矛盾領導行為與部屬工作角色行為關聯性及其中介機制之探討

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吳慧倫(Hui-Lun Wu) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

矛盾領導行為與部屬工作角色行為關聯性及其中介機制之探討
(Exploring the Correlation Between Paradoxical Leadership Behavior and Subordinates′ Work Role Behaviors and Its Mediating Mechanisms)

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摘要(中)

隨著組織環境全球化、動態性且步調快速，矛盾的概念越顯加增 (Smith & Lewis, 2011)，領導者必須面對許多矛盾情境，故此，越來越多關於矛盾領導行為的研究產生。本研究延伸自Zhang, Waldman, Han, and Li (2015)，針對矛盾領導行為與部屬工作角色行為之關聯性，並透過探討矛盾領導行為與部屬工作角色行為關聯性及其中介機制，以補足過去研究缺口。
本研究於台灣企業展開，透過兩階段的問卷發放，共收集669份主管與部屬有效配對問卷，並以結構方程式進行驗證。
研究結果顯示，矛盾思維及模糊容忍度對矛盾領導行為與部屬適應行為及部屬主動行為關聯性，具完全中介效果。

摘要(英)

As the organizational environment becomes global, dynamic and fast-paced, the idea of a paradox is intensified (Smith & Lewis, 2011). Leaders must face many paradoxical situations. As a result, an increasing number of research studies on paradoxical leadership behavior has been addressed. This study aims to extend the research from Zhang, Waldman, Han, and Li (2015) on the relationship between paradoxical leadership behavior and work role performance of the subordinates and to fill in the research gap by exploring the mediating mechanisms between paradoxical leadership behavior and subordinates’ work role behaviors.
Through two-phase questionnaires distributed among Taiwan enterprises, 669 paired-up valid samples from leaders and subordinates were collected and tested via the structural equation model.
The results from this research revealed that paradox mindset and tolerance for ambiguity had complete meditated effect between paradoxical leadership behavior and subordinate’s adaptive behavior and proactive behavior.

關鍵字(中)

★ 矛盾領導行為
★ 矛盾思維
★ 經驗開放性
★ 模糊容忍度
★ 部屬熟練行為
★ 部屬適應行為
★ 部屬主動行為

關鍵字(英)

★ Paradoxical Leadership Behavior
★ Paradox Mindset
★ Openness to Experience
★ Tolerance for Ambiguity
★ Proficient Behavior
★ Adaptive Behavior
★ Proactive Behavior

論文目次

TABLE OF CONTENTS
中文摘要 i
Abstract ii
誌謝 iii
TABLE OF CONTENTS iv
LIST OF FIGURES vi
LIST OF TABLES vi
CHAPTER I. INTRODUCTION 1
1-1 Research Background 1
1-2 Research Objectives 2
CHAPTER II. LITERATURE REVIEW 4
2-1 Theoretical Background 4
2-2 Paradoxical Leadership Behavior 5
2-3 Paradox Mindset 7
2-4 Openness to Experience 7
2-5 Tolerance for Ambiguity 8
2-6 Work Role Behaviors of Subordinates 8
2-7 Paradoxical Leadership Behavior and Paradox Mindset 10
2-8 Paradox Mindset and Openness to Experience 11
2-9 Paradox Mindset and Tolerance for Ambiguity 11
2-10 Openness to Experience and Work Role Behaviors 12
2-11 Tolerance for Ambiguity and Work Role Behaviors 13
CHAPTER III. METHODS 14
3-1 Research Design 14
3-2 Sample and Procedure 15
3-3 Measures 16
3-4 Analysis 19
CHAPTER IV. RESULTS 20
4-1 Demographic Characteristics 20
4-2 Reliability Analysis 21
4-3 Confirmatory Factor Analysis (CFA) 22
4-4 Correlation Analysis 25
4-5 Hypotheses Testing 28
CHAPTER V. DISCUSSION 33
5-1 Conclusion 33
5-2 Contributions 34
5-3 Implications 35
5-4 Limitations and Recommendations for Future Research 36
REFERENCES 38

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指導教授

林文政(Wen-Jeng Lin)

審核日期

2019-7-11

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