.accessioned | 2021-06-16T02:40:10Z | - |
| dc.date.available | 2018-07-28 | |
| dc.date.copyright | 2015-07-28 | |
| dc.date.issued | 2015 | |
| dc.date.submitted | 2015-07-22 | |
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/54104 | - |
| dc.description.abstract | 差序式領導為華人企業組織中獨特且普遍的領導方式，然而，過去一系列的相關研究卻顯示其對部屬效能的影響結果不一致，且多將差序式領導以單一構面來探討，未能對其內涵或影響效果有更細緻的描述與探討。有鑑於此，本研究以資源理論為基礎，再次分析差序式領導的內涵對於部屬的工作績效與主管忠誠影響，並探討相關的部屬上下關係認定作為調節變項，以釐清華人差序式領導的特殊構面。本研究藉由蒐集華人企業組織中150位員工及251對同事對偶的樣本，確認了差序式領導的雙因素模式與區辨效度，華人差序式領導可分為兩個清楚的行為構面：其一為在經濟或工作相關的資源上，進行偏私分配的工作型差序式領導；其二為在情感相關的資源上，進行偏私分配的情感型差序式領導。模式檢驗回歸分析結果則顯示，工作型差序式領導對部屬工作績效具有正向效果，而情感型差序式領導對部屬主管忠誠具有正向效果；其次，部屬工具性上下關係認定將強化工作型差序式領導與工作績效之關係，而情感性上下關係認定則強化情感型差序式領導與主管忠誠之關係。最後，本研究針對研究結果與貢獻進行討論，並提出研究限制、未來研究方向及管理實務意涵。 | zh_TW |
| dc.description.abstract | Differential leadership is an unique and common leadership style in Chinese organization. However, the relationships of differential leadership and subordinates’ effectiveness are found inconsist. Most studies see differential leadership as one dimension without looking carefully of its content. Base on resource theory, differential leadership can be divided to two behavioral dimensions: one is favoritism behavior on economic and work-related resource—work-based differential leadership; the other is favoritism behavior on affect-related resource—affect-based differential leadership. In view of this, this study uses resource theory to analysis the relationship of differential leadership and subordinate’s work performance and loyalty to supervisor. In addition, to further understanding differential leadership, this study aims to discuss related subordinate’s vertical relational identity as an moderator. Data from 150 employees support our dual factors model of differential leadership and discernment validity. The regression analysis of another data from 251 colleague-pairs showed work-based differential leadership is positively related to work performance, and affect-based differential leadership is positively related to loyalty to supervisor. Furthermore, subordinate’s instrumental relational identity positively moderated the relationship of work-based differential leadership and work performance, as expressive relational identity positively moderated affect-based differential leadership and loyalty to supervisor. Implications for practice, research restrictions and future research are discussed. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-16T02:40:10Z (GMT). No. of bitstreams: 1 ntu-104-R01227103-1.pdf: 2704946 bytes, checksum: d372f2bcc463e7ff5b2b53a4ea493cae (MD5) Previous issue date: 2015 | en |
| dc.description.tableofcontents | 第一章 緒論 1
第二章 文獻探討 5 第一節 差序領導的概念發展與再釐清 5 第二節 資源理論與其資源對應之偏好分配法則 15 第三節 雙構面差序式領導：工作型與情感型差序式領導 20 第四節 雙構面差序式領導與部屬效能 22 第五節 上下關係認定之調節效果 25 第六節 研究架構 31 第三章 研究方法 33 第一節 研究一 33 第二節 研究二 38 第四章 研究結果 44 第一節 測量模式檢驗 44 第二節 相關係數矩陣 46 第三節 假設檢驗 46 第五章 討論與建議 54 第一節 研究發現與理論貢獻 54 第二節 研究限制 57 第三節 未來研究方向 59 第四節 管理實務上的意涵 64 參考文獻 66 附錄一 員工意見調查表 78 附錄二 同事意見調查表 82 表、圖目次 表1 近期差序式領導相關研究整理 12 表2 差序式領導分類整理 21 表3 工具性與情感性領導者－部屬關係認定之互動法則與回報規範 29 表4 差序式領導量表內容效度評估結果 35 表5 差序式領導量表驗證性因素分析 37 表6 樣本組成 40 表7 測量模式之適配度比較 45 表8 各變項描述統計值與相關係數 47 表9 工作型與情感型差序式領導與工作績效、主管忠誠之迴歸分析 48 表10 工作型差序式領導、上下關係認定與工作績效之迴歸分析 50 表11 情感型差序式領導、上下關係認定與主管忠誠之迴歸分析 52 表12 本研究各項假設驗證結果整理 55 圖1 本研究之研究概念架構 32 圖2 工作型差序式領導與工具性關係認定對工作績效之交互作用 53 圖3 情感型差序式領導與情感性關係認定對忠誠之交互作用 53 | |
| dc.language.iso | zh-TW | |
| dc.subject | 華人差序式領導 | zh_TW |
| dc.subject | 華人差序式領導 | zh_TW |
| dc.subject | 工作型差序式領導 | zh_TW |
| dc.subject | 情感型差序式領導 | zh_TW |
| dc.subject | 工作績效 | zh_TW |
| dc.subject | 主管忠誠 | zh_TW |
| dc.subject | 主管忠誠 | zh_TW |
| dc.subject | 上下關係認定 | zh_TW |
| dc.subject | 上下關係認定 | zh_TW |
| dc.subject | 工作績效 | zh_TW |
| dc.subject | 情感型差序式領導 | zh_TW |
| dc.subject | 工作型差序式領導 | zh_TW |
| dc.subject | work-based differential leadership | en |
| dc.subject | differential leadership | en |
| dc.subject | affect-based differential leadership | en |
| dc.subject | vertical relational identity | en |
| dc.subject | work performance | en |
| dc.subject | loyalty to supervisor | en |
| dc.subject | differential leadership | en |
| dc.subject | work-based differential leadership | en |
| dc.subject | affect-based differential leadership | en |
| dc.subject | vertical relational identity | en |
| dc.subject | work performance | en |
| dc.subject | loyalty to supervisor | en |
| dc.title | 雙構面差序式領導與部屬效能：上下關係認定之調節效果 | zh_TW |
| dc.title | The Moderating Effect of Vertical Relational Identity on the Dual Dimensions of Differential Leadership and Subordinate Effectiveness | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 103-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 吳宗祐(Tsung-Yu Wu),姜定宇(Ding-Yu Jiang),林姿葶(Tzu-Ting Lin) | |
| dc.subject.keyword | 華人差序式領導,工作型差序式領導,情感型差序式領導,工作績效,主管忠誠,上下關係認定, | zh_TW |
| dc.subject.keyword | differential leadership,work-based differential leadership,affect-based differential leadership,vertical relational identity,work performance,loyalty to supervisor, | en |
| dc.relation.page | 83 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2015-07-22 | |
| 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 | |
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