悖論領導對創新工作行為的影響：一項內隱領導理論視角的探討

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江燕茹(Yan-Ju Chiang) 查詢紙本館藏

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論文名稱

悖論領導對創新工作行為的影響：一項內隱領導理論視角的探討

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摘要(中)

本研究以部屬為中心的內隱領導理論作為主要視角，結合講究兼容並蓄為領導風格的悖論領導作為主體，探討部屬對於主管展現悖論領導的期待與實際感知一致性，與部屬心理安全感、員工建言及創新工作行為之間的關係。透由深入理解悖論領導與部屬之間的動態互動，以探索對於組織內部運作的影響。
本研究蒐集243份的主管與部屬配對樣本深入探討。研究結果顯示，當部屬對於主管的悖論領導期望與感知一致性高時，未能直接促發部屬展現創新工作行為。而是，需透由心理安全或員工建言做為中介因子，提升部屬的創新工作行為，同時，心理安全與員工建言二者具有序列中介的效果。此外，亦針對研究結果、學術貢獻、管理意涵、研究限制等進一步的說明，以豐富領導者與組織行為之間關係的理解。

摘要(英)

This research adopts the subordinates-centered implicit leadership theory as the primary perspective, combined with paradoxical leader behavior, which emphasizes the both-and leadership styles, as its main concept.
Exploring the consistency between followers′ expectations and actual perception of paradoxical leader behavior presented by supervisors, which examines the relationships be-tween subordinates’ psychological safety, employee voice behaviors and innovative work behavior. Through deeply understanding the dynamic interaction between Leaders’ paradox-ical leader behavior and subordinates’ to explore its impact on internal operations of the or-ganization.
This study collected about 243 paired samples of supervisors and subordinates for in-depth discussion. The research reveals that when subordinates′ expectations and percep-tions are in high congruence of leaders’ paradoxical leader behavior, it does not directly stimulate subordinates to exhibit innovative work behavior. Instead, it is necessary to use psychological safety or employee voice behaviors as the mediating factor, to enhance subor-dinates′ innovative work behaviors. Furthermore, this study also provides further explana-tions from the perspectives of research results, academic contributions, management impli-cations, and research limitations, in order to strengthen the understanding of the relationship between leaders and organizational behavior.

關鍵字(中)

★ 悖論領導行為
★ 內隱領導理論
★ 心理安全
★ 員工建言
★ 創新工作行為

關鍵字(英)

★ Paradoxical Leader Behaviors
★ Implicit Leadership Theory
★ Psychological Safety
★ Employee Voice Behaviors
★ Innovative Work Behavior

論文目次

中文摘要 I
ABSTRACT II
誌謝 III
目錄 IV
圖目錄 VI
表目錄 VII
第一章緒論 1
1-1 研究背景與動機 1
1-2 研究目的 3
第二章文獻探討 4
2-1 悖論領導 4
2-2 內隱領導理論 6
2-3 悖論領導的期望與感知之一致性 8
2-4 心理安全 9
2-5 員工建言 10
2-6 創新工作行為 11
2-7 部屬對主管悖論領導的期望與感知一致性高時，對於創新工作行為的影響 12
2-8 部屬對主管悖論領導期望與感知一致性高時，對心理安全與創新工作行為的影響 13
2-9 部屬對主管悖論領導的期望與感知一致性高時，對員工建言與創新工作行為的影響 14
2-10 部屬對主管悖論領導期望與感知一致性高時，對心理安全、員工建言與創新工作行為的影響 15
第三章研究方法 16
3-1 研究架構與假設 16
3-2 研究樣本與資料蒐集程序 17
3-3 研究工具 17
第四章研究分析與結果 23
4-1 研究樣本來源與特性 23
4-2 效度分析 26
4-3 信度分析 31
4-4 相關分析 32
4-5 廻歸分析與驗證假說 33
第五章結論與建議 37
5-1 研究結論與討論 37
5-2 學術研究貢獻 38
5-3 管理意涵 39
5-4 研究限制與未來建議 40
參考文獻 41

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指導教授

林文政(Wen-Jeng Lin)

審核日期

2024-7-10

推文