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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 鄭伯壎(Bor-Shiuan Cheng) | |
| dc.contributor.author | Ling-Yin Chang | en |
| dc.contributor.author | 張齡尹 | zh_TW |
| dc.date.accessioned | 2022-11-24T03:39:20Z | - |
| dc.date.available | 2021-08-20 | |
| dc.date.available | 2022-11-24T03:39:20Z | - |
| dc.date.copyright | 2021-08-20 | |
| dc.date.issued | 2021 | |
| dc.date.submitted | 2021-07-27 | |
| dc.identifier.citation | 王世明、周婉茹、吳宗祐、鄭伯壎（2018）：〈仁慈的雙面刃：仁慈領導對創造力績效的雙路徑模式〉。《中華心理學刊》，60，57-79。https://doi.org/10.6129/cjp.201803_60(1).0003 王叢桂（1999）：〈性別角色信念、家庭承諾、工作承諾與工作價值之關系〉。《本土心理學研究》，11，59-89。https://doi.org/10.6254/1999.11.59 行政院主計總處（2016）。105年婦女婚育與就業調查報告。 林姿葶、鄭伯壎（2012）：〈華人領導者的噓寒問暖與提攜教育：仁慈領導之雙構面模式〉。《本土心理學研究》，37，253-302。https://doi.org/10.6254/2012.37.253 陳舜文（1999）：〈“仁”與“禮”：台灣民眾的家庭價值觀與工作態度〉。《應用心理研究》，4，205-227。 陸洛（2013）：〈職家平衡在台灣: 一個發展中國家的現況〉。《應用心理研究》，59，49-79。 陸洛、張婷婷、張妤玥（2012）：〈工作與家庭的意義對因應職家衝突的影響─華人雙文化自我觀之展現〉。《本土心理學研究》，37，141-189。https://doi.org/10.6254/2012.37.141 陸洛、黃茂丁、高旭繁（2005）：〈工作與家庭的雙向衝突：前因，後果及調節變項之探討〉。《應用心理研究》，27，133-166。 楊國樞（1998）：〈家族化歷程、泛家族主義及組織管理〉。見鄭伯壎、黃國隆、郭建志（主編）：《海峽兩岸之組織與管理》，頁19-60。台北：遠流出版公司。 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》，13，126-180。 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》，79，119-173。 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、徐瑋伶、黃敏萍（2001）：〈華人組織中的家長式領導：一項有效領導模式的建立〉，「中國心理學會年會宣讀論文」，中正大學，嘉義。 鄭伯壎、周麗芳、樊景立（2000）：〈家長式領導：三元模式的建構與測量〉。《本土心理學研究》，14，3-64。 Allen, T. 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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/81261 | - |
| dc.description.abstract | 由於性別角色分工與工作型態的轉變，職場與家庭間的衝突成為當代工作者與組織備受關注的議題。此種角色間的衝突被稱為工作家庭衝突（簡稱為職家衝突），並深受主管的領導行為所影響。有別於西方領導僅強調工作上的支援與照顧，華人仁慈領導會對部屬展現全面的照顧行為－包含工作照顧與生活照顧，對於降低部屬的職家衝突應有其獨特意涵。因此本研究基於角色壓力與資源保存理論的觀點，試圖以華人的角度探討仁慈領導雙構面的照顧行為對部屬職家衝突之效果，同時釐清其中的機制，檢視雙構面是否會同時引發部屬工作與家庭角色的資源，展現雙面的影響機制，並探討部屬角色優先性的調節式中介效果。本研究使用問卷調查法，以200位全職工作者為研究對象，並採用縱貫性研究方式蒐集三次跨時間點的資料。透過結構方程模式分析，研究結果顯示工作照顧會透過知覺組織支持的提升，降低部屬的職家衝突，此歷程不受部屬的角色優先性所影響；而生活照顧僅對角色優先性低（家庭優先）之部屬產生效果，會透過提升知覺家庭支持，降低部屬的職家衝突。整體而言，本研究顯示仁慈領導對於降低職家衝突具有雙重角色的正向機制，在特定部屬價值觀下能夠發揮綜效，展現出不同於西方領導的獨特影響力。 | zh_TW |
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| dc.description.tableofcontents | 第一章 緒論 1 第二章 文獻回顧 5 第一節 職家衝突 5 第二節 仁慈領導與職家衝突 10 第三節 角色優先性的調節效果 15 第三章 研究方法 19 第一節 研究程序 19 第二節 研究樣本 19 第三節 研究工具 21 第四節 資料分析 28 第四章 研究結果 31 第一節 測量模式 31 第二節 相關分析 33 第三節 假設驗證 35 第四節 額外分析 41 第五章 討論 43 第一節 結果與討論 43 第二節 研究貢獻 45 第三節 研究限制 48 第四節 未來研究方向 51 參考文獻 54 附錄 67 附錄一 第一次問卷 67 附錄二 第二次問卷 70 附錄三 第三次問卷 73 | |
| dc.language.iso | zh-TW | |
| dc.subject | 角色資源 | zh_TW |
| dc.subject | 職家衝突 | zh_TW |
| dc.subject | 仁慈領導 | zh_TW |
| dc.subject | 角色優先性 | zh_TW |
| dc.subject | role centrality | en |
| dc.subject | benevolent leadership | en |
| dc.subject | role-based resource | en |
| dc.subject | work-family conflict | en |
| dc.title | 仁慈領導對部屬職家衝突之影響－雙路徑影響機制 | zh_TW |
| dc.title | The Effect of Benevolent Leadership on Subordinates’ Work-Family Conflict－A Dual-Pathway Model | en |
| dc.date.schoolyear | 109-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 簡忠仁(Hsin-Tsai Liu),黃敏萍(Chih-Yang Tseng),林姿葶 | |
| dc.subject.keyword | 職家衝突,仁慈領導,角色資源,角色優先性, | zh_TW |
| dc.subject.keyword | work-family conflict,benevolent leadership,role-based resource,role centrality, | en |
| dc.relation.page | 76 | |
| dc.identifier.doi | 10.6342/NTU202101786 | |
| dc.rights.note | 同意授權(限校園內公開) | |
| dc.date.accepted | 2021-07-27 | |
| 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 | |
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