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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 鄭伯壎 | zh_TW |
| dc.contributor.advisor | Bor-Shiuan Cheng | en |
| dc.contributor.author | 禹景浩 | zh_TW |
| dc.contributor.author | Jing-Haw Yu | en |
| dc.date.accessioned | 2024-06-05T16:06:12Z | - |
| dc.date.available | 2024-06-06 | - |
| dc.date.copyright | 2024-06-05 | - |
| dc.date.issued | 2024 | - |
| dc.date.submitted | 2024-05-29 | - |
| 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〉。《中華心理期刊》，60（1），57-79。[Wang, S. M., Chou, W. J., Wu, T. Y., & Cheng, B. S. (2018). The double-edged sword of benevolence: A dual paths model of benevolent leadership and creative performance. Chinese Journal of Psychology, 60(1), 57-79.] https://doi.org/10.6129/CJP.201803_60(1).0003
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Leader's vertical-relational identity and subordinate prosocial behavior: The moderating effects of power distance Chinese Journal of Psychology, 51(1), 121-138.] https://doi.org/10.6129/CJP.2009.5101.07 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），105-159 [Cheng, B. S. (1995). Jiachang quanwei yu lingdao xingwei zhi guanxi: Yige Taiwan minying qiye zhuchiren de ge'an yanjiu. Bulletin of the Institute of Ethnology Academia Sinica, (79), 105-159.] 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。[Cheng, B. S., Chou, L. F., & Farh, J. L. (2000). A triad model of paternalistic leadership: constructs and measurement. Indigenous Psychology Research in Chinese Society, (14), 3-64.] 鄭伯壎、謝佩鴛、周麗芳（2002）：〈校長領導作風，上下關係品質及教師角色外行為：轉型式與家長式領導的效果〉。《本土心理學研究》，（17），105-161。[Cheng, B. S., Shieh, P. Y., & Chou, L. F. (2002). 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Paternalistic leadership and employee voice in China: A dual process model. Leadership Quarterly, 26(1), 25-36. https://doi.org/10.1016/j.leaqua.2014.01.002 | - |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/92686 | - |
| dc.description.abstract | 本研究試圖透過歸因理論探討部屬詮釋如何影響主管仁慈領導之效能。具體而言，以關係歸因詮釋仁慈領導，是否會使部屬產生感恩圖報，並提高對主管主動承擔行為；以自利歸因詮釋仁慈領導，是否會使部屬產生應得權益感，並提高團隊中的社會閒散行為。同時，探究部屬對主管的工作利益導向之關係認定如何影響部屬對仁慈領導的歸因方式，進而導致後續結果。本研究透過問卷調查法收集臺灣企業組織中共計250筆有效資料。結果顯示，主管的仁慈領導會透過提升部屬的關係歸因與感恩圖報，進一步提升部屬的對主管主動承擔行為。此外，在部屬的工作利益導向之關係認定高的情況下，主管的仁慈領導會透過提升部屬的自利歸因與應得權益感，進一步提升部屬的社會閒散。除此之外，額外分析發現，部屬對仁慈領導的關係歸因，也會提高應得權益感。藉由本研究之結果，於理論上可拓展對仁慈領導效能的理解，並更細緻地釐清部屬詮釋對仁慈領導的效能的影響；於實務上可提供主管與組織借鑑與指引。
關鍵字：仁慈領導、歸因理論、感恩圖報、應得權益感、關係認定 | zh_TW |
| dc.description.abstract | This study attempts to explore how subordinates' interpretations affect the effectiveness of benevolent leadership through attribution theory. Specifically, it investigates whether interpreting benevolent leadership through relationship attribution leads subordinates to experience gratitude and increases their proactive behavior towards supervisors. This study also examines whether interpreting benevolent leadership through self-serving attribution leads subordinates to feel entitled and increases social loafing behavior within teams. Additionally, this study explores how subordinates' job-interest oriented relationship recognition influences their attribution styles towards benevolent leadership, consequently affecting subsequent behavioral outcomes. This study collected a total of 250 valid paired responses from employees and their direct supervisors in various organizations in Taiwan through a questionnaire survey. The results indicate that benevolent leadership enhances subordinates' relationship attribution and gratitude, subsequently promoting their proactive behavior towards supervisors. Furthermore, in situations where subordinates have high job-interest oriented relationship recognition, benevolent leadership enhances subordinates' self-serving attribution and feelings of entitlement, further increasing social loafing behavior. Additionally, the results indicate that subordinates' relationship attribution towards benevolent leadership also enhances feelings of entitlement. These findings contribute to a theoretical understanding of the effectiveness of benevolent leadership, offering insights into how subordinates' interpretations affect its effectiveness. Moreover, the findings of this study provide practical guidance for supervisors and organizations to consider in their leadership practices.
Keywords: benevolent leadership, attribution theory, gratitude, entitlement, relationship recognition | en |
| dc.description.provenance | Submitted by admin ntu (admin@lib.ntu.edu.tw) on 2024-06-05T16:06:12Z No. of bitstreams: 0 | en |
| dc.description.provenance | Made available in DSpace on 2024-06-05T16:06:12Z (GMT). No. of bitstreams: 0 | en |
| dc.description.tableofcontents | 第一章 緒論 1
第二章 文獻回顧與假設建立 5 第一節 仁慈領導 5 第二節 仁慈領導與歸因理論 13 第三章 研究方法 23 第一節 樣本與程序 23 第二節 研究構念衡量 28 第三節 分析策略 32 第四章 研究結果 34 第一節 初步分析 34 第二節 驗證性因素分析 35 第三節 研究假設驗證 39 第四節 補充分析 45 第五章 討論 49 第一節 結果討論 49 第二節 理論貢獻 53 第三節 實務貢獻 54 第四節 研究限制與未來研究方向 56 第五節 結論 58 參考文獻 58 附錄 69 附錄一 研究構念之衡量量表（第一階段部屬問卷） 69 附錄二 研究構念之衡量量表（第二階段部屬問卷） 71 附錄三 研究構念之衡量量表（第二階段主管問卷） 72 | - |
| dc.language.iso | zh_TW | - |
| dc.subject | 仁慈領導 | zh_TW |
| dc.subject | 關係認定 | zh_TW |
| dc.subject | 感恩圖報 | zh_TW |
| dc.subject | 歸因理論 | zh_TW |
| dc.subject | 應得權益感 | zh_TW |
| dc.subject | benevolent leadership | en |
| dc.subject | entitlement | en |
| dc.subject | gratitude | en |
| dc.subject | relationship recognition | en |
| dc.subject | attribution theory | en |
| dc.title | 知恩圖報還是理所應然？以歸因理論探討部屬詮釋對仁慈領導效能之影響 | zh_TW |
| dc.title | Gratitude or Entitlement? Exploring the Influence of Subordinates' Interpretations on the Effectiveness of Benevolent Leadership through Attribution Theory | en |
| dc.type | Thesis | - |
| dc.date.schoolyear | 112-2 | - |
| dc.description.degree | 碩士 | - |
| dc.contributor.coadvisor | 熊欣華 | zh_TW |
| dc.contributor.coadvisor | Hsin-Hua Hsiung | en |
| dc.contributor.oralexamcommittee | 黃敏萍;陳怡靜 | zh_TW |
| dc.contributor.oralexamcommittee | Min-Ping Huang;Yi-Ching Chen | en |
| dc.subject.keyword | 仁慈領導,歸因理論,感恩圖報,應得權益感,關係認定, | zh_TW |
| dc.subject.keyword | benevolent leadership,attribution theory,gratitude,entitlement,relationship recognition, | en |
| dc.relation.page | 73 | - |
| dc.identifier.doi | 10.6342/NTU202401035 | - |
| dc.rights.note | 同意授權(全球公開) | - |
| dc.date.accepted | 2024-05-29 | - |
| dc.contributor.author-college | 理學院 | - |
| dc.contributor.author-dept | 心理學系 | - |
| dc.date.embargo-lift | 2029-05-29 | - |
| 顯示於系所單位： | 心理學系 | |
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| 檔案 | 大小 | 格式 | |
|---|---|---|---|
| ntu-112-2.pdf 此日期後於網路公開 2029-05-29 | 1.58 MB | Adobe PDF |
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