大學圖書館中階主管女性領導特質與領導效能之關係及環境脈絡效果

Abstract

本研究目的為探究大學圖書館館員所知覺的中階主管女性領導特質與領導效能之關係及圖書館環境脈絡對前兩者關係的影響效果。本研究資料來自52所大學圖書館所屬的818位館員與196位中階主管的問卷調查，另外，還有20位大學圖書館館員與其直屬中階主管深度訪談的資料，以確認女性領導特質和領導效能的概念向度及其意義。 深度訪談資料歸納出女性領導特質包括：非層級管理、衝突管理、資訊分享、環境支持、個別關懷等五種重要面向特質。同時，領導效能歸納為目標達成、部屬表現、團體歷程、領導能力等四個面向。這兩個概念之向度與文獻上的概念意義與概念向度是一致的。本研究並以兩層次分析法驗證研究假設，其中層次一為館員特性，層次二為中階主管與圖書館特性。 分析結果顯示：196位中階主管的平均女性領導特質與平均領導效能之變異數分別有36.03%與19.71%是存在於圖書館間的差異。館員所知覺的中階主管女性領導特質不受館員性別和年資的影響，但受館員學歷的影響，其中研究所者給予較高的評價。不過，館員所知覺的中階主管領導效能並不受館員的性別、學歷和年資之影響。另外，館員所知覺的中階主管女性領導特質對其領導效能的影響效果，會因為大學圖書館環境脈絡之不同而不同。這些圖書館環境脈絡包括公立/私立、北部/非北部及圖書館服務規模。最後，本研究針對研究與政策提出建議。

This study is to examine the relationship between feminine leadership characteristics and leadership effectiveness of middle managers in the university libraries in Taiwan and to assess the influence of the library contextual effect on the relationship between feminine leadership characteristics and leadership effectiveness. The research conducts a questionnaire survey of 818 librarians and 196 middle managers from 52 university libraries, and also proceeds with a depth interview of 20 university librarians and their direct middle managers. According to depth interview of librarians and their middle managers, feminine leadership can be characterized into five distinct dimensions: nonhierarchical management, conflict management, information sharing, supportive environment, and commitment to diversity that reflects the definition of feminine leadership from the literature. In addition, four distinct dimensions of leadership effectiveness can also be derived: goal achievement, subordinates performance, group process, and leadership capability and they are also consistent with the definition of the concept in the literature. Multi-level analyses are utilized to examine the research hypotheses in which level-1 refers to librarians and level-2 refers to both middle mangers and libraries. The results show that the variance of feminine leadership and leadership effectiveness of 196 middle managers attributed to the difference between managers is 36.03% and 19.71%, respectively. Feminine leadership of middle managers perceived by librarians does not differ by the gender and tenure of librarians, but it differs by the education of librarians with higher value for those who have graduate degree. However, the leadership effectiveness of middle managers does not vary by the gender, education, and tenure of librarians. The results also show that the feminine leaderships of middle managers do have a significant influence on their leadership effectiveness both perceived by the librarians. Also, the influence of feminine leadership on leadership effectiveness differs by the attributes of middle managers and library’s contexts in terms of public/private, north/non-north, and library scale. Policy implication for libraries is also provided.