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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 陸洛(Luo Lu) | |
dc.contributor.author | Wen-Shiuan Cheng | en |
dc.contributor.author | 陳文萱 | zh_TW |
dc.date.accessioned | 2021-06-15T03:56:24Z | - |
dc.date.available | 2012-06-28 | |
dc.date.copyright | 2010-06-28 | |
dc.date.issued | 2010 | |
dc.date.submitted | 2010-06-22 | |
dc.identifier.citation | 中文文獻
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dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/44849 | - |
dc.description.abstract | 本研究旨在探討部屬知覺主管領導風格對於部屬之工作滿意度、對主管滿意度、工作績效及幸福感的影響,並進一步探討部屬的工作價值觀能否調節主管領導風格的影響。
本研究並以主管領導風格中之轉換型領導及交易型領導作為自變項,探討對依變項工作滿意度、對主管滿意度度、工作績效及幸福感之影響,並探討調節變項工作價值觀中的發揮能力、物質酬賞、人際滿足是否具調節作用。 以台灣地區有全職工作、且擁有直屬主管者作為樣本,進行結構性問卷施測,採用便利取樣。研究者透過人際網絡在北、中、南三區共回收446份有效問卷。 研究結果顯示,轉換型領導風格會增加員工之工作滿意度、對主管滿意度及幸福感;交易型領導風格同樣也會增加員工之工作滿意度、對主管滿意度及幸福感。在調節作用方面,發揮能力可以調節轉換型領導與工作滿意度的關係、轉換型領導與幸福感的關係和交易型與工作滿意度的關係;人際滿足可以調節轉換型領導與工作滿意度的關係和交易型與工作滿意度的關係。 | zh_TW |
dc.description.abstract | The purpose of this study was to explore the influence of superior’s leadership styles on job satisfaction, superior satisfaction, work performance and well-being. In addition, we also examined the moderating effect of work values on the relationship between superior’s leadership styles and work outcomes.
The purposive sampling method was used to conduct surveys with structured questionnaires among full-time workers with direct supervisors in Taiwan. A total of 446 participants returned valid responses for further analysis. Our results showed that the “transformational” leadership style had positive impacts on job satisfaction, superior satisfaction and well-being. And the “transactional“ leadership style also had positive impacts on job satisfaction, superior satisfaction and well-being. We also found that work values could moderate the relationship between supervisor leadership styles and work outcomes, including job satisfaction, superior satisfaction, work performance and well-being. “Seeking opportunities to use my personal abilities” could moderate the relationship between transformational leadership style and job satisfaction and well-being and the relationship between transactional leadership style and job satisfaction. “Seeking interpersonal satisfaction” could moderate the relationship between transformational leadership style and job satisfaction | en |
dc.description.provenance | Made available in DSpace on 2021-06-15T03:56:24Z (GMT). No. of bitstreams: 1 ntu-99-R97741032-1.pdf: 1098294 bytes, checksum: fc1e757950db7b660715b286cc9b9936 (MD5) Previous issue date: 2010 | en |
dc.description.tableofcontents | 第一章 緒論 1
第一節 研究動機 1 第二節 研究目的 3 第二章 文獻探討 4 第一節 主管領導風格的內涵及其影響 4 壹、何謂領導風格(leadership style) 4 貳、交易型領導 7 參、轉換型領導 9 第二節 工作後果之定義與重要性 10 壹、工作滿意度 10 貳、對主管滿意度 12 参、工作績效 13 肆、員工幸福感 15 第三節 領導風格對員工影響之相關研究 18 壹、領導風格對員工工作滿意度之影響 18 貳、領導風格對主管滿意度之影響 19 參、領導風格對工作績效之影響 19 肆、領導風格對員工幸福感之影響 20 第四節 工作價值觀作為主管領導風格與員工工作後果的調節因子 21 壹、工作價值觀的定義與類別 21 貳、工作價值觀的調節作用 25 第三章 研究方法 29 第一節 研究架構與研究假設 29 壹、研究架構 29 貳、研究假設 30 第二節 研究對象 31 第三節 研究工具 31 壹、轉換型領導量表 31 貳、交易型領導量表 32 参、工作滿意度量表 32 肆、對主管滿意度量表 32 伍、工作績效量表 33 陸、幸福感量表 33 柒、工作價值量表 34 捌、人口學變項 34 第四節 資料分析 34 壹、描述性統計分析 35 貳、信度分析 35 参、相關分析 35 肆、迴歸分析 35 第四章 研究結果 36 第一節 樣本描述 36 第二節 研究變項描述性統計分析 36 第三節 研究變項間相關分析 38 壹、人口學變項與主要研究變項之相關 38 貳、主要研究變項間之相關 39 第四節 階層式迴歸分析 41 壹、預測工作滿意度 41 貳、預測主管滿意度 41 参、預測工作績效 42 肆、預測幸福感 42 伍、工作滿意度之中介效果 42 陸、小結 43 第五節 工作價值觀之調節作用分析 49 壹、工作滿意度 49 貳、主管滿意度 52 参、工作績效 53 肆、幸福感 53 第五章 討論與結論 55 第一節 研究結果概述 55 壹、主管領導風格對員工工作後果之主要效果 57 貳、員工工作價值觀之主要及調節作用 57 第二節 管理意涵 60 第三節 研究限制與未來研究建議 61 壹、研究工具的限制 62 貳、研究對象的限制 62 参、自評的誤差 63 肆、橫斷面研究的限制 63 參考文獻 64 附錄:問卷 74 | |
dc.language.iso | zh-TW | |
dc.title | 主管領導風格與員工工作後果之關係:以工作價值觀為調節變項 | zh_TW |
dc.title | The Relationship between Leadership Styles and Employees’ Work Outcomes: Work Values as Moderators | en |
dc.type | Thesis | |
dc.date.schoolyear | 98-2 | |
dc.description.degree | 碩士 | |
dc.contributor.oralexamcommittee | 吳玲玲(Lin-Lin Wu),高旭繁(Xu-Fan Kao) | |
dc.subject.keyword | 交易型領導,轉換型領導,工作滿意度,對主管滿意度,工作績效,幸福感,工作後果,工作價值觀, | zh_TW |
dc.subject.keyword | transactional leadership,transformational leadership,job satisfaction,superior satisfaction,work performance,well-being,work outcomes,work values, | en |
dc.relation.page | 75 | |
dc.rights.note | 有償授權 | |
dc.date.accepted | 2010-06-22 | |
dc.contributor.author-college | 管理學院 | zh_TW |
dc.contributor.author-dept | 商學研究所 | zh_TW |
顯示於系所單位: | 商學研究所 |
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