博碩士論文 103421013 詳細資訊




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姓名 李濠仲(Hao-Zhong Li)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 領導與部屬交換關係、組織自尊與組織認同對員工當責之影響—組織自尊與組織認同中介作用之探討
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摘要(中) 本研究在探討領導與部屬交換關係對組織自尊、組織認同與員工當責之影響,並探討組織自尊與組織認同的中介效果。以國內服務業員工為主要研究對象,共蒐集743份有效樣本並進行分析討論。研究結果顯示,領導與部屬交換關係對組織自尊、組織認同與當責呈正相關、組織自尊與組織認同對當責呈正相關、組織自尊與組織認同對領導與部屬交換關係與當責具有部分中介效果。本研究針對研究結果進行討論,提出管理意涵及未來的研究建議。
摘要(英) This study investigates the relationship between leader-member exchange, organizational based self-esteem, organizational identification and accountability. The mediation of organizational based self-esteem and organizational identification is also explored. A total of 743 valid questionnaires were collected and analyzed from the workers in the service industry in Taiwan. Leader-member exchange is found to be positively related to organizational based self-esteem, organizational identification and accountability. Organizational based self-esteem and organizational identification are found to be positively related to accountability. In addition, the partial mediation of organizational based self-esteem and organizational identification is confirmed for the relationship between leader-member exchange and accountability. Managerial implications and suggestions for future research are thus discussed.
關鍵字(中) ★ 領導與部屬交換關係
★ 組織自尊
★ 組織認同
★ 當責
關鍵字(英) ★ leader-member exchange
★ organizational based self-esteem
★ organizational identification
★ accountability
論文目次 摘要 i
Abstract ii
致謝辭 iii
目錄 iv
圖目錄 v
表目錄 vi
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 領導與部屬交換關係 5
第二節 組織自尊 9
第三節 組織認同 13
第四節 當責 17
第五節 各研究變項的關係 21
第三章 研究方法 28
第一節 研究架構 28
第二節 研究變項量表與衡量工具 29
第三節 抽樣方法 32
第四節 資料分析方法 34
第四章 研究結果 35
第一節 描述性統計分析 35
第二節 問卷效度與信度分析 38
第三節 各研究變項之相關分析 39
第四節 各研究變項之階層迴歸分析 40
第五節 中介效果 50
第五章 結論與建議 55
第一節 研究結論與討論 55
第二節 研究貢獻與管理意涵 58
第三節 研究限制與未來建議 61
參考文獻 63
附錄一 74
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指導教授 陳春希(Chun-Hsi Chen) 審核日期 2016-7-14
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