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姓名	陳峪笛(CHEN, YU-DI)  查詢紙本館藏	畢業系所	人力資源管理研究所
論文名稱	組織去階級化象徵對於情感承諾的影響 —以低權力距離知覺、管理者信任為序列中介變項 (Status Leveling Symbols, Affective Commitment, Low Power-Distance Perceptions and Trust in Management: A Sequential Mediation Model)
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檔案	[Endnote RIS 格式]    [Bibtex 格式]    [相關文章]   [文章引用]   [完整記錄]   [館藏目錄]   [檢視]  [下載] 本電子論文使用權限為同意立即開放。 已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。 請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。
摘要(中)	隨著分權化概念的興盛，愈來愈多的組織摒棄過往的科層制，改採新型態的團隊工作模式以及建立員工賦權相關制度，同時鼓勵跨層級的交流互動，試圖消弭管理階層和基層員工之間的隔閡，最終目的在於促進組織成員的工作投入以及對於組織的認同感，進而提升組織績效。 本研究以高投入工作系統 (High involvement system) 之中的組織去階級化象徵 (Status leveling symbols) 為研究主題，探討其對於員工情感承諾的影響，並以低權力距離知覺 (Low power-distance perceptions)、管理者信任 (Trust in management) 為序列中介變項，進一步了解外在象徵物對於員工知覺、感受的運作機制。本研究以隨機抽樣的方式針對臺灣全職就業者進行問卷調查，共計回收360份有效問卷。 研究結果發現：(1) 組織去階級化象徵對於情感承諾具有正向影響；(2) 組織去階級化象徵對於低權力距離知覺具有正向影響；(3) 組織去階級化象徵對於管理者信任具有正向影響；(4) 低權力距離知覺對於管理者信任具有正向影響；(5) 低權力距離知覺對於情感承諾具有正向影響；(6) 管理者信任對於情感承諾具有正向影響；(7) 組織去階級化象徵會依序透過低權力距離知覺以及管理者信任對於情感承諾產生正向影響。 近期關於高投入工作系統的學術文獻大多以探討制度層面對於員工態度的影響，透過本研究的研究結果，證實了外在象徵物對於員工知覺、態度也能產生正向影響，故企業在實施高投入工作系統，或是其他與組織分權化相關的制度時，也應重視組織內部象徵的運用，讓象徵能夠與制度互相搭配，達到相輔相成的目的。
摘要(英)	With the rise of the concept of decentralization, more and more organizations are moving away from the hierarchical system and adopting new forms of teamwork and employee empowerment systems, while encouraging cross-level interactions in an attempt to bridge the gap between management and staff. This study used the status leveling symbols as a research topic to examine their impact on employees′ affective commitment. Low power-distance perceptions and trust in management were used as sequential mediating variables to further understand the operation of external symbols on employees′ perceptions and feelings. A total of 360 valid questionnaires were collected from a random sample of full-time workers in Taiwan. The findings revealed that status leveling symbols have a positive effect on affective commitment through low power-distance perceptions and trust in management in that order. Most of the recent academic literature on high involvement work systems has explored the influence of organizational policies on employees′ attitudes. The findings of this study confirmed that physical symbols could also have a positive influence on employees′ perceptions and attitudes. Therefore, when implementing high involvement work systems or other systems related to decentralization, companies should also pay attention to the use of physical symbols, so that symbols and systems can complement each other finally.
關鍵字(中)	★ 高投入工作系統 ★ 組織象徵 ★ 權力距離 ★ 管理者信任 ★ 情感承諾	關鍵字(英)	★ High involvement work system ★ Status leveling symbols ★ Low power-distance perceptions ★ Trust in management ★ Affective commitment
論文目次	中文摘要 i Abstract ii 謝誌 iii 目錄 iv 圖目錄 v 表目錄 v 第一章 緒論 1 1-1 研究動機 1 1-2 研究目的 4 1-3 研究流程 4 第二章 文獻探討與假設 5 2-1 各變項的定義 5 2-2 各變項之間的關係與假設推論 14 第三章 研究方法 26 3-1 研究架構與假設 26 3-2 研究變項之操作與衡量 27 3-3 資料蒐集與分析方法 31 第四章 資料分析與研究結果 33 4-1 樣本敘述統計 33 4-2 信度與效度分析 36 4-3 各變項之敘述統計與相關分析 44 4-4 迴歸分析與假設驗證 45 第五章 結論與建議 54 5-1 研究結論 54 5-2 管理意涵 59 5-3 研究限制 61 5-4 未來研究建議 62 參考文獻 64 中文文獻 64 英文文獻 66 附錄：研究問卷 77
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指導教授	陳明園	審核日期	2022-6-20
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