轉換型領導對留任意願的影響—以組織公民行為及工作角色壓力為序列中介變項

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：83

、訪客IP：3.139.103.57

姓名

翁宗德(Tsung-Te Weng) 查詢紙本館藏

畢業系所

人力資源管理研究所在職專班

論文名稱

轉換型領導對留任意願的影響—以組織公民行為及工作角色壓力為序列中介變項

相關論文

★ 業務主管領導力對部屬招募行為之影響-以S壽險公司為例	★ 人力精簡對企業績效的影響–以產業特性為調節變項
★ 經理人超額薪酬、經理人異動與公司績效之關係	★ 人口老化對企業之影響與因應對策-以傳統產業為例
★ 運用羅吉斯迴歸探討企業績效、公司治理與經理人異動之關聯性	★ 護理人員組織承諾與專業承諾對離職傾向與離業傾向的影響
★ 運用存活分析探討高科技產業招募者人格特質與離職風險之關聯性-以A公司為例	★ 金融電子化對台灣銀行業組織績效及人力彈性影響之探討
★ 人力資源部門角色與功能轉變之個案研究	★ 高階主管薪酬級距與公司績效之關聯性分析
★ 人力招募政策及主管領導風格對新進人員晉升與離職傾向之影響-以房仲業S公司為例	★ 影響台灣勞工赴海外就業的決定性因素
★ 董事會特性對企業績效之影響-以人力資本為調節變項	★ 董事會異質性之決定因素
★ 公司治理結構與就業調整	★ 總經理雙元性、股權集中度、人力資本與組織績效

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)

於當今全球化、數位轉型和快速變動的大環境中，企業將面臨難以預測的諸多挑戰，更需要具有轉換型領導能力的領導者來引領變革和創新。特別是在競爭激烈又常態缺工的勞動市場中，轉換型領導更是一種必備的核心能力，能帶領著員工靈活又快速地適應訊息萬變的環境，並提供有趣及有價值與成就的工作來保持員工熱情和投入，同時有規劃地關注員工可能會面臨的角色壓力，皆是能打造良善組織文化、促進團隊合作和提高留任意願的營運管理策略。
故，本研究以轉換型領導為研究主題，探討轉換型領導與留任意願的關聯程度，並以組織公民行為及工作角色壓力為序列中介變項，進一步探究影響員工留任意願的原因。研究範圍以現況仍在職的勞動者為樣本蒐集對象，有效問卷為277份，問卷回收後經由統計分析發現：(1)轉換型領導對於留任意願具有正向影響；(2)轉換型領導對於組織公民行為具有正向影響；(3)轉換型領導對於工作角色壓力具有負向影響；(4)組織公民行為對於工作角色壓力具有負向影響；(5)組織公民行為對於留任意願具有正向影響；(6)工作角色壓力對於留任意願具有負向影響；(7)轉換型領導對於留任意願具有正向影響，而組織公民行為及工作角色壓力在其中具有序列中介效果。

摘要(英)

In today′s globalized, digitally transformed, and rapidly changing environment, enterprises are facing more serious challenges, necessitating leaders with transformational leadership capabilities to guide change and innovation. Particularly in fiercely competitive labor markets experiencing chronic shortages, transformational leadership becomes an essential core competency, enabling leaders to lead employees to adapt flexibly and swiftly to changing environments. It involves providing interesting and valuable work to maintain employee enthusiasm and commitment, while also consciously addressing the role pressures faced by employees. These practices shape organizational culture, promote teamwork, and enhance retention strategies.
Therefore, this study focuses on transformational leadership as its main theme, exploring the relationship between transformational leadership and intention to stay. Organizational citizenship behavior and job role stress are considered as sequential mediating variables to further investigate the factors influencing employees′ intention to stay. The research scope includes currently employed workers as the sample collection targets, with 277 valid questionnaires collected. Statistical analysis of the questionnaires revealed the follows：(1)transformational leadership has a positive impact on intention to stay; (2)transformational leadership has a positive impact on organizational citizenship behavior; (3)transformational leadership has a negative impact on job role stress; (4)organizational citizenship behavior has a negative impact on job role stress; (5)organizational citizenship behavior has a positive impact on intention to stay; (6)job role stress has a negative impact on intention to stay; (7)transformational leadership has a positive impact on intention to stay, and organizational citizenship behavior and job role stress serving have a serial mediating effect on this relationship.

關鍵字(中)

★ 轉換型領導
★ 組織公民行為
★ 工作角色壓力
★ 留任意願

關鍵字(英)

★ Transformational Leadership
★ Organizational Citizenship Behavior
★ Job Role Stress
★ Intention to Stay

論文目次

中文摘要.........................i
ABSTRACT.......................ii
目錄...........................iii
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.....................3
1-3 研究流程.....................4
第二章文獻探討與假說.............5
2-1 轉換型領導...................5
2-2 組織公民行為.................6
2-3 工作角色壓力.................8
2-4 留任意願.....................9
2-5 各變項之間的關係與假設推論....10
第三章研究方法..................16
3-1 研究架構與假設...............16
3-2 研究變項之操作與衡量..........17
3-3 資料蒐集與分析方法............21
第四章資料分析與研究結果.........23
4-1 樣本敘述統計.................23
4-2 信度與效度分析...............24
4-3 各變項之敘述統計與相關分析....29
4-4 中介效果分析.................30
第五章結論與建議.................32
5-1 研究結論.....................32
5-2 管理意涵.....................35
5-3 研究限制與建議................36
參考文獻.........................37

參考文獻

中文文獻
王怡惠(2012)。角色壓力、工作倦怠對組織公民行為影響之研究-以組織犬儒主義為干擾變數。私立淡江大學企業管理學系在職專班碩士論文。
林士奇(2001)。轉換型領導、組織承諾與組織公民行為相關之研究—以中華電信南區分公司為例。國立中山大學人力資源研究所碩士論文。
林明賢(2010)。組織義務影響公務人員留任意願與組織公民行為之研究。私立銘傳大學公共事務學系碩士論文。
林胤宏(2012)。轉換型領導、角色壓力、人格特質及離職傾向之研究-以南部地區觀光旅館業為例。私立長榮大學經營管理研究所碩士論文。
張茂蓮(2022)。職場霸凌、工作壓力與留任意願關聯性之研究–以薪資滿意度為干擾變數。國立高雄師範大學人力與知識管理研究所碩士論文。
黃瓊嬅(2014)。轉換型領導、工作價值觀與留任意願關聯性之研究-以高屏地區汽車銷售人員為例。國立高雄應用科技大學企業管理系在職專班碩士論文。

英文文獻
Bass, B. M. (1998). Transformational leadership: industrial. Military, and Educational Impact, Mahwah.
Bass, B. M. (1985). Leadership and performance beyond expectations. New York: Free Press
Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage, Thousand Oaks, CA.
Beauchamp, M. R., & Bray, S. R. (2001). Role ambiguity and role conflict within interdependent teams. Small group research, 32(2), 133-157.
Beehr, T. A., & Newman, J. E. (1978). Job stress, employee health, and organizational effectiveness: A facet analysis, model, and literature review. Personnel Psychology, 31(4), 665–699.
Blau, P. (2017). Exchange and power in social life. Routledge.
Burns, J. M. (1978). Leadership. New York: Harper & Row.
Cannon, W. B. (1939). The wisdom of the body. New York: Norton.
Coffman, D. L., & MacCallum, R. C. (2005). Using parcels to convert path analysis models into latent variable models. Multivariate behavioral research, 40(2), 235-259.
Ellenbecker, C. H. (2004). A theoretical model of job retention for home health care nurses. Journal of advanced nursing, 47(3), 303-310.
Farh, J. L., Earley, P. C., & Lin, S. C. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative science quarterly, 421-444.
French, W. L., (2003). Human resources management (5th ed.). Houghton mifflin.
Friedman, H. H., Langbert, M., & Giladi, K. (2000). Transformational leadership: Instituting revolutionary change in your accounting firm. National public accountant, 45(3), 8-11.
Geier, M. T. (2016). Leadership in extreme contexts. Journal of leadership & organizational studies, 23(3), 234-247.
Graham, J. W. (1991). An essay on organizational citizenship behavior. Employee responsibilities and rights journal,4:249-270.
Hamsani, H., Valeriani, D., & Zukhri, N. (2019). Work status, satisfaction and organizational citizenship behavior: a case study on Bangka Islamic Bank, Province of Bangka Belitung. International review of management and marketing, 9(3), 1-8.
Hardy, M. E., & Conway, M. E. (1978). Role theory: Perspectives for health professionals. New York, Appleton Century Crofts.
Hetty van Emmerik, I. J., & Euwema, M. C. (2007). Who is offering a helping hand? Associations between personality and OCBs, and the moderating role of team leader effectiveness. Journal of managerial Psychology, 22(6), 530-548.
Jaramillo, F., Mulki, J. P., & Solomon, P. (2006). The role of ethical climate on salesperson’s role stress, job attitudes, turnover intention, and job performance. Journal of Personal Selling & Sales Management, 26(3), 271-282.
Kahn, R.L., Wolfe, D.M., Quinn, R.P., Snoek, J.D. and Rosenthal, R.A. (1964). Organizational stress: Studies in role conflict and ambiguity. New York:Wiley.
Lo, S., & Aryee, S. (2003). Psychological contract breach in a Chinese context: An integrative approach. Journal of management studies, 40(4), 1005-1020.
Naidoo, R. (2018). Role stress and turnover intentions among information technology personnel in South Africa: The role of supervisor support. SA Journal of Human Resource Management, 16(1), 1-10.
Northouse, P. G. (2001). Leadership: Theory and practice (2nd ed.). Thousand Oaks, CA: Sage Publications, Inc.
Organ, D. W. (1997). Organizational citizenship behavior: It’s construct clean-up time. Human performance, 10(2), 85–97.
Organ, D. W. and Ryan, K. (1995). A Meta analytic review of attitudinal and dispositional predictors of organizational citizenship behavior, personnel psychology,48(4),775-802.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.
Organ, D. W. (1990). The motivational basis of organizational citizenship behavior. Research in organizational behavior,12:43-72.
Oshri, A., Cui, Z., Owens, M. M., Carvalho, C. A., & Sweet, L. (2022). Low-to-moderate level of perceived stress strengthens working memory: Testing the hormesis hypothesis through neural activation. Neuropsychologia, 176, 108354.
Piccolo, R. F., & Colquitt, J. A. (2006). Transformational leadership and job behaviors: The mediating role of core job characteristics. Academy of Management journal, 49(2), 327-340.
Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: A Critical review of the theoretical and empirical literature and suggestions for future research. Journal of management, 26(3), 513–563.

Podsakoff, N.P., Whiting, S. W., Podsakoff, P. M., & Blume, B. D. (2009). Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 94(1), 122–141.
Price, J. L. (2001). Reflections on the determinants of voluntary turnover. International journal of manpower, 22(7), 600-624.
Rafaeli, A., & Worline, M. (2001). Individual emotion in work organizations. Social science information, 40(1), 95-123.
Randall, D. M. (1987). Commitment and the organization: The organization man revisited. Academy of management Review, 12(3), 460-471.
Rizzo, J. R., House, R. J., & Lirtzman, S. I. (1970). Role conflict and ambiguity in complex organizations. Administrative science quarterly, 150-163.
Robbins, S. P. (1993). Essential of organizational behavior.670-673.
Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed., global ed.). Pearson.
Schappe, S. P. (1998). The influence of job satisfaction, organizational commitment, and fairness perceptions on organizational citizenship behavior. The journal of psychology, 132(3), 277–290.
Schuler, R. S. (1980). Definition and conceptualization of stress in organizations. Organizational behavior and human performance, 25, 184-215.
Shin, S. J., & Zhou, J. (2003). Transformational leadership, conservation, and creativity: Evidence from Korea. Academy of management journal, 46(6), 703–714
Sosik, J. J., & Godshalk, V. M. (2000). Leadership styles, mentoring functions received, and job‐related stress: a conceptual model and preliminary study. Journal of organizational behavior, 21(4), 365-390.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel psychology, 46(2), 259-293.
Van Dyne, L., Graham, J. W., & Dienesch, R. （1994）. Organizational citizenship behavior: construct redefinition, measurement, and validation, Academy of Management Journal, 37（4）, 765-802.
Walumbwa, F. O., Avolio, B. J., & Zhu, W. (2008). How transformational leadership weaves its influence on individual job performance: The role of identification and efficacy beliefs. Personnel psychology, 61(4), 793–825.

指導教授

陳明園(Ming-Yuan Chen)

審核日期

2024-6-13

推文