轉型領導、正向心理資本、知覺組織支持對變革承諾之跨層次分析;A Cross-Level Analysis of Transformational Leadership, Positive Psychology Capital, Perceived Organizational Support, and Commitment to Change.

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Title:	轉型領導、正向心理資本、知覺組織支持對變革承諾之跨層次分析;A Cross-Level Analysis of Transformational Leadership, Positive Psychology Capital, Perceived Organizational Support, and Commitment to Change.
Authors:	謝琬琪;Hsieh,Wan-chi
Contributors:	企業管理研究所
Keywords:	正向心理資本;轉型領導;知覺組織支持;跨層次分析;變革承諾;Transformational leadership;Positive psychology capital;perceived organizational support;Commitment to change;Cross-Level Analysis
Date:	2012-07-10
Issue Date:	2012-09-11 19:01:57 (UTC+8)
Publisher:	國立中央大學
Abstract:	在組織行為領域上，過去多以單一層次之觀點進行探討，瞭解個人層次與組織層次之變項各自的影響效果。而本研究將以跨層次分析，探討轉型領導如何透過個人層次與工作單位層次，對成員之正向心理資本產生影響；並進一步的以正向心理資本作為中介變項，瞭解轉型領導與變革承諾之關係。而在工作單位層次之變項，則是探討轉型領導與知覺組織支持之關係，以及知覺組織支持對正向心理資本之跨層次影響。　　本研究以大型企業之員工作為研究對象，共發放900份問卷，有效樣本數為507份，以SPSS 20、SAS 9.2與HLM6.02進行資料分析，分析方式包含有敘述性統計、信度與效度分析，以及階層線性模型分析。研究結果如下：1.轉型領導 (個人層次、工作單位層次) 與正向心理資本存在顯著正向影響。2.轉型領導 (個人層次、工作單位層次) 會透過正向心理資本，對變革承諾產生中介效果。3.正向心理資本與變革承諾存在顯著正向影響。4.工作單位層次轉型領導與知覺組織支持存在顯著正向影響。5.知覺組織支持與正向心理資本存在顯著正向影響。　　Most of the previous organizational behavior researchers focused their studies on single level perspective, either organizational level or individual level. This study is a cross-level analysis. The Hierarchical Liner Modeling (HLM) was conducted to explain the relationship among transformational leadership, positive psychology capital, commitment to change, and perceived organizational support. The study examined the effect between individual-level/work unit-level transformational leadership and positive psychology capital. Whether the positive psychology capital has mediating effects between individual-level / work-unit-level transformational leadership and commitment to change were also investigated in this study. In additions, the study examined the positive effect between perceived organizational support and positive psychology capital. In terms of the individual-level, the positive effect of psychology capital on commitment to change was examined. In terms of the work-unit-level, the positive effect between work-unit-level transformational leadership and perceived organizational supportwas tested.　　The instrument was administered as a questionnaire survey to 900 employees of large-sized enterprises. A total of 507 responses were received, resulting in an overall 56.3% response rate. According to the needs of each research variable and hypothesis, HLM analysis was used to analyze the data. The results revealed that, individual / work unit-level transformational leadership was positively related to positive psychology capital. The positive psychology capital mediated the individual / work unit-level transformational leadership and commitment to change. The findings also showed that positive psychology capital positively affected commitment to change. Additionally, the results also indicated that work-unit-level transformational leadership positively affected the perceived organizational support. And the perceived organizational support was positively related to positive psychology capital.
Appears in Collections:	[Graduate Institute of Business Administration] Electronic Thesis & Dissertation

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