以領導風格為干擾變項，探討組織承諾與工作投入的關係

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戴千惠(Chian-huei Dai) 查詢紙本館藏

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人力資源管理研究所

論文名稱

以領導風格為干擾變項，探討組織承諾與工作投入的關係

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摘要(中)

本研究的目的，首先，在於了解組織承諾是否會對工作投入產生影響，並將組織承諾分成價值承諾、努力承諾及留任承諾三構面分別探討之；其次，再探討是否會因領導風格的不同，而增強或減弱組織承諾與工作投入的相關性。
本研究問卷採便利抽樣方式，發放對象包含金融業、科技業、製造業、醫療產業等具有上層主管的員工，總計發放300份問卷，有效回收問卷共282份，有效回收率為94%。由於本問卷量表都是引用國外常用的量表，所以其效度獲得大眾普遍認可，故在此只做相關分析，並以Cronbach alpha 值檢定量表信度，再運用階層迴歸分析得到以下結論：
一、價值承諾與工作投入呈正向關聯。
二、努力承諾與工作投入呈正向關聯。
三、留任承諾與工作投入呈正向關聯。
四、領導者交易型領導風格強時，價值承諾與工作投入的正向關係會增強。
五、領導者交易型領導風格強時，努力承諾與工作投入的正向關係會增強。
六、領導者交易型領導風格強時，留任承諾與工作投入的正向關係不受影響。
七、領導者轉換型領導風格強時，價值承諾與工作投入的正向關係會增強。
八、領導者轉換型領導風格強時，努力承諾與工作投入的正向關係會增強。
九、領導者轉換型領導風格強時，留任承諾與工作投入的正向關係會增強。

摘要(英)

The purpose of this research is mainly at the investigation of the impact of organizational commitment on job involvement. And organizational commitment is divided into value commitment, effort commitment, and retention commitment. Then explore whether different leadership style will enhance or reduce the relevance between organizational commitment and job involvement.
In this research, convenience sampling is adopted and questionnaires are issued to the industry of finance, science and technology, manufacturing, healthcare and other employees with managers. Sending 300 questionnaires and 282 returned are valid. Effective response rate is 94%. A worldwide accepted format is applied in the questionnaire, so the related analysis is only used to test the relevance between different variables. Here, Cronbach alpha is used and the conclusion is a result of the hierarchical recursive analysis. See below.
1. Value commitment is positive to job involvement.
2. Effort commitment is positive to job involvement.
3. Retention commitment is positive to job involvement.
4. With strong transactional leadership, the positive relevance between value commitment and job involvement will be enhanced.
5. With strong transactional leadership, the positive relevance between effort commitment and job involvement will be enhanced.
6. With strong transactional leadership, the positive relevance between retention commitment and job involvement will not be affected.
7. With strong transformation leadership, the positive relevance between value commitment and job involvement will be enhanced.
8. With strong transformation leadership, the positive relevance between effort commitment and job involvement will be enhanced.
9. With strong transformation leadership, the positive relevance between retention commitment and job involvement will be enhanced.

關鍵字(中)

★ 組織承諾
★ 工作投入
★ 交易型領導
★ 轉換型領導

關鍵字(英)

★ Organizational commitment
★ Job involvement
★ Transactional leadership
★ Transformation leadership

論文目次

第一章　緒論 1
第一節　研究動機 1
第二節　研究目的 2
第二章　文獻探討 3
第一節　組織承諾 3
第二節　工作投入 5
第三節　領導風格 7
第三章　研究設計與方法 11
第一節　研究架構 11
第二節　研究變項的操作型定義 12
第三節　研究假設 14
第四節　衡量工具 16
第五節　研究對象與抽樣方法 17
第六節　資料分析方法 18
第四章　實證分析與討論 19
第一節　樣本敍述性統計分析 19
第二節　信度分析 21
第三節　相關分析 22
第四節　迴歸分析 23
第五章　結論與建議 33
第一節　結論 33
第二節　對實務界的建議 36
第三節　研究限制及後續研究建議 38
參考文獻 39
附錄一　研究問卷 42

參考文獻

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指導教授

鄭晉昌(Jihn-Chang Jehng)

審核日期

2015-7-14

推文