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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 黃崇興,李吉仁 | |
dc.contributor.author | Hsin-Ping Chao | en |
dc.contributor.author | 趙心屏 | zh_TW |
dc.date.accessioned | 2021-06-17T02:11:55Z | - |
dc.date.available | 2021-03-01 | |
dc.date.copyright | 2018-03-01 | |
dc.date.issued | 2017 | |
dc.date.submitted | 2018-01-04 | |
dc.identifier.citation | 一、中文資料
林月桂,2000,運用競值途徑於醫院護理部門組織文化領導型態與組織效能關係之研究,台北醫學院護理系研究所未出版之碩士論文。 林雅雯,2013,「企業組織健康文化與組織健康促進效能之關係」,台灣公共衛生雜誌,32.2: 頁155-169 吳朝森,2008,「組織文化對於團隊互動與團隊效能之影響-以團隊領導者領導風格為中介效果」,環境與管理研究: 9卷2期:頁1-23 郭祥益與吳明隆,2006, 企業組織文化、組織學習、知識管理對組織效能影響之研究,正修學報 19 : 頁279-300 黃家齊、李雅婷與趙慕芬編譯,2014,第十五版,組織行為學,台北市,華泰文化。 葉光裕,2015,領導與激勵在都市更新團隊的應用研究,國立臺灣大學商學組未出版之碩士論文。 鄭伯壎,1994,「組織價值觀與組織承諾, 組織公民行為, 工作績效的關係: 不同加權模式, 差距模式之比較」,中華心理學刊 35: 43-58 謝麗秋,2001,美國聯邦政府--政府績效與成果法之研究分析,政治大學公共行政系未出版之碩士論文。 二、英文資料 Arthur J. B. 1992. “The Ink between Business Strategy and Industrial Relations Systems in American Steel Minimize,” Industrial and Labor Relation Review, Vol. 45, No. 4: 488-506 Arthur J. B. 1994. “Effects of Human Resource Systems on Manufacturing Performance and Turnover,” Academy of Management Journal, Vol.37, No. 6: 670-687 Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., & Tucker, J. S. 2007. ”Newcomer Adjustment During Organizational Socialization: A Meta-Analytic Review of Antecedents, Outcomes, and Methods, Journal of Applied Psychology 92, no.3: 707-721 Beus, J. M., Payne, S. C. Bergman, M. E., & Arthur, W. 2010. “Safety Climate and Injuries: An Examination of Theoretical and Empirical Relationships,” Journal of Applied Psychology 95, no.4: 713-727 Bowen, D. E., & Ostroff, C. 2004. “The ‘Strength’ of the HRM System, Organizational Climate Formation, and Firm Performance,” Academy of Management Review 29: 203-221 Cable, D. M., & Parsons, C. K. 2001. “Socialization Tactics and Person-Organization Fit,” Personnel Psychology (Spring): 1-23 Cameron, K. S., & Whetten D. A. 1983. Organizational Effectiveness: A Comparison of Multiple Model. New York, NY: Academic Press. Cameron, K. S. 1986. “A Study of Organization Effectiveness and Its Predictors,” Management Science, Vol.32, No. 1:87-112 Campion, M. A., Medsker, G. J., & Higgs, C. A. 1993. “Relations between Work Group Characteristics and Effectiveness: Implications for Designing Effective Work Group,” Personnel Psychology (winter): 823-850 Carr, J. Z., Schmidt, A. M., Ford, J. K., & Deshon, R. P. 2003. “Climate Perceptions Matter: A Meta-Analytic Path Analysis Relating Molar Climate, Cognitive and Affective States, and Individual Level Work Outcomes,” Journal of Applied Pshychology 88, no. (2003): 605-619 Cunha, M. Pinae 2002. “The ‘Best Place to Be’: Managing Control and Emplayee Loyalty in a Knowledge-Intensive Company,” Journal of Applied Behavioral Science (December): 481-495 Deal, T. E., & Kennedy, A. A. 1984. Corporate Cultures, Common Wealth Publishing, New York, NY. DeChurch, L. A., & Mesmer-Magnus, J. R. 2010. “The Cognitive Underpinnings of Effective Teamwork: A Meta-Analysis,” Journal of Applied Psychology 95, no. 1: 32-53 Dension, D. 1984. “Bringing Corporate Culture to the Buttom Line,” Organizational Dynamics, Vol.5: 16-21 Dension, D. 1996. “What Is the Difference Between Organizational Culture and Organizational Climate? A Native’s Point of View on a Decade of Paradigm Wars,” Academy of Management Review 21: 519-654 Ebert, R. J., & Griffin, R. W. 2000. Business Essentials, New Jersey, Prentice Hall. Feldman, D. C. 1981. “The Multiple Socialization of Organization Members,” Academy of Management Review (April): 310 Frost, P.J., Moore, L. F., Louis, M. R., Lundberg, C. C., & Martin, J. (eds.), 1991. Reframing Organizational Culture, NewBury Park, CA: Sage. Gordon, G. G., & DiTomaso, N. 1992. “Predicting Corporate Performance from Organizational Culture,” Journal of Management Studies (November): 793-798 Hackman, J. R. 1987. “The Design of Work Teams,” in J. W. Lorsch (ed.), Handbook of Organizational Behavior, p. 315-342, Upper Saddle River, NJ: Prentice Hall. Harrison, J. R., & Carroll, G. R. 1991. “Keeping the Faith: A Model of Cultural Transmission in Formal Organizations,” Administrative Science Quarterly (December): 552-582 Hoffman, D. A., & Jones, L. M. 2005. “Leadership, Collective Personality, and Performance,” Journal of Applied Psychology 90, No. 3: 509-522 James, L. R., Choi, C. C., Ko, C. E., McNeil, P.K., Minton, M. K., Wright, M. A., & Kim, K. “Organizational and Psychological Climate, 2008. A Review of Theory and Research,” European Journal of Work and Organizational Psychology 17, No. 1: 5-32 Katzenbach, J. R., & Smith, D. K. 1993. The Wisdom of Teams, Cambridge, MA: Harvard University Press. Kinlaw, D. C. 1991. Developing Superior Work Teams, Lexington, MA: Lexington Books. Lee, T. S., & Tsai, H. J. 2005. “The Effects of Business Operation Mode on Market Orientation Learning Orientation and Innovativeness”, Industrial Management & Data Systems, 105(3-4): 325-348. Meyerson, D., & Martin, J. 1987. “Cultural Change: An Integration of Three Different Views,” Journal of Management Studies (November): 623-647 Mohammed, S., Ferzandi, L., & Hamilton, K. 2010. “Metaphor No More: A 15-Year Review of the Team Mental Model Construct,” Journal of Management 36, no. 4: 876-910 Morrison, E. W. 2002. “Newcomers’ Relationships: The Role of Social Network Ties During Socialization,” Academy of Management Journal 45: 1149-1160 Mowday, R.T., Porter, L. W., & Steers, R. M. 1982. Employee Linkages: The Pshychology of Commitment, Absenteeism, and Turnover, New York, NY: Academic Press). O’Reilly, C. A., & Chatman, J. A. 1996. “Culture as Social Control: Corporations, Cults, and Commitment,” in B. M. Staw and L. L. Cummings (eds.), Research in Organizational Behavior, vol. 18: 157-200, Greenwich, CT: JAI Press. Peter, T., & Waterman, R. 1982. In search of excellence, New York: Harper & Row. Rosenthal, J., & Masarech, M. A. 2003. “High-Performance Cultures: How Values Can Drive Business Results,” Journal of Organizational Excellence (Spring): 3-18 Schein, E. H. 1983. “The Role of the Founder in Creating Organizational Culture,” Organizational Dynamics (Summer): 13-28 Schein, E.H. 1996. “Culture: The Missing Concept in Organization Studies,” Administrative Science Quarterly 41, no. 2: 229-240 Schein, E. H. 1996. “Leadership and Organizational Culture,” in F. Hesselbein, M. Goldsmith, and R. Beckhard (eds.), The Leader of the Future,61-62, p. San Francisco, CA: Jossey-Bass. Schulte, Ostroff, Shmulyian, & Kinicki, 2009. “Organizational Climate Configurations: Relationships to Collective Attitudes, Customer Satisfaction, and Financial Performance,” Journal of Applied Psychology 94, no. 3: 618-634 Sorensen, J.B. 2002. “The Strength of Corporate Culture and the Reliability of Firm Performance,” Administrative Science Quarterly (March): 70-91 Vandenberghe, C. 1999. “Organizational Culture, Person-Culture Fit, and Turnover: A Replication in the Health Care Industry,” Journal of Organizational Behavior (March): 175-184 Wallace, J C., Joshson, P. D., Mathe, K., & Paul, J. 2011. “Structural and Psychologicical Empowerment Climetes, Performance, and the Moderating Role of Shared Felt Accountability: A Managerial Perspective,” Journal of Applied Psychology 96, no. 3:840-850 Wanous, J. P. 1992. Organizational Entry, 2nd ed., New York, NY: Addison-Wesley. 三、其他資料 王玟心,2012,休閒參與作為職家衝突因應策略之作用,國立臺灣大學商學研究 所未出版之碩士論文。 邱建章、許訓瑞,2015,「運動康軒:企業「營造」運動制度的文化經驗」,體育 學報,48卷3期:頁265–290。 莊文忠,2008,「績效衡量與指標設計:方法論上的討論」,公共行政學報,29期: 頁61-91。 姜定宇、李威德,2003,「團隊關係信念與團隊效能的關聯:團隊互依之調節效果」, 中華心理學刊,55卷2期:頁159-179。 陳天賜、鄭俊傑、謝欣戎,1999,「職工運動對企業管理影響之探討」,大專體育,41期:頁157-163。 陳芳毓,2013,初版,王品不可思議,巨思文化。 陳馥瑜、劉念琪,2003,「組織績效指標間關連性探討:以離職率, 生產力, 獲利 力為例」,第八屆企業人力資源管理實務專題研究成果發表會。 | |
dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/68057 | - |
dc.description.abstract | 組織文化影響企業的性格、運作方式、決策思維、與用人的標準,也決定了人才在組織內的行為準則,終致企業本身和員工都擁有的特定的組織風格。過去雖有不少針對組織文化與績效影響的研究,但少有討論透過「運動」形塑組織文化,繼而形成組織共識並影響組織效能,本論文期能透過探索性的研究方法,對此一議題提出觀察。
針對此一議題,本論文首先由組織文化的定義、功能、創造與維護進行文獻整理,並探討團隊與團體的差別、團隊的類型與效能,以及組織文化對組織效能之影響。在此文獻基礎上,本研究選取一家專事都市更新的建設公司為個案,透過與領導人及核心組織成員的深度訪談,從而歸納運動對組織風氣的形塑、強勢組織文化的形成過程,以及這些對於提升組織效能之間的關係。 本研究發現,組織領導人因其親身的經驗,帶動組織推廣跑步,有效地推動全公司規律的練跑風氣。在推動跑步的過程中,採取跨部門、7-8個人一組的「家族」運作模式,一起鍛鍊跑力,有效地使慢跑成為該公司的「全民運動」。在組織風氣的形塑過程中,運動形成了組織成員「勇於挑戰、分享熱情、追求健康」的共同心智模式與核心價值,更塑造了強勢的組織文化。跑馬拉松的精神也與從事都市更新事業需要長期抗戰、挑戰自我的精神完全結合,而最終成為該公司在產業中的品牌特色,並有效提升其經營績效。 | zh_TW |
dc.description.abstract | Organizational culture influences the characters, operations, recruiting standards and ways of decision making of an organization. In short, organizational culture shapes members’ behavior and eventually leads to organizational style. While many previous studies focus on the relationships between organizational culture and its effectiveness, little research effort has been made on exploring how running activities can be an useful approach to shaping organizational culture and in turn leading differential organizational performance.
To tackle this research issue, the present thesis starts with an extensive literature review concerning organizational culture, formation of organizational behavior and its influence on organizational outcomes. With these understandings, we select a construction company specializing in urban renewal projects as the focal case for our research exploration. After reviewing the founding history and industry situation, we conducted in-depth interviews with the founding leaders and core members, with which we are able to inductively conclude some insights for our research inquiries. Our study shows that based on personal life experience, the leader of the company has successfully urged and trained the organizational members to maintain regular running activities and eventually became a strong organizational culture, which entails the spirit of dare to challenge, share the passion, and pursuit the health. Not only running marathon has led to a strong culture but also become an underlying differentiation of the company brand in the industry field. In fact, marathon and urban renewal projects share the same spirit of perseverance and self-challenging. The patience and grit trained by running will strongly influence the organizational behavior and efficacy of the company. Implications of this research and suggestions for future research are also discussed. | en |
dc.description.provenance | Made available in DSpace on 2021-06-17T02:11:55Z (GMT). No. of bitstreams: 1 ntu-106-P04748032-1.pdf: 1159948 bytes, checksum: 7b0e5c6c9391fee7e915e9bd316dd2d4 (MD5) Previous issue date: 2017 | en |
dc.description.tableofcontents | 目錄
口試委員審定書 ii 誌謝 iii 中文摘要 iv THESIS ABSTRACT v 目錄 vi 圖目錄 viii 表目錄 ix 第一章 緒論 1 第一節、研究背景與動機1 第二節、研究問題與目的 2 第三節、研究方法與流程 2 第四節、論文架構 6 第二章 文獻探討7 第一節、組織文化的定義與功能 7 第二節、組織文化的創造與維護 8 第三節、組織文化的形成10 第四節、團隊的類型與效能10 第五節、組織文化對效能之影響14 第三章 個案分析:運動風氣與組織文化形塑16 第一節、個案公司背景及事業特性16 第二節、形塑組織運動風氣21 第三節、跑步所塑造的強勢文化26 第四章 個案分析:組織文化與組織效能33 第一節、如何界定組織效能33 第二節、強勢組織文化產生之組織效能35 第五章 結論與建議 39 第一節、研究結論39 第二節、研究建議41 參考文獻 44 附錄49 圖目錄 圖1-1 研究流程圖5 圖2-1 社會化模式9 圖2-2 組織文化的形成10 圖2-3 工作團體與工作團隊的差異11 圖2-4 團隊效能模式13 圖3-1 耕薪都市更新股份有限公司組織架構17 表目錄 表3-1 耕薪都市更新股份有限公司人員異動統計29 | |
dc.language.iso | zh-TW | |
dc.title | 以運動形塑組織文化與影響組織效能之探索性研究 | zh_TW |
dc.title | An Exploratory Case Study on How Running Can Shape Organizational Culture and Influence Organizational Efficacy | en |
dc.type | Thesis | |
dc.date.schoolyear | 106-1 | |
dc.description.degree | 碩士 | |
dc.contributor.oralexamcommittee | 練乃華 | |
dc.subject.keyword | 組織文化,組織效能,跑步運動, | zh_TW |
dc.subject.keyword | Organizational Culture,Organizational Efficacy,Running, | en |
dc.relation.page | 124 | |
dc.identifier.doi | 10.6342/NTU201704471 | |
dc.rights.note | 有償授權 | |
dc.date.accepted | 2018-01-04 | |
dc.contributor.author-college | 管理學院 | zh_TW |
dc.contributor.author-dept | 商學組 | zh_TW |
顯示於系所單位: | 商學組 |
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