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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 吳玲玲(Ling-Ling Wu) | |
| dc.contributor.author | Chin-Chia Hsu | en |
| dc.contributor.author | 許欽嘉 | zh_TW |
| dc.date.accessioned | 2021-06-16T10:54:08Z | - |
| dc.date.available | 2018-08-14 | |
| dc.date.copyright | 2013-08-14 | |
| dc.date.issued | 2013 | |
| dc.date.submitted | 2013-08-09 | |
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/61222 | - |
| dc.description.abstract | 員工的創新與工作滿意是企業很重要的競爭優勢，但是高科技產業員工的工作性質與創新本身皆具有高度的複雜性與風險性，極需要領導者的引導與支持，使部屬自覺有能力與意願進行創新行為，以及提昇員工的工作滿意。本研究認為轉換型領導風格中的鼓舞激勵與智力啟發兩個面向會直接增進員工的創新與工作滿意；也會間接透過賦能來增進創新與工作滿意。本研究共發放850份問卷，有效問卷522份 (有效回收率61.4%)。實證結果顯示領導者對部屬鼓舞激勵與智力啟發會提昇部屬的創新與工作滿意，且賦能對自變項與依變項之間扮演中介的角色。最後為研究討論與管理意涵的探討。 | zh_TW |
| dc.description.abstract | Employees' innovation and job satisfaction are very important to a business' competitive edge. But in the high tech industries, the employees' work nature and innovation have their own high complexities and risks. It requires the leaders' guidance and support to release subordinates' ability and willingness in conducting their innovation activities and to enhance employees' job satisfaction. In this study, we hypothesize that the two dimensions, inspirational motivation and intellectual stimulation, as contained in transformational leadership style will enhance employees' innovation and job satisfaction directly and indirectly through empowerment as a mediator. We distributed a total of 850 questionnaires and collected 522 responses (an effective response rate of 61.4%). Our empirical show that inspirational motivation and intellectual stimulation will enhance employees' innovation and job satisfaction, and empowerment is a mediator between independent variable and dependent variable. The study is concluded with further discussions in research issues and management implications. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-16T10:54:08Z (GMT). No. of bitstreams: 1 ntu-102-D93725007-1.pdf: 2810397 bytes, checksum: e63ca6c09b977a0b2d6d002773981b3f (MD5) Previous issue date: 2013 | en |
| dc.description.tableofcontents | 謝辭 ii
中文摘要 iii 英文摘要 iv 目錄 v 圖目錄 vii 表目錄 viii 第壹章 導論 1 第貳章 文獻探討 4 第一節 轉換型領導風格 4 一、 理想化影響之行為 (魅力) 4 二、 理想化影響之歸因 (認同) 5 三、 個別體恤 5 四、 鼓舞激勵 (願景) 6 五、 智力啟發 6 第二節 創新 8 第三節 工作滿意 9 第四節 賦能 11 第五節 研究架構 14 第參章 研究設計 16 第一節 變數操作與衡量 16 一、 轉換型領導風格 16 二、 創新 17 三、 工作滿意 18 四、 賦能 18 五、 控制變項 18 第二節 資料蒐集 19 第三節 資料分析方法 20 第肆章 研究結果 22 第一節 衡量模式 22 第二節 結構模式 24 一、 總效果 24 二、 中介效果 25 第伍章 結論與建議 29 第一節 結果與討論 29 第二節 研究貢獻與實務意涵 30 第三節 研究限制與建議 31 參考文獻 32 附錄一 問卷內容 48 附錄二 資料分析報表 52 | |
| dc.language.iso | zh-TW | |
| dc.subject | 創新 | zh_TW |
| dc.subject | 賦能 | zh_TW |
| dc.subject | 智力啟發 | zh_TW |
| dc.subject | 鼓舞激勵 | zh_TW |
| dc.subject | 轉換型領導 | zh_TW |
| dc.subject | 工作滿意 | zh_TW |
| dc.subject | Empowerment | en |
| dc.subject | Inspirational Motivation | en |
| dc.subject | Intellectual Stimulation | en |
| dc.subject | Innovation | en |
| dc.subject | Job Satisfaction | en |
| dc.subject | Transformational Leadership | en |
| dc.title | 轉換型領導對創新與工作滿意之影響 | zh_TW |
| dc.title | The Impact of Transformational Leadership on Innovation and Job Satisfaction | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 101-2 | |
| dc.description.degree | 博士 | |
| dc.contributor.oralexamcommittee | 黃家齊(Jia-Chi Huang),汪志堅(Chih-Chien Wang),陸洛(Luo Lu),翁崇雄(Chorng-Shyong On),魏志平(Chih-Ping Wei) | |
| dc.subject.keyword | 轉換型領導,鼓舞激勵,智力啟發,創新,工作滿意,賦能, | zh_TW |
| dc.subject.keyword | Transformational Leadership,Inspirational Motivation,Intellectual Stimulation,Innovation,Job Satisfaction,Empowerment, | en |
| dc.relation.page | 49 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2013-08-09 | |
| dc.contributor.author-college | 管理學院 | zh_TW |
| dc.contributor.author-dept | 資訊管理學研究所 | zh_TW |
| 顯示於系所單位： | 資訊管理學系 | |
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