| 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 | 曾一民 | zh_TW |
| DC.creator | I-Min Tseng | en_US |
| dc.date.accessioned | 2020-7-23T07:39:07Z | |
| dc.date.available | 2020-7-23T07:39:07Z | |
| dc.date.issued | 2020 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=107457019 | |
| 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 | 在現今充滿著易變、不確定、複雜與模糊的外在大環境，以及組織內部面臨的跨文化、跨世代溝通，加上不可預期的全球性議題(如2019年底引爆的COVID-19)，企業如何敏捷有效率的應變已是攸關企業生存的重要關鍵。過往研究指出，員工的主動性人格、創新行為對於個人的工作績效、職涯成功，以及對於組織的團隊效能都有正向的影響；而在主管的領導風格中，具備矛盾領導行為，對於部屬的績效表現也有正向的影響。本研究希望探究創新行為對於主動性人格與工作績效表現間的關係，是否具有中介效果，並將矛盾領導的概念帶入，進一步探討具備矛盾領導行為的程度，是否對於主動性人格、創新行為及績效表現間具有調節的效果。
本研究以擔任主管職的員工作為研究對象，並與該員工的直屬主管進行配對，進行了兩階段的問卷調查，對台灣及中國大陸的台資企業發放紙本或電子線上問卷，共回收了333份有效配對問卷，根據迴歸分析的結果發現：
(1)創新行為對於主動性人格與工作績效表現間具有完全中介效果；
(2)矛盾領導行為對於創新行為與工作績效表現間具有調節效果；
(3)矛盾領導行為對於主動性人格、創新行為與工作績效表現間具有調節式中介效果。 | zh_TW |
| dc.description.abstract | Due to the complexity of global issues (i.e., such as COVID-19 exploded at the end of 2019) include Volatility, Uncertainty, Complexity and Ambiguity, as well as cross-cultural and inter-generational communication within the organization. How to respond quickly and efficiently is a critical issue for companies to survive on the reaction of the various external conditions. Past research has pointed out that employees′ proactive personality and innovative behavior positive impact individual work performance, career success, and team effectiveness. Paradoxical leadership behaviors have a positive impact on the performance of subordinates in the leadership style. This study is to discuss whether innovative behavior has an intermediary effect on the relationship between proactive personality and work performance. Hence, introduce the level of paradoxical leadership and its expression on positive personality, innovative behavior, and a moderating effect in between the work performance.
In this study, a two-stage questionnaire survey was conducted to the employees who took the position of supervisor. Participants of the research object paired with the direct supervisor and made a paper or electronic online questionnaires that issued to Taiwan-funded enterprises in Taiwan and China. According to the results of regression analysis, 333 valid matching questionnaires found:
1.Innovative behavior has a complete intermediary effect between Proactive Personality and work performance;
2.Paradoxical leadership behavior has a moderating effect on innovation behavior and work performance;
3.Paradoxical leadership behavior has a moderating intermediary impact on active personality, innovative behavior and job performance. | en_US |
| DC.subject | 主動性人格 | zh_TW |
| DC.subject | 創新行為 | zh_TW |
| DC.subject | 績效表現 | zh_TW |
| DC.subject | 矛盾領導行為 | zh_TW |
| DC.subject | Proactive Personality | en_US |
| DC.subject | Innovative Behavior | en_US |
| DC.subject | Work Performance | en_US |
| DC.subject | Paradoxical Leadership Behavior | en_US |
| DC.title | 主動性人格、創新行為與績效表現關聯性探討—矛盾領導行為的調節式中介效果檢驗 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | A Study of Proactive Personality, Innovative Behavior and Work Performance: The Moderated Mediation Effect of Paradoxical Leadership Behavior | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |