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姓名 朱昱澐(Yu-yun Chu)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 華人追隨力與晉升力評分關聯性之探討:訊號理論之觀點
(The Investigation of Relationship between Followership and Promotability in Chinese Organizations: a perspective of Signaling Theory)
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摘要(中) 組織的成就除了領導者的作為,也仰賴追隨者的參與。但相對於領導力,追隨力的相關研究,卻甚少獲得關注。在有限的研究內,雖已有學者較明確地規範有效的追隨行為,亦有透過研究回顧以喚起追隨力研究之重要性者,或針對相關研究方向給予建議。但目前尚未有研究,針對當部屬展現有效追隨行為,所能獲得正向的職涯成果進行探究。而本研究結合上述議題,探討追隨力與晉升力評分之關聯性。能同時填補追隨力本身,與傳統職涯成功研究中,探勘晉升成果預測因子的缺口。以為此領域提供新的看法與觀點。

除此之外,本文不僅亦欲觀察追隨力是否能透過契合訊號、情感訊號與專業訊號,對晉升力評分造成影響;以及主管如何解讀部屬之追隨行為。也希望能揭露目前在實務上,華人組織對追隨力的重視與認同程度之現況。因此在兩岸私人企業共發出1200組問卷,且成功回收503組主管-部屬配對樣本。

研究結果顯示,隸屬追隨力「積極參與」構面的部屬效忠,能透過契合訊號、情感訊號與專業訊號的中介,對晉升力評分有顯著的正向影響;而「獨立思考」構面,則須與主管部屬交換關係(LMX)進行交互作用後,方能產生效果。
摘要(英) An achievement of an organization or a group, takes not only leaders’ effort, but also participation of followers. However, compared to the amount of “Leadership”, issue of “Followership” involves less discussion. In the limited literatures, effective follower had been described by few researchers. And some of them tried to arise the importance of this issue. Some also recommended several perspectives for exploration. Indeed, there hasn’t been an research that investigate what kind of positive career outcomes could a subordinate receive, if he/she showed appropriate Followership. Therefore, this thesis would also be applied on predictors of promotion in career succeed field, by examining the relationship of Followership and Promotability, and offer new perspective for these two issues.

Besides, this thesis would observe if the relationship above could be mediated by signals as “Fit”, “Liking”, and “Competence”, and how supervisors understand their subordinates’ behavior of Followership. Under the background of Chinese organization, the climate of how Followership is recognized is interested, too.

1200 questionnaires were delivered to private cooperation at Taiwan and Mainland China. 503 paired samples(Supervisor-Subordinate) were successfully collected. According to the analysis, Promotability can be significantly affected by Loyalty to Supervisor, which belongs to one of dimension of Followership- “Participation”, and mediated by “Fit”, “Liking” and “Competence”. Nevertheless, Promotability can’t be affected by the dimension “Independent and Critical Think”, without the interaction effect with Leader-Member Exchange. The empirical recommendation is described in content.
關鍵字(中) ★ 追隨力
★ 職涯成功
★ 晉升力評分
★ 向上管理
★ 訊號理論
★ 部屬效忠
★ 主管忠誠
★ 華人組織行為
關鍵字(英) ★ Followership
★ Career Succeed
★ Promotability
★ Upward Influence Tactic
★ Signaling Theory
★ Loyalty to Supervisor
★ Chinese Organization Behavior
論文目次 第壹章、 研究動機.....1
第貳章、 文獻回顧.....5
第一節 晉升力評分.....5
第二節 追隨力.....6
第三節 華人文化之追隨力.....10
第四節 部屬效忠與晉升力評分.....11
第五節 獨立思考與晉升力評分.....14
第六節 訊號理論.....16
第七節 追隨力與主管的知覺訊號.....17
第八節 主管部屬交換關係LMX.....19
第九節 獨立思考與主管部屬交換關係(LMX).....20
第參章、 研究方法.....22
第一節 研究架構.....22
第二節 研究樣本與流程.....22
第一項 預試.....22
第二項 模型研究.....22
第三節 研究工具 23
第一項 晉升力評分.....23
第二項 追隨力的訊號.....23
第三項 追隨力.....24
第四項 主管部屬交換關係(LMX).....26
第肆章、 預試研究結果.....26
第一節 資料來源與樣本特性 26
第二節 驗證性因素分析.....27
第三節 效標關聯效度.....28
第伍章、 正式研究結果.....29
第一節 研究流程與程序.....29
第二節 資料來源與樣本特性 29
第三節 信度與效度分析.....30
第一項 驗證性因素分析.....30
第二項 收斂效度與區別效度..... 31
第四節 相關分析.....32
第五節 階層迴歸分析.....33
第陸章、 結論與建議.....37
第一節 研究結論與貢獻.....37
第二節 管理意涵.....39
第三節 研究限制與未來建議 41
參考文獻.....43

表目錄List of Tables
表 1預試─獨立思考量表驗證性因素分析最佳模式.....28
表 2預試─獨立思考效標關聯效度分析.....28
表 3驗證性因素分析階層模式結構一覽表.....30
表 4正式研究結構方程式分析表.....30
表 5組合信度分析表.....31
表 6區別效度分析表.....31
表 7相關分析表.....32
表 8自變項與中介變項因果迴歸分析.....33
表 9階層迴歸分析表─直接效果暨中介效果.....34
表 10階層迴歸分析表─調節效果.....35
表 11假設與研究結果總覽表.....36

圖目錄List of Figures
圖 1追隨者風格分類Kelley (1992).....9
圖 2研究架構模型.....22
圖 3主管部屬交換關係(LMX)對獨立思考與晉升力評分交互作用效果分析 .....36
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指導教授 林文政 審核日期 2015-6-26
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