雙元領導、內在動機 對心理賦能、創新行為、敬業精神與情感承諾關係之研究

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姓名

楊婷雅(Yang,Ting-Ya) 查詢紙本館藏

畢業系所

企業管理學系

論文名稱

雙元領導、內在動機對心理賦能、創新行為、敬業精神與情感承諾關係之研究

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至系統瀏覽論文 (2026-8-21以後開放)

摘要(中)

企業在面臨整體環境的快速變遷下，需有因應之道才不會受到過多衝擊，員工的靈活度即為能否迅速應對狀況的關鍵要素，因此企業須重視員工在職場上的整體感受，不僅在物質上提供員工福利，也需重視員工的心理層面。本研究由雙元領導與個體的動機切入，探討此兩項情境因素與心理因素和員工心理賦能的關係，以期能進一步瞭解心理賦能和員工的情感承諾、敬業精神及創新行為等之間的關係。
本研究以問卷調查法進行資料蒐集，共回收355份網路問卷，其中有效問卷為331份。研究結果證實雙元領導、內在動機與員工的心理賦能有正向的關係。此外，心理賦能與員工的創新行為、敬業精神、情感承諾三者有正向的關係。本研究針對研究結果進行討論，並提出管理意涵與未來研究之建議。

摘要(英)

This study aims to investigate the relationships among ambidextrous leadership, intrinsic motivation, and employee’s psychological empowerment. The relationships among psychological empowerment, innovation behavior, job engagement, and affective commitment are also examined. Data are collected and analyzed from online survey of 355 participants. Among them, 331 copies of response are valid. It is found that both ambidextrous leadership and intrinsic motivation are positively related to employee’s psychological empowerment. In addition, psychological empowerment is positively related to employee’s innovation behavior, job engagement as well as affective commitment. Drawn on the findings, managerial implications and suggestions for future research are thus discussed.

關鍵字(中)

★ 雙元領導
★ 內在動機
★ 心理賦能
★ 創新行為
★ 敬業精神
★ 情感承諾

關鍵字(英)

★ ambidextrous leadership
★ intrinsic motivation
★ psychological empowerment
★ innovation behavior
★ job engagement
★ affective commitment

論文目次

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
第一節雙元領導 5
第二節內在動機 8
第三節心理賦能 10
第四節創新行為 12
第五節敬業精神 14
第六節情感承諾 16
第七節各研究變項之間的關係 18
第三章研究方法 22
第一節研究架構 22
第二節研究量表及衡量工具 23
第三節研究設計 26
第四節研究分析方法 27
第四章研究分析與結果 28
第一節研究樣本之描述性統計分析 28
第二節信度分析 32
第三節效度分析 33
第四節相關分析 37
第五節共線性分析 39
第六節階層迴歸分析 40
第五章結論與建議 45
第一節研究結果與討論 45
第二節研究貢獻與管理意涵 48
第三節研究限制 50
第四節未來研究建議 51
參考文獻 52
附錄一 60

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指導教授

陳春希(Chen,Chun-Hsi)

審核日期

2021-9-27

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