以環境適配為關鍵中介探討服務型領導對正向心理資本之跨層次影響

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彭維盛(Wen-shang Peng) 查詢紙本館藏

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論文名稱

以環境適配為關鍵中介探討服務型領導對正向心理資本之跨層次影響
(An investigation of cross-level impacts of servant leadership on positive psychological capital via environmental fit)

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摘要(中)

本研究欲探討服務型領導如何透過個人與工作適配、個人與團隊適配以及個人與主管適配提升正向心理資本，進而滿足員工幸福感。本研究以台灣大型企業之員工作為研究對象，問卷一共發放450份，有效問卷共338份，有效問卷回收率為75.11%，並採用階層線性模型進行驗證分析。研究結果如下:
1. 服務型領導對正向心理資本有顯著影響。
2. 個人與工作適配在服務型領導與正向心理資本之間具有中介效果。
3. 個人與團隊適配在服務型領導與正向心理資本之間具有中介效果。
4. 個人與主管適配在服務型領導與正向心理資本之間無中介效果。
5. 正向心理資本對員工幸福感有顯著影響。
本研究貢獻分為四個部分:
1. 將服務型領導進一步證實有關於心理相關之議題，並使正向心理資本的研究應用範圍更加廣泛。
2. 強調環境適配的重要性，且證實在服務型領導與正向心理資本間可作為中介之角色。
3. 從心理層面探討員工幸福感，而不再如以往研究以外在的環境作探討，使幸福感之相關研究議題能以不同角度切入研究。
4. 利用階層線性模型進行分析，不僅能夠更深入了解複雜的階層式關係，對於服務型領導及正向心理資本領域而言也具有貢獻。

摘要(英)

This study investigates how servant leadership through person-job fit, person-group, and person-supervisor to enhance positive psychology capital, and then content employee well-being. This study distributed 450 surveys and 338 valid samples were retrieved from employees of large-sized enterprise in Taiwan (valid response rate of 75.11%). Hierarchical linear modeling (HLM) was used to analyze this data, and the results show that:
1. Servant leadership is significantly related to positive psychology capital.
2. Servant leadership affects positive psychology capital through person-job fit.
3. Servant leadership affects positive psychology capital through person-group fit.
4. Servant leadership affects positive psychology capital through person-supervisor fit.
5. positive psychology capital is significantly related to employee well-being.
This study contributes to research in four aspects:
1. Servant leadership affects the topic about psychology, and positive psychology capital has more range to study.
2. Emphasize importance of person-environment fit, and confirm mediating effect between servant leadership and positive psychology capital.
3. Investigates employee well-being from psychological, not external environment in the past. And study about well-being can use another vision to investigate.
4. Analyze data by Hierarchical linear modeling, not only to understand complex hierarchical relationships but also contribution for servant leadership and positive psychology capital area.

關鍵字(中)

★ 服務型領導
★ 正向心理資本
★ 個人與工作適配
★ 個人與團隊適配
★ 個人與主管適配
★ 員工幸福感
★ 階層線性模型

關鍵字(英)

★ Servant leadership
★ Positive psychology capital
★ Person-job fit
★ Person-group fit
★ Person-supervisor fit
★ Employee well-being
★ Hierarchical linear modeling

論文目次

摘要 i
Abstract ii
誌謝 iv
圖目錄 vii
表目錄 viii
一、緒論 1
1-1 研究背景與動機 1
1-2 研究目的 4
1-3 研究價值與預期貢獻 4
二、文獻探討與研究假設 6
2-1　　服務型領導與正向心理資本 6
2-2　　個人與環境適配理論 8
2-2-1 個人與工作適配理論 9
2-2-2 個人與團隊適配理論 11
2-2-3 個人與主管適配理論 13
2-3　　員工幸福感 15
三、研究方法 18
3-1 研究對象及樣本發放 18
3-2 問卷設計 19
3-3 變項衡量方式 19
3-3-1 服務型領導 19
3-3-2 個人與工作適配 21
3-3-3 個人與團隊適配 22
3-3-4 個人與主管適配 22
3-3-5 正向心理資本 23
3-3-6 員工幸福感 25
3-4 控制變數 26
3-5 分析方法 26
3-5-1　敘述性統計與相關分析 27
3-5-2　因素分析 27
3-5-3　信度分析 28
3-5-4　效度分析 28
3-5-5　共同方法變異控制 29
3-5-6　變數之組內與組間變異成份分析 29
3-5-7　階層線性模型分析 30
四、資料分析 31
4-1　　敘述性統計分析 31
4-2　　相關分析 33
4-3　　信度分析 33
4-4　　建構效度分析 37
4-4-1　收斂效度 37
4-4-2　區別效度 38
4-5 變數之組間與組內變異成份分析 40
4-6 共同方法變異分析 41
4-7 研究假設分析結果 41
4-7-1　幸福感之虛無模型 42
4-7-2　員工層次之正向心理資本與員工幸福感的關係效果 43
4-7-3　員工層次之個人與工作適配、個人與團隊適配與個人與主管適配三者與正向心理資本的關係效果 44
4-7-4　組織層次之服務型領導對於員工層次之正向心理資本的關係效果 47
4-7-5　整體員工之適配理論在員工層次之服務型領導與正向心理資本之中介關係 49
五、結論與建議 56
5-1 研究貢獻 56
5-2 實務建議 59
5-3 研究限制與後續研究建議 60
參考文獻 62
附錄問卷 70

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指導教授

李憶萱

審核日期

2015-7-16

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