博碩士論文 102451020 詳細資訊




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:8 、訪客IP:34.205.93.2
姓名 周羿均(Yi-chun Chou)  查詢紙本館藏   畢業系所 企業管理學系在職專班
論文名稱 員工當責與真誠領導之關聯性-以心理賦權與團隊凝聚力為中介變數
相關論文
★ 工作滿足、領導行為、工作特性與人格特質對離職傾向之探討-以超大型會計師事務所審計人員為例★ 以組織診斷模型診斷企業組織層級架構-以某公司為例
★ 科技產業組織診斷與分析之研究-以Q公司為例★ 製造業推行六標準差的成功關鍵因素探討
★ 高職辦理輪調式建教班對學校經營績效之評估-以北區私立高職為例★ 本國商業銀行經營績效之探討-資料包絡分析法之應用
★ 台灣中小企業 創業動機與創業績效關係之研究★ 以個人與環境適配為關鍵中介探討特定品牌領導對員工品牌權益之影響
★ 道德感讓你買更多綠色產品?從消費者產品知覺價格及品質角度來探討—以綠色程度做調節★ 線上品牌社群該如何提升與粉絲的價值共創?以線上品牌社群活動與線下實體活動為中介變數探討
★ 農業創新服務模式之商業模式研究-以蜂巢數據科技有限公司為例★ 高科技產業人力資源發展與組織績效之研究-以新竹科學園區為例
★ 台灣中小企業產業e化現況對員工資訊素養之影響★ 以內容構面探討政府部門數位學習資源整合之研究
★ 以管理面觀點進行跨部門數位學習資源整合之研究─以政府機關為例★ 以一致性模型診斷高科技產業組織之研究—以Q公司為例
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]   至系統瀏覽論文 ( 永不開放)
摘要(中) 本研究試圖回答:「真誠領導會透過什麼中介變數影響員工當責行為?」本研究整合了過去文獻,以組織、員工兩個層次,發展一個由個體到群體的架構,探討真誠領導者對員工心理賦權及團隊凝聚力程度與員工當責行為的影響程度,故區別個人層次心理賦權及組織層次的團隊凝聚力兩個層次分別深入地探討兩個層次其中介效果,驗證影響員工當責之關鍵角色。
本研究採用階層線性模型進行分析,以某科技業光電廠內部員工作為問卷樣本對象,問卷共發放350份,有效問卷共300份(有效問卷回收率為85.7%)。
在不同觀點下,員工的心理賦權與團隊凝聚力所放置的層次將會有所不同,因此本研究將分為三個部分進行探討,第一部分為探討真誠領導對於員工當責關聯性;第二部分探討真誠領導會透過個別員工心理賦權對員工當責行為是否具有中介效果;第三部分為真誠領導會透過整體員工之團隊凝聚力在與員工當責是否具有中介效果。研究結果顯示真誠領導會透過個別員工心理賦權對員工當責行為具有部分中介影響效果;另一方面,真誠領導會透過整體員工之團隊凝聚力在與員工當責亦具有中介影響效果。
本研究貢獻可以分為三個部分:
一、真誠領導與員工當責具有正向相關。
二、真誠領導透過中介變數之個人層面的心理賦權及組織層面的團隊凝聚力驗證對員工當責行為具有正向影響性,證實真誠領導會透過個人層面或組織層面中介變數,進而促使員工當責自主的行為。
三、採用階層線性模型對整體架構進行跨層次分析與探討,可以有效且精確評估影響員工當責行為變異,並使用多層次中介效果檢驗原理,將整體模型投入HLM進行驗證,藉以減少分析的誤差。
摘要(英) This study provides a investigation on how authentic leadership stimulates accountability behavior through some influencing mediators. Through researches, I can further explain the relationship with authentic leadership and intermediary role of psychological empowerment and group bonding to raise employees self-accountabilities. In this study, hierarchical linear model was used on optical penal manufacturer as a sample target.350 questionnaires were distributed total of 300 valid questionnaires returned for the study. (Response rate is 85.7%).
Simply looking from different perspectives will obtain psychological empowerment and team cohesion on different levels. The research was divided into two parts. First, I examined the mediating effect of psychological empowerment relationship between authentic leadership and accountability behavior. Second, I examined the mediating effect of organizational group cohesiveness relationship between authentic leadership and accountability behavior. The results were positive in corresponding to the hypotheses. This study contributes in four aspects. First, I integrated the entire organization and employees into two-level framework, and hypothetical theory was raised that authentic leadership can stimulate employee’s self-accountability. Second, I proved that psychological empowerment plays as a key mediator in the authentic leadership to employee′s self-accountability. Third, I discovered that group cohesiveness also a key mediator in the relationship between the authentic leadership and employee’s self-accountability. Fourth, hierarchical liner modeling was used to analyze the hypotheses through crossed-level approaches. Hierarchical liner modeling accurately analyzed the mediators those affected employee’s self-accountabilities through extensive analytical models including the HLM cross references to help reduce the analytical deviations.
關鍵字(中) ★ 真誠領導
★ 當責
★ 心理賦權
★ 團隊凝聚力
關鍵字(英)
論文目次 摘要 I
Abstract II
誌謝 III
目錄 IV
圖目錄 VI
表目錄 VII
一、緒論 1
1-1  研究背景與動機 1
1-2  研究目的 2
1-3  研究價值與預期貢獻 3
二、文獻探討與研究假設 4
2-1  當責(Accountability) 4
2-2  真誠領導(Authentic Leadership) 6
2-3  真誠領導與員工當責 10
2-4  心理賦權(Psychological Empowerment) 11
2-5  真誠領導、心理賦權、當責 12
2-6  團隊凝聚力(Group Cohesiveness) 14
2-7  真誠領導、團隊凝聚力、當責 15
三、研究方法 18
3-1  研究架構與研究假設 18
3-2  問卷設計 19
3-3  研究變項操作性定義及測量工具 19
3-4  研究對象與問卷收集 23
3-5  資料分析方法 23
四、實證研究結果 27
4-1  研究樣本之敘述性統計分析 27
4-2  相關分析 29
4-3  信度分析 30
4-4  建構效度分析 30
4-5  變數之組內與組間變異成份分析 32
4-6  共同方法變異分析 32
4-7  研究假設分析結果 33
五、結論與建議 39
5-1  研究結論 39
參考文獻 一、中文部分
尤淑如(2012),公司治理、真誠領導與企業誠信—從德行論觀點探究。黃埔學報,62期111-126。
王昇輝(2008),真誠領導對轉變型、交易型領導與組織公民行為之間的影響,屏東科技大學,屏東縣。
王悅縈(2009),真誠領導、仁慈德行領導與魅力型領導對忠誠與信任影響之比較,國立東華大學,花蓮縣。
王琮閔(2010),真誠領導、工作社會特性與工作結果之關聯性和調節效果分析,國立中央大學,桃園縣。
仲理峰(2007),心理資本研究評述與展望。心理科學進展,15(3)。
何欣恬(2011),真誠領導對前瞻性行為影響之研究:對主管認同與調節焦點一致性的調節式中介效果模式。
何金銘(2006),統計分析方法:SPSS軟體的輔助分析.台南市:台灣復文興業公司.
呂志昌(2011),轉換型領導對國軍同仁組織承諾的影響:以調節焦點為中介變數,長榮大學,台南縣。
呂瑞菱(2007),經理人教練角色與團體凝聚力之個案調查。
呂靜昀(2010)。國民小學校長真誠領導、組織公平與集體教師效能感關係之研究—以桃園縣為例。中原大學教育研究所碩士論文,未出版,桃園縣。
李洪成(2010),〈SPSS 19 統計分析入門講座〉,台北:松岡。
李澄賢(2004),大學生的情緒調節、調節焦點、樂觀與創造力之關係,國立政治大學,台北市。
周宥均(2010),銀行從業人員五大人格特質、主管領導型態與工作滿足、領導效能之關聯性研究-以調節焦點為干擾變項,長榮大學,台南縣。
居乃台(2009),工作價值觀、領導風格、個人特徵與組織公民行為之關聯性研究—以中國大陸企業員工為實證對象,中原大學,桃園縣。
林弘儒(2014),真誠領導對員工組織公平認知、組織承諾與助人行為之影響。
林書翰(2012),轉換型領導對於員工當責與道德行為之影響-信任為中介變項。
林國楨、謝侑真(2007),學校領導新典範—完全領導(Total Leadership)內涵之初探。
林鼎鈞(2013),主管真誠領導與知覺組織支持對員工工作滿足之相關研究-以心理資本與工作壓力為中介變項。
林嘉勤(2009),工作滿意與工作績效之研究-調節配適觀點,中原大學,桃園縣。
邱湘瑜(2009),主管真誠領導對員工信任及員工投入之影響研究。國立彰化師範大學人力資源管理研究所碩士論文,未出版,彰化市。
邱皓政(2008),〈量化研究與統計分析〉,台北:五南。
邱皓政(2009),組織研究中的多層次調節式中介效果:以組織創新氣氛、組織承諾與工作滿意的實證研究為例,管理學報,26(2),頁 189-211。
洪韻茹(2012),心理賦能與核心自我評價對員工當責與工作績效影響之研究。
翁繼浩(2009),調節焦點對知覺時間價值的影響,臺灣大學,台北市。
袁世珮譯(2006)。真誠領導發展與實踐。台北市:麥格羅希爾。
張文隆(2011),〈當責〉,台北:商周。
張連君(2011),保險業務人員的前瞻性行為與工作績效:魅力型領導與組織資源之影響,中原大學,桃園縣。
張鈞堯(2014),真誠領導、心理賦權、正向心情與敬業精神之研究。
張義東(2009),主管情緒勞動對部屬知覺真誠領導、信任與承諾感之影響-兼論團隊之跨層次干擾效果,長榮大學,台南縣。
曹詠芃(2009),心靈領導與變革承諾之關係探討─以調節焦點為中介變數,國立中山大學,高雄市。
許金田,黃浩軒(2009),心理賦權對組織承諾之影響:心理資本中介效果-以國軍志願役軍官為例。
連子菁(2011),國民小學校長真誠領導與教師變革承諾關係之研究:以教師心理資本為中介變項。國立台南大學教育經營與管理研究所碩士班碩士論文,未出版,台南市。
郭怡君(2008),在台國際企業主管轉換型領導、領導者/部屬交換關係與部屬組織公民行為關係之研究—以調節焦點為干擾變項,長榮大學,台南縣。
郭嘉鎂(2011)工作要求對內在動機與疲勞之影響-真誠領導與領導部屬交換關係之調節效果驗證。
陳心茹(2011),心理賦權、品味能力與創新行為關係之研究:以預期形象為干擾變項。
陳芳毓(2010),〈台灣惠普(HP)董事長施志國:「問」出「當責」文化,打造高績效〉,《經理人月刊》,10 月號,頁 58-59。
陳威禎(2009),團隊調節焦點與績效關係之跨層次分析-任務特性之調節效果,東吳大學,台北市。
陳恆霖(2012),〈Coach 領導學〉,台北:大寫。
陳淑惠(2009),調節焦點對於從眾行為的影響,國立中正大學,嘉義縣。
陳順宇(2005),多變量分析,四版。台北:華泰文化。
陳維倫(2010),訓練發展程序公帄、調節焦點、專業承諾與積極出勤之研究,國立彰化師範大學,彰化縣。
曾信超、李元墩、康榮民(2008),轉換型領導、工作滿足與組織承諾關係之研究:以調節焦點為中介變數,企業管理學報,78,頁 84-121。
程芬蘭(2005)。領導型態、心理授權賦能與組織承諾關聯性之研究 —以汽車銷售人員為例。
楊安迪(2010),營建業員工心理賦權、工作滿意度與工作績效關係之研究。
楊燕、高山行(2010),心理資本對企業自主創新的作用機理研究-基於組織學習視角的整合框架,科技進步與對策,Vol.27,No.23。
溫福星,邱皓政(2012),多層次模式方法論:階層線性模式的關鍵問題與試解. 台北: 前程文化。
熊欣華(2001),差意分數使用之省思-信度、解釋量、構念意義與衡量等同性的探討。調查研究,10,頁 67-103。
褚慶祥(2006),轉換型領導、團隊凝聚力、信任與組織公民行為之相關研究-以研發人員為例 。未出版碩士論文,國立中央大學企業管理研究所,台北市。89。
劉心瑜(2010),顧客負向事件、賦能、樂觀性、調節焦點與情緒勞動之關係:服務關係的調節效果,東吳大學,台北市。
潘芊秀(2009),轉換型領導對組織承諾關係之研究─以調節焦點為干擾變數,長榮大學,台南縣。
蔡依璇(2005),轉換型領導、組織承諾及心理授權對服務導向公民行為。
蔡進雄(2006),心理資本與學校經營領導。台灣教育雙月刊,639。
蔡雅莉(2007),個人彈性特質,組織承諾,個人組織契合度對前瞻性行為的影響,國立嘉義大學,嘉義市。
鄭昱宏(2014),真誠領導、心理賦能、目標導向與員工績效組織公民行為之研究。
謝耀瑩(2012),主管真誠領導與員工心理資本對工作敬業心之影響—工作意義的中介效果。國立東華大學企業管理學系碩士論文,未出版,花蓮市。
韓翼,楊百寅(2011),真實型領導、心理資本與員工創新行為:領導成員交換的調節作用,《管理世界》,2011年第12期。
簡琬蓓(2012),管理教練技能對職場個人學習之影響:以心裡賦能為中介變項
藺寶欽(2009),心理賦權、心理資本對組織公民行為之影響-轉換型領導之中介角色。

二、英文部分
Antonuccio, D. O., Davis, C., Lewinsohn, P. M., & Breckenridge, J. S. (1987).Therapist variables related to cohesiveness in a group treatment for depression. Small Group Behavior, 18(4), 557-564.
Aronoff, J. & Wilson, J. P.(1985). Personality in the Social Process, Hullsdale, NJ:Erlbaum.
Avey, J. B., Patera, J . L. & We s t , B. J . (2006) , The implications of positive psychological capital on employee absenteeism, Journal of Leadership and Organizational Studies,13,42-60.
Avolio, & F. J. Yammarino (Eds.), Transformational and Charismatic Leadership: The Road Ahead (62–91). Oxford, UK: Elsevier Science.
Avolio, B. J., & Bass, B. M. (1988). Transformational leadership, chairsma, and the beyond. In J. G. Hunt, B. R. Baliga, H. P. Cachler, & C. A. Schriesheim (Eds.), Emerging leadership vistas, pp. 29-50. MA: Lexington Books.
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership evelopment: Getting to the root of positive forms of leadership.The Leadership Quarterly, 16(3), 315-338.
Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D.R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, 15(6), 801-823.
Avolio, B., & Luthans, F. (2006). The High Impact Leader: Authentic, Resilient Leadership that Gets Results and Sustains Growth. New York: McGraw-Hill.
Avolio, B., Waldman, D., & Yammarino, F. (1991). Leading in the 1990s: The four I’s of transformational leadership’. Journal of European Industrial Training, 15, 9-16.
Avolio, B., Yammarino, F.J., & Bass, B.M. (1991). Identifying Common Methods Variance with Data Collected from a Single Source: An Unresolved Sticky Issue, Journal of Management, 17(3), 571-587.
Baldoni, J. (2004). Powerful leadership communication. Leader to Leader, 32, 20-24.
Bales, R. F.(1950) Interaction process analysis: A method for the study of small group. MA: Addison-Wesley.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173.
Barrick, M.R., Stewart, G.L., Neubert, M.J., & Mount, M.K. (1998). Relating member ability and personality to work-team precesses and team effectiveness. Journal of Applied Psychology, 83(3): 377-391.
Barry, B. & Stewart, G. L.(1997). “Composotion, process, and performance in self-managed groups: the role of personality,” Journal of Applied Psychology, 82, pp.62-78
Barry, T. (1992). Techniques: The manager as coach. Target Management Development Review, 5(6), 9-13.
Barsade, S. G., Ward, A. J. & Sonnenfeld, J. A. (2000). “To your heart’s content: A model of affective diversity of affective diversity in top management teams,” Administrative Science Quarterly, 45, 802-836
Bass , B.M.& Avolio, B.J. (1993). Transformational leadership: A response to critiques. In M. M. Chemers, R. Avman. (Eds.), Leadership Theory and Research : Perspectives and Directions, San Diego, C.A: Academic Press.
Bass, B. M. (1985). Leadership and performance beyond expectations. New York: Free.
Bass, B. M., & Avolio, B. J. (1990). Transformational leadership development: Manual for the multifactor leadership questionnaire. CA: Consulting Psychologists Press.
Bass, B. M., Avolio, B. J., Jung, D. I., & Berson, Y.. (2003). Predicting unit performance by assessing transformational and transactional leadership. Journal of Applied Psychology. 88(2):207-218.
Bauer, T. N., & Green, S. G. (1996). Development of leader-member exchange: A Longitudinal test. Academy of Management Journal, 39(6), 1538-1567. Barner, R. (1994). Enablement: The key to empowerment. Training and Development Journal, 6, 33-36.
Beehr, T. (2000). An organizational psychology meta-model of occupational stress. In C. L.Cooper (Ed.), Theories of organizational stress: 6-27. Oxford University Press, NY.
Belschak, F. D., & Hartog, D. N. (2010). Pro self, prosocial, and pro organizational foci of proactive behaviour: Differential antecedents and consequences.
Belschak, F. D., & Hartog, D. N. (2010). Pro self, prosocial, and pro organizational foci of proactive behaviour: Differential antecedents and consequences. Journal of Occupational and Organizational Psychology, 83(2), 475-498.
Benjamin, L., & Flynn, F. J. (2006). Leadership style and regulatory mode :Value from fit? Organizational Behavior and Human Decision Process, 100(2), 216-230.
Bennett, M., & Bell, A. (2004). Leadership talent in Asia-How the best employers drive extraordinary performance. Washington, NJ:John Wiley & Sons.
Bennis, W., & Nanus, B. (1985). Leaders: The strategies for taking charge. Harper and Row Publishers, ins.
Bettenhausen, K. & Murninghan, J. K., 1985. The emergence of norms in competitive decision making groups. Administrative Science Quaarterly, 30:350-372
Blau, J.R.,& Alba, R.D.(1982). Empowering nets of participation. Administrative Science Quarterly, 27,363–379.
Blau, P. M., (1964). Exchange and Power in Social Life. New York: John Wiley and Sons.
Bossidy, L., & Charan, R. (2011). Execution: The discipline of getting things done. Random House, NY.
Bowen, D. E., & Lawler III, E. E. (1995). Empowering service empowerment. Sloan Management Review, 110, 80-101.
Bowen, D., & Lawler, E.(1992). The empowerment of service workers: What, why, how, and when? Sloan Management Review, 33,31–39.
Bryman, A. (1992). Charisma and leadership in organizations. London Stage.17.
Budworth, M.-H., & Mann, S.L. (2011). Performance management: Where do we go from here? Human Resource Management Review: 21, 81-84.
Bundmun. S. H., Soldz, S., Demby, A., Davis, M., & Merry, J. 1993. What is cohesiveness. Small Group Research, 24(2), 199-216.
Burns, J. M. (1978). Leadership, Harper & row publisher. N Y: Free 94 press.18.
Butler, J. K. J., & Cantrell, R. S. (1984). A behavioral decision theory approach to modeling dyadic trust in superiors and subordinates.Psychological Reports, 55, 19-28.
Camacho, C., Higgins, E., & Luger, L. (2003). Moral value transfer from regulatorfit: What feels right is right and what feels wrong is wrong. Journal of Personality and Social Psychology, 84(3), 498-510.
Camacho, C., Higgins, E., & Luger, L. (2003). Moral value transfer from regulatory fit: What feels right is right and what feels wrong is wrong. Journal of Personality and Social Psychology, 84(3), 498-510.
Campion, M. A., Medsker, G. J., & Higgs, A. C. (1993). Relations between work group characteristice and effectibeness:Implications for designing effective work groups. Personnel Psycholigy, 46:823-825.
Campion, M. A., Papper, E. M ., & Medsker, G. J., (1996). Relations between work team characteristice and effectibeness: A replication and extension. Personnel Psycholigy, 49:429-452.
Carmines, Edward G., & Richard A. Zeller (1979), Reliability and Validity Assessment. Beverly Hills, CA.Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical 38 examination of self-reported work stress among U.S. managers. Journal of Applied Psychology, 85: 65-74.
Carron , A. V. (1980). Social psychology in sport. Ithaca , NY : M ouvement Publications.
Carron, A. V. & Brawley, L. R. (1985). The Development to assess cohesion in sport teams. Journal of Sport Psychology, 7, 244-266.
Carron, A. V. 1982. “Cohesiveness in sport groups: Interpretations and considerations,” Journal of Sport Psychology, 4, pp.123-138.
Chebat, J. C., & Akollias, P. (2000). The impact of empowerment on customer contact employees’ roles in service organizations. Journal of Service Research, 30(1), 66-81.
Chebat, J. C., & Kollias, P. (2000). The impact of empowerment on customer contact employees’ role in service organizations. Journal of Service Research, 3(1), 66-81.
Cho, T., & Faerman, S. R. (2010). An integrative model of empowerment and individual’s in-role and extra-role performance in the Korean public sector: Moderating effects of organizational individualism and collectivism. International Public Management Journal, 13(2), 130–154.
Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2009). Authentic Leadership and Positive Psychological Capital. Journal of Leadership & Organizational Studies, 15(3), 227-240.
Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2009). Authentic Leadership and Positive Psychological Capital. Journal of Leadership & Organizational Studies, 15(3), 227-240.
Cohen, S G., Ledford, G.E., & Speritzer, G. M., 1996, A ;erdictive model of self-managing teams: Aquaso-experiment. Human Relations, 47:13-43. Cota, A. A
Cohen, S G.,& Bailey, D.E. 1997. What makes teams work:Group effectiveness research from the shop floor to the executive suite. Journal of Management, 23:p239-290.
Cole, M. S., Walter, F., & Bruch, H. (2008). Affective mechanisms linking dysfunctional behavior to performance in work teams: A moderated mediation study. Journal of Applied Psychology, 93(5), 945-958.
Coleman, J. S. (1994). Foundations of social theory. Harvard University Press, MA. Connors, R., & Smith, T. (2009). How Did That Happen?: Holding People Accountable of Results the Positive, Principle way. Penguin, NY.
Colquitt, J. A., Scott, B. A., & LePine, J. A. (2007). Trust,trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance.Journal of Applied Psychology, 92(4), 909-927.
Conger, J. (1999). Charismatic and transformational leadership in organizations:: An insider′s perspective on these developing streams of research. The Leadership Quarterly, 10(2), 145-179.
Conger, J. A. & Kanungo R. N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, 13(1), 471-482.
Conger, J. A., Kanungo, R. N., & Menon, S. T. (2000). Charismatic leadership and follower effects. Journal of Organizational Behavior, 21, 747-767.
Conger, J., & Kanungo, R. (1998). Charismatic Leadership in Organizations. California: SAGE Publications, Inc. 77
Connors, R., & Smith, T., & Hickman, C. (1994). The Oz Principle. Penguin, NY.
Cook, J., & Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non-fulfillment. Journal of Occupational Psychology, 53, 39-52.
Cooper, C. L., Dewe, P. J., & O’Driscoll, M. P. (2001). Organizational stress: A review and critique of theory, research, and applications. Thousand Oaks, CA.
Cooper, C., Scandura, T., & Schriesheim, C. (2005). Looking forward but learning from our past: Potential challenges to developing authentic leadership theory and authentic leaders. The Leadership Quarterly, 16(3), 475-493.
Corsun, D. L., & Enz, C. A. (1999). Predicting psychological empowerment among service workers: The effect of support-based relationships. Human Relations, 52(2), 205-224.
Courtney, S., & Aldrich, H. E. (1998). The second ecology: Creation and evolution of organizational communities. Research in Organizational Behavior, 20, 2667-2701.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435-462.
Cummigns, T. G. (2006). Execution: The Discipline of Getting Things Done. The Academy of Management Perspective, 20(1), 129-132.
Cyboran, V. L. (2005). The influence of reflection on employee psychological empowerment: Report of an exploratory workplace field study. Performance Improvement Quarterly, 18(4), 37–49.
Dail, L. F. (2007). Determinants of Follower Perceptions of a Leader′s Authenticity and Integrity. European Management Journal, 25(3), 195.
Dealy, M. D., & Thomas, R. A. (2007). Managing by Accountability: What Every Leader Needs to know about Responsibility, Integrity and Results. Greenwood Publishing Group, CT.
Deci, E. L., & Ryan, R. M. (2000). "What" and " why" of goal pursuits:Human needs and the self-determination of behavior. Psychological Inquiry, 11, 227-268.
Detert, J. R., & Burris, E. R. (2007). Leadership behavior and employee- 90 -
Drucker, P. F. (2006). The effective executive: The definitive guide to getting the right things done. HarperCollins, NY.
Earley, P. C. (1986). Trust, perceived importance of praise and criticism,and work performance: An examination of feedback in the United States and England. Journal of Management, 12, 457-473.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation, Journal of Applied Psychology, 75(1), 48, 51-29.
Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T. E., Gonzalez-Morales, M. G., et al. (2010). Leader–member exchange and affective organizational commitment: The contribution of supervisor′s organizational embodiment.
Ellinger, A. D., Ellinger A. E., & Keeler S. B. (2003). Supervisor coaching behavior, employee satisfaction, and warehouse employee performance: A dyadic perspective in the distribution industry. Human Resource Development Quarterly, 14(4), 435-458.
Ellinger, A.D., Ellinger, A.E., Bachrach, D.G., Wang, Y.-L., & Baş, A.B.E. (2011). Organizational investments in social capital, managerial coaching, and employee work-relate performance. Management Learning: 42, 67-85.
Ellinger, A.D., Hamlin, R.G., & Beattie, R.S. (2008). Behavioral indicators of ineffective managerial coaching: A cross-cultural study. Journal of European Industrial Training: 32, 240-257.
Ellinger, A.D., Hamlin, R.G., Beattie, R.S., Wang, Y.-L., & McVicar, O. (2011). Managerial coaching as a workplace learning strategy. Professional and Practice-based Learning, 5(2), 71-87.
Elsbach, K. D., & Elofson, G. (2000). How the packaging of decision explanations affects perceptions of trustworthiness. Academy of Management Journal, 43(1), 80-89.
Erickson, R. J. (1994). Our society, our selves: Becoming authentic in an inauthentic world. Advanced Development, 6, 27-39.
Eylon, D. (1998). Understanding empowerment and resolving its paradox,Journal Of Management History, 4(1), 16-28.
Eylon,D., & Bamberger, P.(2000). Empowerment cognitions and empowerment acts: Recognizing the importance of gender. Group and Organization Management,25(4), 354–372.
Falk-Rafael, A. R. (2001). Empowerment as a process of evolving consciousness: A model of empowered caring. Advances in Nursing Science.
Fay, D., & Frese, M. (2001). The concept of personal initiative: An overview of validity studies. Human Performance, 14(1), 97-124.
Feldman, D. C., & Lankau, M. J. (2005). Executive coaching: A review and agenda for future research. Journal of Management, 31(6), 829-848.
Frank, M., G. (2004). Work overload: Redesigning Jobs to Minimize Stress and Burnout. ASQ Quality Press, WI.
Frese, M., & Fay, D. (2001). Personal initiative: An active performance concept for work in the 21st century. Research in Organizational Behavior, 23, 133-187.
Frese, M., Fay, D., Hilburger, T., Leng, K., & Tag, A. (1997). The concept of personal initiative: Operationalization, reliability and validity in two German samples. Journal of Occupational and Organizational Psychology, 70, 139-161.
Frese, M., Kring, W., Soose, A., & Zempel, J. (1996). Personal initiative at work: Differences between East and West Germany. Academy of Management Journal, 39(1), 37-63.
Fulford, M. D., & Enz, C. A. (1995). The impact of empowerment on service employees. Journal of Managerial Issues, 7 (2), 161-175.George, J. M. (1991). State or trait: Effects of positive mood on prosocial behaviors at work. Journal of Applied Psychology, 76, 299-307.
Galinsky, A., Leonardelli, G., Okhuysen, G., & Mussweiler, T. (2005). Regulatory focus at the bargaining table: Promoting distributive and integrative success.
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F.(2005). "Can you see the real me?" A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343-372.
George, B. (2003). Authentic Leadership: Rediscovering the Secrets to Creating Lasting Value. San Francisco: Jossey-Bass.Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3-34.
George, B., Sims, P., McLean, A. N., & Mayer, D. (2007). Discovering your authentic leadership. Harvard Business Review, 85(2).
George, J. M. (2000). Emotions and leadership: the role of emotional intelligence. Human Relations, 53, 1027-1055.
Gilley, A., Gilley, J.W., & Kouider, E. (2010). Characteristics of managerial coaching.
Gonzalez-Morales, M. G., et al. (2010). Leader–member exchange and affective organizational commitment: The contribution of supervisor′s organizational embodiment.
Graham,J.W.(1991).An essay on organizational citizenship96behavior. Employee Responsibilities and Rights Journal, 4(4), 249-270.
Greenberg, G., & Baron, R. (1997). Behavior in Organization.(5 Eds.), Englewood Cliffs, New Jersey: Prentice-Hall.
Grisoni, L., & Beeby, M. (2007). Leadership, Gender and Sense making. Gender,Work & Organization, 14(3), 191-209.
Hall, L., & Torrington, D. (1998). Letting go or holding on – The devolution of operational personnel activities, Human Resource Management Journal, 8(1), 41-55.
Hamlin, R.G., Ellinger, A.D., & Beattie, R.S. (2009). Toward a profession of coaching? A definitional examination of ′coaching,′ ′organization development,′ and ′human resource development.′ International Journal of Evidence-Based Coaching and Mentoring, 7(1), 13-38.
Harman, H. H. (1976). Modern Factor Analysis. The University of Chicago Press, IL. Hickman, C., & Smith, T. (1998). The Oz principle: Getting results through individual and organizational accountability. Penguin, NY.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87, 268-279.
Harter, J. K., Schmidt, F. L., & Keyes, C. L. M. (2003). Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. In C. L. M. Keyes & J. Haidt (Eds.),Flourishing: Positive psychology and the life well-lived (205-224).
Harter, S. (2002). Authenticity. In C. R. Snyder & S. J. Lopez (Eds.),Handbook of positive psychology (pp. 382-394). London: Oxford University.
Heidegger, M. (1962). Being and time In J. Macquirrie & E.Robinson (Eds.), (pp. 12-16). New York: Harper & Row.
Hofstede, G. H., & Bond, M. H. (1988). The confucius connection: From cultural roots to economic growth. Organizational Dynamics, 16(4), 4-21.
Humphreys, J. H., & Einstein, W. O. (2004). Leadership and temperament congruence: Extending the expectancy model of work motivation. Journal of Leadership & Organizational Studies, 10(4), 58-79.
Hutzler, Y. (2001). Empowerment of individuals with disabilities through physical activity. Paper presented at the meeting of 13th ISAPA, Vienna.
Ilies, R., Morgeson, F. P., & Nahrgang, J. D. (2005). Authentic leadership and eudaemonic well-being: Understanding leader-follower outcomes. The Leadership Quarterly, 16(3), 373-394.
Janssen, O., (2000), Job demands, perceptions of effort-reward fairness and innovative work behavior, Journal of Occupational and Organizational Psychology, 73, 287-302.
Jensen, S. M., & Luthans, F. (2006). Relationship between entrepreneurs‟ psychological capital and their authentic leadership. Journal of ManagerialIssues, 18(2), 254-273.
Jones, G. R., & George, J. M. (1999). The experience and evolution of trust: Implications for cooperation and teamwork. Academy of Management Review, 23(3), 531-546.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692.
Kark, R., & Shamir, B. (2002). The dual effect of transformational leadership: Priming relational and collective selves and further effects on followers. In B.J.
Kark, R., Shamir, B., & Chen, G. (2003). The two faces of transformational leadership:Empowerment and dependency. Journal of Applied Psychology, 88(2),246-254.
Kasperson, R. E., Golding, D., & Tuler, S. (1992). Social distrust as a factor in sitting hazardous facilities and communicating risks. Journal of Social Issues, 48(4), 161-187.
Kernis, M. H. (2003). Toward a conceptualization of optimal self-esteem. Psychological Inquiry, 14, 1-26.
Kersting K. (2003). Turning happiness into economic power. Monitor on Psychology, 34(11), 26.
Kirkman, B. L., & Rosen, B. (1997). A model of work team empowerment. In R. W. Woodman & W. A. Pasmore (Eds.), Research in organizational change and development, vol. 10: 131-167. Greenwich, CT: JAI Press.
Kirkman, B. L., & Rosen, B. (1999). Beyond self-management: Antecedents and consequences of team empowerment. Academy of Management Journal, 42, 58–74.
Kirkman, B.L., & Rosen, B. (2000). Powering up teams. Organizational Dynamics, 28(3): 48-66.
Kouzes, J., & Posner, B. (2002). The leadership challenge. San Francisco: Jossey Bass.
Laschinger, H. K. S., & Shamian, J. (1994). Staff nurses and nurse managers’ perceptions of job related empowerment and managerial self-efficacy. Journal of Nursing Administration, 24(10), 30-35.
Laschinger, H. K. S., Finegan, J. E., Shamian, J., & Wilk, P. (2004). A longitudinal analysis of the impact of workplace empowerment on work satisfaction. Journal of Organizational Behavior, 25, 527-545.
Lashley, C. (1995b). Towards an understanding of employee empowerment in hospitality services. International Journal of Contemporary Hospitality Management, 7(1), 27-32.
Lewis, J. D., & Weigert, A. (1985). Trust as a social reality. Social Force, 63(4), 967-985.
Liden, R. C. and Arad, S. (1996). A power perspective of empowerment and work groups: Implications for human resources management research.Research in personnel and human resources management, (14), 205-251.
Li-Yun Sun, Zhen Zhang, Jin Qi, Zhen Xiong Chen (2012),Empowerment and creativity: A cross-level investigation, The Leadership Quarterly, 23, 55–65.
Luthans, F., & Avolio, B. (2003). Authentic leadership: A positive developmental approach. Positive Organizational Scholarship, 241-261.
Luthans, F., Avolio, B.J., Avey, J.B., & Norman, S.M. (2007a). Positive psychological capital: Measurement & relationship with performance & satisfaction. Personal Psychology, 60(3), 541-572.
Martens, R., Peterson, J. , 1971. Group cohesiveness as a determinant of success and member satisfaction in team performance: International Review of Sport Sociology, (6), 49-61.
Martin Morgan Tuuli, Steve Rowlinson, Richard Fellows, Anita M.M. Liu. (2012). Empowerring the project team: impact of leadership style and team context. Team Performance Management, (18), 149-175.
Mathieu, J. E., & Taylor, S. R. (2007). A Framework for Testing Meso-Mediational Relationships in Organizational Behavior. Journal of Organization Behavior, 28,141-172.
Mathieu, J.E., Gilson, L.L., & Ruddy, T.M.(2006). Empowerment and team effectiveness: An empirical test of an integrated model. Journal of Applied Psychology, 91,97-108.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37.
May, D., Chan, A., & Avolio, B. (2003). Developing the moral component of authentic leadership. Organizational Dynamics, 32(3), 247-260.
Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review,20(3), 709-734.
McAllister, D. J. (1995). Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24-59.
McCain, J., & Salter, M. (2004). Why courage matters: The way to a braver life. New York: 7 Random House.
Menon, S. T. (2001). Employee empowerment: An integrative psychological approach. Applied Psychology: An International Review, 50(1), 153–180.
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159-1168.
Mohanty, M. S. (2009). Effects of positive attitude on earnings: evidence from the US longitudinal data. Journal of Socia-Economics, 38(2), 357-371.
Morgan, R. M., & Hunt, S. D. (1994). The commitment-trust theory of relationship marketing. Journal of Marketing, 58, 20-38.
Morrison, E. W., & Phelps, C. C. (1999). Taking charge at work: Extrarole efforts to initiate workplace change. Academy of Management Journal, 42(4), 403-419.Ohly, S., & Fritz, C. (2007). Challenging the status quo: What motivates proactive behaviour? Journal of Occupational and Organizational Psychology, 80(4),623-629.
Neil R. Anderson & Michael A. West, (1998), Measuring Climate for Work Group Innovation: Development and Validation of the Team Climate Inventory, Journal of Organizational Behavior, 19, pp.235~258.
Pajares, F. (1996). Self-efficacy beliefs in academic setting, Review of Educational Research, 66(4): 543-545.
Parker, S. (2000). From passive to proactive motivation: The importance of flexible role orientations and role breadth self efficacy. Applied Psychology, 49(3), 447-469.
Parker, S. K., Wall, T. D., & Jackson, P. R. (1997). “That‟s not my job”: Developing flexible employee work orientations. Academy of Management Journal, 40(4), 899-929.
Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91(3), 636.
Perry, R. W., & Mankin, L. D. (2004). Understanding employee trust in management: conceptual clarification and correlates. Public Personnel Management, 33(3), 277-291.
Positive Psychological Capital. Journal of Leadership & Organizational Studies, 15(3), 227-240.
Pratt, M. (1998). To Be or Not to Be? Central Questions in Organizational Identification. Thousand Oaks: Sage Publications, Inc.
Rousseau, D. M. (1985). Issues of level in organizational research: Multi-level & cross-level perspectives. In L. L. Cummings & B. M. Staw (Eds.), Research in organizational behavior, 7, 1-37.
Rousseau, D. M., Sitkin, S. B., Burt, R. S., & Camerer, C. (1998). Not so different after all: A cross-discipline view of trust. Academy of Management Review, 23(3), 393-404.
Ryan, R. M., & Deci, E. L. (2001). On happiness and human potential: A review of research on hedonic and eudaimonic well being. Annual Review of Psychology, 52, 141-166.
Ryan, R. M., & Deci, E. L. (2003). On assimilating identities to the self: A self-determination theory perspective on internalization and integrity within cultures. New York: Guilford.
Santelli, A., Struthers, C., & Eaton, J. (2009). Fit to forgive: Exploring the interaction between regulatory focus, repentance, and forgiveness. Journal of Personality and Social Psychology, 96(2), 381-394.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3),293-315.
Schaufeli, W. B., Salanova, M., González-romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
Schneider, B., Ehrhart, M. G., Mayer, D. M., Saltz, J. L., & Niles-Jolly, K. (2005). Understanding organization-customer links in service settings. Academy of Management Journal, 48(6), 1017-1032.
Seibert, S. E., Silver, S. R., & Randolph, W. A. (2004). Taking empowerment to the next level: A multiple-level model of empowerment, performance, and satisfaction. Academy of Management Journal, 47, 332-349.
Shamir, B., & Eilam, G. (2005). What′s your story? A life-stories approach to authentic leadership development. The Leadership Quarterly, 16(3), 395-417.
Shamir, B., House, R., & Arthur, M. (1993). The motivational effects of charismatic leadership: A self-concept based theory. Organization Science, 4(4), 577-594.
Shamir, B., Zakay, E., Breinin, E., & Popper, M. (1998). Correlates of charismatic leader behavior in military units: Subordinates‟ attitudes, unit characteristics, and superiors′ appraisals of leader performance. Academy of Management Journal, 41(4), 387-409.
Solomon, R. C. (1999). A better way to think about business: How personal integrity leads to corporate success. New York: Oxford University.
Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. Journal of Applied Psychology, 88(3), 518.
Spector, E. p., & Fox, S. (2003). Reducing subjectivity in the assessment of the job environment: Development of the Factual Autonomy Scale (FAS). Journal of Organizational Behavior, 24(4),417-432.
Spiegel, S., Grant-Pillow, H., & Higgins, E. (2004). How regulatory fit enhances motivational strength during goal pursuit. European Journal of Social Psychology, 34(1), 39-54.
Spreitzer, G. M., Kizilos, M.A., & Nason, S. W. (1997). A dimensional Analysis of the relationship between psychological empowerment and effectiveness, satisfaction, and strain. Journal of Management, 23(5), 679-704.
Spreitzer,Gretchen M.. (1995). Psychological Empowerment in the Workplace: Dimensions, Measurement, and Validation. Academy of Management Journal,(38)5, 1442-1465.
Strauss, K., Griffin, M. A., & Rafferty, A. E. (2009). Proactivity Directed Toward the Team and Organization: The Role of Leadership, Commitment and Role breadth Self efficacy. British Journal of Management, 20(3), 279-291.
Thomas. K.W., & Velthouse, B.A. (1990). Cognitive elements of empowerment. Academy of Management Review, 15,666-681.
Tinsley, D. B. (1996). Trust plus capabilities. Academy of Management.
Tuuli, M. M., & Rowlinson, S. (2009). Empowerment in project teams: A multilevel examination of the job performance implications. Construction Management and Economics, 27, 473-498.
Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108-119. van Knippenberg, D., van Knippenberg, B., De Cremer, D., & Hogg, M. (2004).Leadership, self, and identity: A review and research agenda. The Leadership Quarterly, 15(6), 825-856.
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S.,&Peterson, S. J. (2008). Authentic Leadership: Development and Validation of a Theory-Based Measure. Journal of Management, 34(1), 89-126.
Walumbwa, F. O., Cropanzano, R., & Hartnell, C. A. (2009). Organizational justice, voluntary learning behavior, and job performance: A test of the mediating effects of identification and leader member exchange. Journal of Organizational Behavior, 30(8), 1103-1126.
Walumbwa, F. O., Wang, P., Wang, H., Schaubroeck, J., & Avolio, B. J. (2010). Psychological processes linking authentic leadership to follower behaviors. The Leadership Quarterly, 21(5), 901-914.
Zimmerman, M. A., & Rappaport, J. (1988). Citizen participation, perceived control and psychological empowerment. American Journal of Community Psychology, 16, 725-75.
指導教授 李憶萱 審核日期 2015-7-29
推文 facebook   plurk   twitter   funp   google   live   udn   HD   myshare   reddit   netvibes   friend   youpush   delicious   baidu   
網路書籤 Google bookmarks   del.icio.us   hemidemi   myshare   

若有論文相關問題,請聯絡國立中央大學圖書館推廣服務組 TEL:(03)422-7151轉57407,或E-mail聯絡  - 隱私權政策聲明