行為風格在領導管理的應用研究－依部屬風格來調整管理對策之探討; Treating subordinate the way they want to be treated － The research of Behavior Style theory on staff management strategy

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题名:	行為風格在領導管理的應用研究－依部屬風格來調整管理對策之探討;Treating subordinate the way they want to be treated － The research of Behavior Style theory on staff management strategy
作者:	蔡明仁;Ming-Jen Tsai
贡献者:	資訊管理學系碩士在職專班
关键词:	情境領導;行為風格;領導;人本管理;situational leadership;behavior style;humanistic management;leadership
日期:	2009-06-24
上传时间:	2009-09-22 15:31:04 (UTC+8)
出版者:	國立中央大學圖書館
摘要:	主管要如何管理優秀的人才，並帶領部屬的成長，讓員工充分發揮其潛力，以加強團隊效能和企業競爭力，已成為職場上重要的領導課題。本研究是以人本管理為方向，採用國外行為風格理論，先從相關文獻資料來說明職場上四種典型行為風格，並探討各風格的外顯行為特質和彼此間之差異處，收集整理出辨認要領和檢測方案。本研究針對國內職場受訪者進行風格評量與分析，並調查受訪者對各項領導互動議題，是否會依不同風格類型而有其偏好的互動方式，以幫助管理者了解不同風格類型之工作者的行為內容和互動對策參考，增進對員工差異之瞭解及尊重，促進團體的有效溝通和信任合作，讓主管與部屬在人際溝通和互動方式上有進步空間。研究結果顯示四種風格分類方式可適用於國內工作者，同時發現國內受訪者之行為風格在性別、年齡層、產業別、職務性質以及主管部屬之間的差異和分佈特性。而文獻對這些領導議題所建議的互動對策，整體上相對於四種風格特質有相關性，但針對各項領導議題的互動對策在四類風格受訪者之期望性調查結果，並未完全匹配該風格類型之偏好，值得後續研究及追蹤探討。 Some leading abilities for excusives, whatever is how to manage outstanding talents, make subordinates self growth, and perform their values with releasing their potentiality fully in enterprise in order to increase group's performance and enterprise's competitiveness, have already become most important subjects for executives or leaders. This research is to regard humanistic management as the aspect and adopt the foreign “Behavior Style” theory. This research would explain 4 typical behavior styles in job market from relevant documents at first, discuss the property and differences between them, then gather discriminated skill and assessment for reference. This research carries on surveying and analyzing the behavior style of domestic staffs in Taiwan job market, and investigating respondents with several lead-interaction discussion topics to estimate whether staffs with each behavior style would have a preference for the interaction manner. It would help executives to understand the behavior content of different style among staffs and advise a interacting strategy while leading. It also can increase leaders’ comprehend and respect for difference of staff’s personality, improve communication and cooperation of the work group, and make progress in the interpersonal communication and interactive way between executive and subordinate finally. The result of this research shows the categorized method by 4 behavior styles can be workable for domestic staffs in Taiwan, moreover, it shows the difference and property of domestic respondents’ behavior style in gender, age level, industry, profession, and the group between executives and subordinates. On the whole, the leading-interaction strategy which’s recommended from documents for these discussion topics of leading situation have correlated with 4 properties of behavior style. But the interacting manners to deal with 4 behavior styles among subordinates by each discussion topic of leading situation have not totally matched the preference of each style regarding the result of 4 manners’ expectance survey by 4 divided style groups of respondents, and it is worthy to follow up with further research, discussion and tracking.
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