| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所在職專班 | zh_TW |
| DC.creator | 曾達鴻 | zh_TW |
| DC.creator | Ta-Hung Tseng | en_US |
| dc.date.accessioned | 2020-6-30T07:39:07Z | |
| dc.date.available | 2020-6-30T07:39:07Z | |
| dc.date.issued | 2020 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=107457002 | |
| dc.contributor.department | 人力資源管理研究所在職專班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 在邁入全通路的新經濟的競爭下，藥局連鎖零售業除了要有對的經營策略與創新的技術外，還需人才投入與管理領導的變革，來帶動成員的工作投入，如此團隊與成員才會成長並能共享利益。本研究藉由問卷調查與分析結果，來探究連鎖業店長的領導風格、員工績效與工作投入之關聯性，再就以分析結果進行討論及管理意涵之說明。
本研究以台灣藥局連鎖業員工為對象，總計發出 535 份問卷後，回收 466 份，有效回收問卷 463 份，有效回收率為86.54%。本研究實證結果如下：
1.轉換型領導對於員工的個人績效表現具有顯著正向影響。
2.交易型領導對於員工的個人績效表現並無明顯的影響。
3.員工的工作投入對於其個人績效的表現具有顯著正向影響。
4.工作投入在轉換型領導與員工的個人績效間具有顯著中介效果，且為完全中介。
5.工作投入在交易型領導與員工的個人績效間不具任何中介效果。
最後，依據研究結果提出結論與建議，期望提供產業與其他相關研究之參考方向。 | zh_TW |
| dc.description.abstract | Under the competition of a new economy that has entered the whole channel, in addition to the right business strategy and innovative technology, the pharmacy chain retail industry also needs talent input and management leadership changes to drive the members′ job involvement. Members will grow and share benefits. This research uses questionnaire surveys and analysis results to explore the relevance of the chain store′s leadership style, employee performance and job involvement, and then discusses and explains the meaning of management based on the analysis results.
In this study, Taiwan pharmacy chain employees were used as the target. After sending a total of 535 questionnaires, 466 questionnaires were recovered, and 463 questionnaires were effectively recovered, with an effective recovery rate of 86.54%. The empirical results of this study are as follows:
1.Transformational leadership has a significant positive impact on employees′ personal performance.
2.Transactional leadership has no significant impact on employees′ personal performance.
3.Employees′ job involvement has a significant positive impact on their personal performance.
4.Job involvement has a significant intermediary effect between transformational leadership and the personal performance of employees, and it is a complete intermediary.
5.The intermediary effect of job involvement between transactional leadership and employees′ personal performance does not exist.
Finally, based on the results of the research, conclusions and suggestions are expected, which are expected to provide a reference direction for enterprises and other related research. | en_US |
| DC.subject | 領導風格 | zh_TW |
| DC.subject | 轉換型領導 | zh_TW |
| DC.subject | 交易型領導 | zh_TW |
| DC.subject | 工作投入 | zh_TW |
| DC.subject | 個人績效 | zh_TW |
| DC.subject | Leadership Style | en_US |
| DC.subject | Transformational Leadership | en_US |
| DC.subject | Transactional Leadership | en_US |
| DC.subject | Job Involvement | en_US |
| DC.subject | Personal Performance | en_US |
| DC.title | 連鎖業店長的領導風格與員工績效關係之研究-以工作投入為中介 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The Study of the Relationship between Leadership Style of Chain Store Managers and Empolyee Performnace：Job Involvement as the Mediator | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |