信任與價值觀一致性對 轉型領導與適應性績效關係之中介

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論文名稱

信任與價值觀一致性對轉型領導與適應性績效關係之中介
(The Mediating Role of Trust and Value Congruence on the Relationship Between Transformational Leadership and Adaptive Performance)

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摘要(中)

科技與組織結構不斷成長，意味著在工作場所需要適應性。本研究探討轉型領導與適應性績效之間的關係，是否會受到信任與價值觀一致性中介。共有三百份問卷發放至一家位於印度尼西亞東加里曼丹的公司，回收份、有效問卷105份作為分析。首先檢驗信度與效度，並透過偏最小平方法（PLS）分析，評估決定係數（R2）、預測相關性（Q2）及效果量（f2）。結果顯示，轉型領導與適應性績效有正相關關係。雖然信任與價值觀一致性中介其關係，但轉型領導對與價值觀一致性的直接效果則未發現。

摘要(英)

Technological and infrastructure in organization continue to grow, meaning adaptibility is needed in the workplace. This research investigate the relationship between transformational leadership and adaptive performance, as well as whether such relationship is mediated by trust and value congruence. A total of 300 questionnaires were given to empolyees working for a company in East Kalimantan, Indonesia. With 111 surveys returned, 105 valid responses were analyzed. Reliability and validity were examined first, and partial least squares (PLS) analysis was performed to evaluate the determinant coefficient (R2), predictive relevance (Q2), and effect size (f2).The result indicate positive relationship between transformational leadership and adaptive performance. While trust and value congruence positive mediate between transformational leadership and adaptive performance, direct effect of transformational leadership on value congruence was not found.

關鍵字(中)

★ 適應性績效
★ 轉型領導
★ 信任
★ 價值觀一致性

關鍵字(英)

★ Adaptive Performance
★ Transformational Leadership
★ Trust
★ Value Congruence

論文目次

Table of Contents

CHAPTER 1 INTRODUCTION 1
CHAPTER 2 LITERATURE REVIEW 4
2.1 Adaptive Performance 4
2.2 Transformational Leadership 7
2.3 Trust 9
2.4 Value Congruence 12
2.5 Research Framework 15
CHAPTER 3 METHOD 18
3.1 Sample 18
3.2 Variable Measurements 18
3.3 Partial Least Square – Structural Equation Model 20
3.5 Step of Research 23
3.4 Research Design 24
CHAPTER 4 RESULTS 25
4.1 Respondent Characteristic 25
4.2 Descriptive Statistic 26
4.2.1 Frequency distribution for Transformational Leadership 27
4.2.2 Frequency distribution for Adaptive Performance 28
4.2.3 Frequency distribution for Trust 29
4.2.4 Frequency distribution for Value Congruence 30
4.3 Data Analysis 31
CHAPTER 5 DISCUSSION 40
5.1 The Summary of Research Result 40
5.2 Transformational Leadership on Adaptive Performance 40
5.3 Transformational Leadership on Trust 42
5.4 Trust on Adaptive Performance 42
5.5 Transformational Leadership on Value Congruence 43
5.6 Value Congruence on Adaptive Performance 43
5.7 Trust on Value Congruence 44
5.9 Mediate Effect 44
5.10 Managerial Implication 46
5.11 Limitation and Future Research 47
5.12 Conclusion 48
REFERENCE 49
APPENDIX 60

List of Tables

Table 1 Definition of the Eight Dimensions of Adaptive Performance 5
Table 2 Versions of the MLQ 20
Table 3 Sample Demographic Characteristic 25
Table 4 Descriptive Statistics 27
Table 5 Frequency distribution for Transformational Leadership 27
Table 6 Frequency distribution for Adaptive Performance 28
Table 7 Frequency distribution for Trust 30
Table 8 Frequency distribution for Value Congruence 30
Table 9 ANOVA Test 31
Table 10 Reliability and Validity 33
Table 11 Cross Loading 33
Table 12 Heterotrait-monotrait ratio of correlations (HTMT) 35
Table 13 Effect on Endogenous Variables 36
Table 14 Structural Model Result for Direct Effect 38
Table 15 Structural Model Result for Indirect Effect 38

List of Figures

Figure 1 Research Framework 17
Figure 2 Research Flow 24
Figure 3 Structural Model Result . 39

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指導教授

杜秉叡(Ben-Roy Do)

審核日期

2016-6-30

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