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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 陸洛(Luo Lu) | |
| dc.contributor.author | Wen-Ting Cheng | en |
| dc.contributor.author | 鄭雯婷 | zh_TW |
| dc.date.accessioned | 2021-06-16T03:51:42Z | - |
| dc.date.available | 2020-03-13 | |
| dc.date.copyright | 2015-03-13 | |
| dc.date.issued | 2014 | |
| dc.date.submitted | 2015-01-15 | |
| dc.identifier.citation | 一、中文文獻
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/55216 | - |
| dc.description.abstract | 本研究旨在探討組織文化與領導風格對於工作後果之影響，並進一步探討領導風格是否可以調節組織文化與工作後果之關聯，本研究以Wallach（1983）所提出之「科層型文化」、「創新型文化」與「支持型文化」三種組織文化，以及Burns（1978）提出之「交易型領導」與「轉換型領導」為自變項，探討對「組織承諾」、「工作滿意」與「工作績效」三個工作後果變項的影響，並探討「交易型領導」與「轉換型領導」是否具有調節作用。
本研究以台灣地區某一公司之員工為樣本，進行結構性問卷的施測，採分層等機率三階段抽樣法，總計回收共663份有效問卷。採用階層迴歸分析，研究結果發現：「科層型文化」及「創新型文化」與員工的「工作滿意」有顯著的正向關聯，「支持型文化」與員工的「組織承諾」及「工作滿意」有顯著的正向關聯；「交易型領導」與員工的「工作滿意」有顯著的正向關聯，「轉換型領導」與員工的「組織承諾」及「工作滿意」有顯著的正向關聯；最後，在調節效果作用上，「交易型領導」會強化「科層型文化」和「工作滿意」間的正向關聯，並弱化「創新型文化」及「支持型文化」和「組織承諾」間的正向關聯，「轉換型領導」會強化「科層型文化」、「創新型文化」及「支持型文化」和「工作滿意」間的正向關聯，以及「創新型文化」及「支持型文化」和「組織承諾」間的正向關聯。 據此，研究者建議企業應塑造符合自身需求及條件的強文化，透過合適的工作環境以正面提升員工工作態度，而由於領導風格以「轉換型領導」具有較全面的正向效果，因此建議領導者可多加運用之，同時，領導者尚需在不同組織文化之下，採用不同類型之領導風格，以提升員工工作態度。 | zh_TW |
| dc.description.abstract | The aim of the present study is to explore the influence of corporate culture and leadership styles on work results – employee’s work attitudes and job performance. In addition, we also examined the moderating effects of leadership styles on the relationships between corporate culture and work results. This study uses bureaucratic culture, innovative culture and supportive culture raised by Wallach (1983) as the types of culture discussed, and transactional leadership and transformational leadership posed by Burns (1978) as the leadership styles. Using structured questionnaires, we collected data from 663 employees from one single organization in Taiwan.
Hierarchical regression analysis showed that both corporate culture and leadership styles had positive effects on job satisfaction and organizational commitment. Furthermore, leadership styles partly moderated the relationship between corporate culture and employee’s work attitudes and job performance. In the era of competitive business environment and the flourishing of humanism, companies pay close attention to not only performance but also employee’s work attitudes. Corporate culture and leadership styles make vital contribution to the elevation of work results. Consequently, companies are advised to build their own culture which fits strategies. Leaders are advised to utilize more on transformational leadership and also change their styles under different culture environment. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-16T03:51:42Z (GMT). No. of bitstreams: 1 ntu-103-R01741032-1.pdf: 1409670 bytes, checksum: ad73a4eb2541a4ff7ed21589f9324a62 (MD5) Previous issue date: 2014 | en |
| dc.description.tableofcontents | 目錄
口試委員審定書………………………………………………………………………i 謝辭 ii 中文摘要 iii Abstract iv 第一章 緒論 1 第一節 研究動機 1 第二節 研究目的 4 第二章 文獻回顧 5 第一節 工作後果 5 第二節 組織文化 9 第三節 領導風格 18 第三章 研究方法 31 第一節 研究架構與假設 31 第二節 研究樣本 34 第三節 研究工具 35 第四章 研究結果 38 第一節 人口樣本特性 38 第二節 主要研究變項描述性統計分析 40 第三節 主要研究變項之性別與職位差異 41 第四節 變項間之相關分析 43 第五節 階層式迴歸分析 46 第六節 補充性分析 61 第五章 結論與建議 62 第一節 研究結果討論 62 第二節 管理意涵 66 第三節 研究限制與未來建議 68 參考文獻 70 一、中文文獻 70 二、英文文獻 71 附錄：問卷 78 表目錄 表2-1 組織文化定義 10 表2-2 組織文化之類型 13 表2-3 領導定義 18 表4-1樣本描述性統計（N = 663） 39 表4-2主要研究變項描述性統計 40 表4-3主要研究變項之性別差異 41 表4-4主要研究變項之職位差異 42 表4-5人口學變項與主要研究變項間之相關 44 表4 6主要研究變項間之相關 45 表4 7以組織文化預測工作滿意、工作績效及組織承諾 47 表4 8以領導風格預測工作滿意、工作績效及組織承諾 49 表4 9以科層型文化為前置變項，領導風格為調節變項 54 表4 10以創新型文化為前置變項，領導風格為調節變項 55 表4 11以支持型文化為前置變項，領導風格為調節變項 56 表5-1 研究結果彙整表 62 圖目錄 圖2-1組織文化之形成過程 11 圖3 1研究架構圖 31 圖4-1交易型領導與科層型文化的交互作用對於工作滿意的影響 57 圖4-2交易型領導與科層型文化的交互作用對於工作績效的影響 57 圖4-3交易型領導與科層型文化的交互作用對於組織承諾的影響 57 圖4-4交易型領導與創新型文化的交互作用對於組織承諾的影響 58 圖4-5交易型領導與支持型文化的交互作用對於組織承諾的影響 58 圖4-6轉換型領導與科層型文化的交互作用對於工作滿意的影響 58 圖4-7轉換型領導與創新型文化的交互作用對於工作滿意的影響 59 圖4-8轉換型領導與創新型文化的交互作用對於組織承諾的影響 59 圖4-9轉換型領導與支持型文化的交互作用對於工作滿意的影響 59 圖4-10轉換型領導與支持型文化的交互作用對於組織承諾的影響 60 | |
| dc.language.iso | zh-TW | |
| dc.subject | 領導風格 | zh_TW |
| dc.subject | 工作績效 | zh_TW |
| dc.subject | 組織文化 | zh_TW |
| dc.subject | 組織承諾 | zh_TW |
| dc.subject | 工作滿意 | zh_TW |
| dc.subject | job satisfaction | en |
| dc.subject | leadership style | en |
| dc.subject | job performance | en |
| dc.subject | corporate culture | en |
| dc.subject | organizational commitment | en |
| dc.title | 組織文化與員工工作態度及績效之關聯－以領導風格為調節變項 | zh_TW |
| dc.title | The Relationship between Corporate Culture and Employees’ Work Attitudes and Performance: Leadership Styles as Moderators | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 103-1 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 張婷婷(Ting-Ting Chang),吳欣蓓(Hsin-Bei Wu) | |
| dc.subject.keyword | 組織文化,領導風格,工作滿意,組織承諾,工作績效, | zh_TW |
| dc.subject.keyword | corporate culture,leadership style,job satisfaction,organizational commitment,job performance, | en |
| dc.relation.page | 79 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2015-01-16 | |
| 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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