請用此 Handle URI 來引用此文件：
http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/92946完整後設資料紀錄
| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 戚樹誠 | zh_TW |
| dc.contributor.advisor | Shu-Cheng Chi | en |
| dc.contributor.author | 林桓男 | zh_TW |
| dc.contributor.author | Huan-Nan Lin | en |
| dc.date.accessioned | 2024-07-08T16:11:55Z | - |
| dc.date.available | 2024-07-09 | - |
| dc.date.copyright | 2024-07-08 | - |
| dc.date.issued | 2024 | - |
| dc.date.submitted | 2024-07-03 | - |
| dc.identifier.citation | 中文文獻
高鈺涵.(2022).組織倫理氛圍與領導者-成員交換品質能否提升員工建言行爲-探討心理安全感之中介效果.(國立台灣大學碩士論文) 黃承章. (2022).探討心理安全氛圍對威權領導與部屬回應間的中介效果-以空軍某聯隊官兵為研究樣本. .(國立台灣大學碩士論文) 李沛欣. (2017).向上影響行為,領導者-成員交換與師徒關係對人力資源管理之研究. 陸軍後勤季刊, (106年第3), 46-63. 溫金豐, 林裘緒, &錢書華. (2011).轉換型領導與組織認同: 領導者組織典範性知覺的調節效果. 臺大管理論叢, 21(2), 265-285.g 游秋榕. (2021).房地產創意從業人員工作滿足感與離職傾向之實證研究. (國立台灣大學碩士論文) 林守紀,周麗芳,任金剛,&曾春榮. (2017). 員工建言行為:回顧與未來.人力資源管理學報, 17(1), 1-33. 陳懷傑,李弘暉,郭建志,&程晟.(2018). 道德領導與員工建言行為:情感信任與團隊成員關係衝突知覺的中介角色研究.人力資源管理學報,18(2), 69-97. 游佳臻. (2014).員工建言行為回顧性研究.科技與人力教育季刊, 1(2), 20-32. 紀乃文, &李學佳. (2018).員工為何建言/探討員工利社會動機與印象管理動機對建言行為的影響:求成型焦點,情感性組織承諾與公民行為壓力的干擾效果.管理學報, 35(1), 1-25 楊美玉, &柯佑宗.(2015).人們為何能勇於建言?建言自我效能與團隊建言行為的效果.臺大管理論叢, 25(3), 39-66. 鄭仁偉,郭智輝,袁梅玲, 陳春希,許惠珊, &廖心瀅. (2014).員工利他/自利導向與建言行為/生涯成功的關係.就業與勞動關係季刊, 4(1), 22-46. 鄭仁偉,盧國銘,簡剛民, &林宜蓁. (2010).人力資源管理滿意度與員工建言之關係-心理安全感的中介效果.中小企業發展季刊, 16, 109-131 英文文獻 Alcover, C. M., Rico, R., Turnley, W. H., & Bolino, M. C. (2017). Understanding the Changing Nature of Psychological Contracts in 21st Century Organizations: A Multiple-Foci Exchange Relationships Approach and Proposed Framework. Organizational Psychology Review, 7(1), 4-35. Amabile, T. M., Schatzel, E. A., Moneta, G. B., & Kramer, S. J. (2004). Leader Behaviors and the Work Environment for Creativity: Perceived Leader Support. The Leadership Quarterly, 15(1), 5-32. Ashford, S. J., Rothbard, N. P., Piderit, S. K., & Dutton, J. E. (1998). Out on a Limb: The Role of Context and Impression Management in Selling Gender-Equity Issues. Administrative Science Quarterly, 23-57. Ashforth, B. E., & Mael, F. (1989). Social Identity Theory and the Organization. Academy of Management Review, 14(1), 20-39. Barrick, M. R., & Mount, M. K. (1991). The Big Five Personality Dimensions and Job Performance: A Meta‐analysis. Personnel Psychology, 44(1), 1-26. Barrick, M. R., Mount, M. K., & Strauss, J. P. (1993). Conscientiousness and Performance of Sales Representatives: Test of the Mediating Effects of Goal Setting. Journal of Applied Psychology, 78(5), 715. Bateman, T. S., & Organ, D. W. (1983). Job Satisfaction and the Good Soldier: The Relationship between Affect and Employee “Citizenship”. Academy of Management Journal, 26(4), 587-595. Carmeli, A., & Gittell, J. H. (2009). High‐quality Relationships, Psychological Safety, and Learning from Failures in Work Organizations. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(6), 709-729. Carmeli, A., & Gittell, J. H. (2009). High‐quality Relationships, Psychological Safety, and Learning from Failures in Work Organizations. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(6), 709-729. Chang, C. W., Huang, H. C., Chiang, C. Y., Hsu, C. P., & Chang, C. C. (2012). Social Capital and Knowledge Sharing: Effects on Patient Safety. Journal of Advanced Nursing, 68(8), 1793-1803. Costa Jr, P. T., & McCrae, R. R. (1986). Personality Stability and Its Implications for Clinical Psychology. Clinical Psychology Review, 6(5), 407-423. Dansereau Jr, F., Graen, G., & Haga, W. J. (1975). A Vertical Dyad Linkage Approach to Leadership within Formal Organizations: A Longitudinal Investigation of the Role Making Process. Organizational Behavior and Human Performance, 13(1), 46-78. Detert, J. R., & Burris, E. R. (2007). Leadership Behavior and Employee Voice: Is the Door Really Open. Academy of Management Journal, 50(4), 869-884. Detert, J. R., & Burris, E. R. (2007). Leadership Behavior and Employee Voice: Is the Door Really Open?. Academy of Management Journal, 50(4), 869-884. Detert, J. R., & Edmondson, A. C. (2011). Implicit Voice Theories: Taken-for-Granted Rules of Self-Censorship at Work. Academy of Management Journal, 54(3), 461-488. Dirs, K. T., & Ferrin, D. L. (2002). Trust in Leadership: Meta-Analytic Findings and Implications for Research and Practice. Journal of Applied Psychology, 87(4), 611. Duhigg, C. (2016). What Google Learned from Its Quest to Build the Perfect Team. The New York Times Magazine, 26(2016), 2016. Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., & Ferris, G. R. (2012). A Meta-Analysis of Antecedents and Consequences of Leader-Member Exchange: Integrating the Past with an Eye toward the Future. Journal of Management, 38(6), 1715-1759. Edmondson, A. (1999). Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, 44(2), 350-383. Edmondson, A., & Reynolds, S. S. (2016). Building the Future: Big Teaming for Audacious Innovation. Berrett-Koehler Publishers. Eisenbeiss, S. A., Van Knippenberg, D., & Boerner, S. (2008). Transformational Leadership and Team Innovation: Integrating Team Climate Principles. Journal of Applied Psychology, 93(6), 1438. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71(3), 500. Ellemers, N., De Gilder, D., & Haslam, S. A. (2004). Motivating Individuals and Groups at Work: A Social Identity Perspective on Leadership and Group Performance. Academy of Management Review, 29(3), 459-478. Erdogan, B., & Bauer, T. N. (2010). Differentiated Leader–Member Exchanges: The Buffering Role of Justice Climate. Journal of Applied Psychology, 95(6), 1104. Erdogan, B., & Enders, J. (2007). Support from the Top: Supervisors’ Perceived Organizational Support as a Moderator of Leader-Member Exchange to Satisfaction and Performance Relationships. Journal of Applied Psychology, 92(2), 321. Etten, J., Haslam, S. A., & Haslam, C. (2012). The Case for a Social Identity Analysis of Health and Well-Being. In The Social Cure (Pp. 3-19). Psychology Press. Frazier, M. L., Fainshmidt, S., Klinger, R. L., Pezeshkan, A., & Vracheva, V. (2017). Psychological Safety: A Meta‐analytic Review and Extension. Personnel Psychology, 70(1), 113-165. Fu, W., & Deshpande, S. P. (2014). The Impact of Caring Climate, Job Satisfaction, and Organizational Commitment on Job Performance of Employees in a China’s Insurance Company. Journal of Business Ethics, 124, 339-349. George, J. M. (1991). State or Trait: Effects of Positive Mood on Prosocial Behaviors at Work. Journal of Applied Psychology, 76(2), 299. George, J. M. (2000). Emotions and Leadership: The Role of Emotional Intelligence. Human Relations, 53(8), 1027-1055. Gong, Y., Huang, J. C., & Farh, J. L. (2009). Employee Learning Orientation, Transformational Leadership, and Employee Creativity: The Mediating Role of Employee Creative Self-Efficacy. Academy of Management Journal, 52(4), 765-778. Graen, G. B., & Uhl-Bien, M. (1995). Relationship-Based Approach to Leadership: Development of Leader-Member Exchange (LMX) Theory of Leadership over 25 Years: Applying a Multi-Level Multi-Domain Perspective. The Leadership Quarterly, 6(2), 219-247. Graen, G., & Cashman, J. F. (1975). A Role-Making Model of Leadership in Formal Organizations: A Developmental Approach. Leadership Frontiers, 143(165), 86-96. Hansen, S. D., Dunford, B. B., Boss, A. D., Boss, R. W., & Angermeier, I. (2011). Corporate Social Responsibility and the Benefits of Employee Trust: A Cross-Disciplinary Perspective. Journal of Business Ethics, 102, 29-45. Haslam, S. A., Postmes, T., & Ellemers, N. (2003). More than a Metaphor: Organizational Identity Makes Organizational Life Possible. British Journal of Management, 14(4), 357-369. Hofstede, G. (1984). Culture’s Consequences: International Differences in Work-Related Values (Vol. 5). Sage. Hurtz, G. M., & Donovan, J. J. (2000). Personality and Job Performance: The Big Five Revisited. Journal of Applied Psychology, 85(6), 869. Jansson, M. J. (2021). Innovative Work Behavior: Leadership Receptiveness, Individual Perseverance, and Organizational Climate as Enablers (Doctoral Dissertation, Indiana Institute of Technology). Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How Does Human Resource Management Influence Organizational Outcomes A Meta-Analytic Investigation of Mediating Mechanisms. Academy of Management Journal, 55(6), 1264-1294. Judge, T. A., & Bono, J. E. (2001). Relationship of Core Self-Evaluations Traits—Self-Esteem, Generalized Self-Efficacy, Locus of Control, and Emotional Stability—with Job Satisfaction and Job Performance: A Meta-Analysis. Journal of Applied Psychology, 86(1), 80. Judge, T. A., Bono, J. E., Ilies, R., & Gerhardt, M. W. (2002). Personality and Leadership: A Qualitative and Quantitative Review. Journal of Applied Psychology, 87(4), 765. Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692-724. Kaiser, R. B., Hogan, R., & Craig, S. B. (2008). Leadership and the Fate of Organizations. American Psychologist, 63(2), 96. Kish-Gephart, J. J., Detert, J. R., Treviño, L. K., & Edmondson, A. C. (2009). Silenced by Fear:: The Nature, Sources, and Consequences of Fear at Work. Research in Organizational Behavior, 29, 163-193. Kozlowski, S. W., & Ilgen, D. R. (2006). Enhancing the Effectiveness of Work Groups and Teams. Psychological Science in the Public Interest, 7(3), 77-124. Li, N., Harris, T. B., Boswell, W. R., & Xie, Z. (2011). The Role of Organizational Insiders’ Developmental Feedback and Proactive Personality on Newcomers’ Performance: An Interactionist Perspective. Journal of Applied Psychology, 96(6), 1317. Li, N., Liang, J., & Crant, J. M. (2010). The Role of Proactive Personality in Job Satisfaction and Organizational Citizenship Behavior: A Relational Perspective. Journal of Applied Psychology, 95(2), 395. Liang, J., Farh, C. I., & Farh, J. L. (2012). Psychological Antecedents of Promotive and Prohibitive Voice: A Two-Wave Examination. Academy of Management Journal, 55(1), 71-92. Liden, R. C., & Graen, G. (1980). Generalizability of the Vertical Dyad Linkage Model of Leadership. Academy of Management Journal, 23(3), 451-465. Lub, X. D., Bal, P. M., Blomme, R. J., & Schalk, R. (2016). One Job, One Deal… or Not: Do Generations Respond Differently to Psychological Contract Fulfillment. The International Journal of Human Resource Management, 27(6), 653-680. May, D. R., Gilson, R. L., & Harter, L. M. (2004). The Psychological Conditions of Meaningfulness, Safety and Availability and the Engagement of the Human Spirit at Work. Journal of Occupational and Organizational Psychology, 77(1), 11-37. McCrae, R. R., & Costa, P. T. (1987). Validation of the Five-Factor Model of Personality across Instruments and Observers. Journal of Personality and Social Psychology, 52(1), 81. Meyer, J. P., & Allen, N. J. (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1(1), 61-89. Meyer, J. P., Becker, T. E., & Vandenberghe, C. (2004). Employee Commitment and Motivation: A Conceptual Analysis and Integrative Model. Journal of Applied Psychology, 89(6), 991. Morrison, E. W. (1993). Longitudinal Study of the Effects of Information Seeking on Newcomer Socialization. Journal of Applied Psychology, 78(2), 173. Morrison, E. W. (1993). Newcomer Information Seeking: Exploring Types, Modes, Sources, and Outcomes. Academy of Management Journal, 36(3), 557-589. Morrison, E. W. (2014). Employee Voice and Silence. Annual Review of Organizational Psychology and Organizational Behavior., 1 (1), 173-197. Morrison, E. W., & Milliken, F. J. (2000). Organizational Silence: A Barrier to Change and Development in a Pluralistic World. Academy of Management Review, 25(4), 706-725. Newman, A., Donohue, R., & Eva, N. (2017). Psychological Safety: A Systematic Review of the Literature. Human Resource Management Review, 27(3), 521-535. Ozer, D. J., & Benet-Martinez, V. (2006). Personality and the Prediction of Consequential Outcomes. Annual Review of Psychology, 57, 401-421. Pratt M. G. (1998). To Be or Not to Be: Central Questions in Organizational Identification. Sage Publications, Inc. Riketta, M., & Van Dick, R. (2005). Foci of Attachment in Organizations: A Meta-Analytic Comparison of the Strength and Correlates of Workgroup versus Organizational Identification and Commitment. Journal of Vocational Behavior, 67(3), 490-510. Saucier, G. (1994). Mini-Markers: A Brief Version of Goldberg’s Unipolar Big-Five Markers. Journal of Personality Assessment, 63(3), 506-516. Schein, E. H. (1971). The Individual, the Organization, and the Career: A Conceptual Scheme. The Journal of Applied Behavioral Science, 7(4), 401-426. Scott, S. G., & Bruce, R. A. (1994). Determinants of Innovative Behavior: A Path Model of Individual Innovation in the Workplace. Academy of Management Journal, 37(3), 580-607. Tajfel, H., Turner, J. C., Austin, W. G., & Worchel, S. (1979). An Integrative Theory of Intergroup Conflict. Organizational Identity: A Reader, 56(65), 9780203505984-16. Treviño, L. K., Den Nieuwenboer, N. A., & Kish-Gephart, J. J. (2014). (Un) Ethical Behavior in Organizations. Annual Review of Psychology, 65, 635-660. Truxillo, D. M., Bauer, T. N., & Erdogan, B. (2015). Psychology and Work: Perspectives on Industrial and Organizational Psychology. Routledge. Tyler, T., & Blader, S. (2013). Cooperation in Groups: Procedural Justice, Social Identity, and Behavioral Engagement. Routledge. Van Knippenberg, D., & Sitkin, S. B. (2013). A Critical Assessment of Charismatic—Transformational Leadership Research: Back to the Drawing Board. Academy of Management Annals, 7(1), 1-60. Vandyne, L., Cummings, L. L., & Parks, J. M. (1995). Extra-Role Behaviors-in Pursuit of Construct and Definitional Clarity (a Bridge over Muddied Waters). Research In Organizational Behavior: An Annual Series Of Analytical Essays And Critical Reviews, Vol 17, 1995, 17, 215-285. Wagner III, J. A., & Hollenbeck, J. R. (2020). Organizational Behavior: Securing Competitive Advantage. Routledge. Waldman, D. A., Ramirez, G. G., House, R. J., & Puranam, P. (2001). Does Leadership Matter CEO Leadership Attributes and Profitability under Conditions of Perceived Environmental Uncertainty. Academy of Management Journal, 44(1), 134-143. Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived Organizational Support and Leader-Member Exchange: A Social Exchange Perspective. Academy of Management Journal, 40(1), 82-111. Wet, M. A., & Lyubovnikova, J. (2012). Real Teams or Pseudo Teams? The Changing Landscape Needs a Better Map. Industrial and Organizational Psychology, 5(1), 25-28. ZHANG, Kai, Jinjing SHI, & Wenhao LUO. (2020). How Can Leader’s Voice Endorsement Promote Employee Voice: An Integrated Mechanism Based on the Goal Self-Organization Perspective. Acta Psychologica Sinica, 52(2), 229. | - |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/92946 | - |
| dc.description.abstract | 本研究旨在探討半導體封裝產業的工程師的不同工作部門、心理安全氛圍、領導者-成員交換品質、部門認同以及個人性格特質對建言行為影響，研究共收集了134份有效問卷，透過網路問卷平台進行填答。研究結果顯示，在這個特定產業背景下，心理安全氛圍、領導者-成員交換品質、部門認同以及經驗開放性對建言行為均有顯著影響。此外，年齡較高的工程師和外籍勞工也顯示出較高的建言傾向。這份研究對半導體封裝產業具有重要的理論貢獻和實務管理意涵。理論上，它拓展了對建言行為影響因素的理解，尤其是在特定產業環境下的影響因素。實務上，研究結果提供了管理者們重要的指引，他們可以透過改善工作環境、加強領導-成員互動、提升部門認同和鼓勵經驗開放性的員工提出促進建言行為。這將有助於提高組織內部的溝通和協作，推動創新和持續改進。 | zh_TW |
| dc.description.abstract | The purpose of this study is to investigate the impact of the department engineers belong to, psychological safety climate, leader-member exchange, departmental identification, and individual personality traits on equipment engineers’ voice behavior in the semiconductor packaging industry. A total of 134 valid questionnaires were collected through an online survey platform. The results indicated that in this particular industry context, psychological safety climate, leader-member exchange, departmental identification, and the personality trait of openness to experience all significantly impacted voice behavior. Additionally, older engineers and foreign workers demonstrated a higher tendency toward voice behavior. This study contributes theoretically by expanding understanding of the factors influencing voice behavior, particularly in specific industry environments. Practically, the results offer important guidance for managers, suggesting that improving the work environment, strengthening leader-member interactions, enhancing departmental identification, and encouraging employees' openness to experience can promote voice behavior, ultimately fostering communication, collaboration, innovation, and continuous improvement within the organization. | en |
| dc.description.provenance | Submitted by admin ntu (admin@lib.ntu.edu.tw) on 2024-07-08T16:11:55Z No. of bitstreams: 0 | en |
| dc.description.provenance | Made available in DSpace on 2024-07-08T16:11:55Z (GMT). No. of bitstreams: 0 | en |
| dc.description.tableofcontents | 誌謝 Ⅰ
中文摘要 Ⅱ 英文摘要 Ⅲ 目次 Ⅳ 圖目次 ⅤI 表目次 ⅥI 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的 4 第三節 研究流程 6 第二章 文獻探討 8 第一節 建言行為 8 第二節 不同部門之工作負荷 10 第三節 心理安全氛圍 12 第四節 領導者-成員交換品質 14 第五節 部門認同 15 第六節 性格特質 17 第七節 假說推導 19 第三章 研究方法 23 第一節 研究架構 23 第二節 研究假設 24 第三節 研究對象 24 第四節 研究工具 24 第五節 統計分析 29 第四章 研究結果 31 第一節 樣品結構分析 31 第二節 敘述統計 33 第三節 相關分析 34 第四節 廻歸分析 35 第五章 結論與建議 41 第一節 研究結論 41 第二節 討論 43 第三節 管理意涵 48 第四節 研究限制與未來建議 51 參考文獻 52 中文文獻 52 英文文獻 53 附錄 61 附錄一 問卷調查 61 附錄二 問卷部分 62 | - |
| dc.language.iso | zh_TW | - |
| dc.subject | 外向性 | zh_TW |
| dc.subject | 建言行為 | zh_TW |
| dc.subject | 心理安全氛圍 | zh_TW |
| dc.subject | 領導者-成員交換品質 | zh_TW |
| dc.subject | 經驗開放性 | zh_TW |
| dc.subject | 部門認同 | zh_TW |
| dc.subject | openness to experience | en |
| dc.subject | departmental identification | en |
| dc.subject | leader-member exchange | en |
| dc.subject | voice behavior | en |
| dc.subject | extraversion | en |
| dc.subject | psychological safety climate | en |
| dc.title | 半導體封裝產業設備工程師建言行為相關因素之實證研究 | zh_TW |
| dc.title | An Empirical Study on the Correlates of Voice Behavior of Semiconductor Packaging Industry Equipment Engineers | en |
| dc.type | Thesis | - |
| dc.date.schoolyear | 112-2 | - |
| dc.description.degree | 碩士 | - |
| dc.contributor.oralexamcommittee | 羅新興;陳淑貞 | zh_TW |
| dc.contributor.oralexamcommittee | Hsin-Hsin Lo;Shu-Chen Chen | en |
| dc.subject.keyword | 建言行為,心理安全氛圍,領導者-成員交換品質,部門認同,外向性,經驗開放性, | zh_TW |
| dc.subject.keyword | psychological safety climate,leader-member exchange,departmental identification,openness to experience,extraversion,voice behavior, | en |
| dc.relation.page | 67 | - |
| dc.identifier.doi | 10.6342/NTU202401485 | - |
| dc.rights.note | 未授權 | - |
| dc.date.accepted | 2024-07-05 | - |
| dc.contributor.author-college | 進修推廣學院 | - |
| dc.contributor.author-dept | 事業經營碩士在職學位學程 | - |
| 顯示於系所單位： | 事業經營碩士在職學位學程 | |
文件中的檔案：
| 檔案 | 大小 | 格式 | |
|---|---|---|---|
| ntu-112-2.pdf 未授權公開取用 | 994.3 kB | Adobe PDF |
系統中的文件，除了特別指名其著作權條款之外，均受到著作權保護，並且保留所有的權利。