博碩士論文 103427006 詳細資訊




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姓名 詹怡芬(Yi-Fen Chan)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 領導者內隱追隨理論與晉升力評分之關聯性—以主管部屬交換關係與績效為中介變項
(The Relationship between Leader’s Implicit Followership Theories and Promotability: The Mediating Effect of Leader-Member Exchange and Performance)
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摘要(中) 追隨者存在於組織中的各個階層,當員工具備有效的追隨力,才能在晉升後藉由有效的追隨與領導來協助團隊獲得成功。過去的研究中,鮮少將追隨力作為預測晉升的變數,另外,雖存在有效與無效追隨力之概念,也無研究針對正反向之追隨力作更進一步的探討。本研究結合上述議題,以社會交換理論及贊助性流動為理論基礎,利用Sy(2010)提出之內隱追隨理論原型及反原型,來探討領導者角度的內隱追隨理論與晉升力之相關,並以主管部屬交換關係和績效作為中介變項,證實其間的因果關係與中介機制。
本研究共發出348份問卷,並回收有效問卷共237份,研究結果顯示內隱追理論原型中的勤奮及公民行為會透過主管部屬交換關係與績效來對其晉升力評分產生正向影響,熱忱則否;追隨理論反原型中的不稱職、盲從他人與不服從皆與主管部屬交換關係及績效沒有顯著相關。在晉升的變項衡量中,部屬績效與晉升力評分具顯著相關,部屬績效與部屬過去實際的晉升次數卻無顯著相關。同時勤奮與公民行為亦對部屬績效有直接效果;主管部屬交換關係對部屬晉升次數呈現顯著正相關。研究證實部屬展現之追隨特質會對於其未來晉升的可能性有正向的關聯性。
摘要(英) No matter in which level of the organization, followership exists in almost every employee. The promoted employees who have effective followership could influence their supervisors and team positively. However, there are few studies taking followership as the predictor of promotability, but only the relationship between followership and performance. Regarding these issues, we use the Implicit Followership Theories scale of prototype and antiprototype to investigate the relationship between followership and promotability from the supervisors’ view. Based on the social exchange theory and sponsored-mobility, we proposed that leader-member exchange (LMX) and performance mediating between followership and promotability.
348 questionnaires were delivered and 237 were successfully collected. The result showed that the prototype Industry and Good Citizen have positive effect on the LMX, performance, and promotability while Enthusiasm doesn’t. All antiprototype has no effect on LMX, performance, and promotability. Employees’ performance has positive effect on promotability but no effect on real promoting numbers. Meanwhile, Industry and Good Citizen also have direct effect on performance; LMX has direct effect on real promoting numbers. Our result provides the empirical evidence of the relationship between followership and promotability with the mediating effect of LMX and employees’ performance.
關鍵字(中) ★ 內隱追隨理論
★ 追隨力
★ 主管部屬交換關係
★ 部屬績效
★ 晉升力評分
★ 晉升次數
★ 向上影響
★ 贊助性流動
★ 社會交換理論
關鍵字(英) ★ Leader’s Implicit Followership Theories (LIFTs)
★ followership
★ leader-member exchange (LMX)
★ performance
★ promotability
★ promotion
★ upward influence
★ sponsored-mobility
★ social exchange theory
論文目次 一、 緒論 1
1-1 研究背景與動機 1
1-2 研究目的與預期貢獻 4
二、 文獻探討 6
2-1 社會交換理論與贊助性流動 6
2-2 追隨力:領導者內隱追隨理論觀點 7
2-3 內隱追隨理論之原型與反原型 10
2-4 領導者內隱追隨理論與主管部屬交換關係(LMX) 10
2-5 LMX與部屬工作績效 13
2-6 部屬工作績效與部屬晉升 14
2-7 領導者內隱追隨理論、LMX與部屬工作績效的關係 16
2-8 LMX、部屬工作績效和部屬晉升的關係 17
三、 研究方法 18
3-1 研究架構 18
3-2 研究對象與流程 18
3-3 研究變項衡量 19
3-4 資料分析與統計方法 21
四、 研究結果 23
4-1 資料來源與樣本特性 23
4-2 信度與效度分析 24
4-3 相關分析 28
4-4 假設模型檢驗 30
五、 結論與討論 34
5-1 結論與討論 34
5-2 學術與實務貢獻 36
5-3 管理意涵 37
5-4 研究限制與未來建議 39
參考文獻 41
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中文文獻
1. 曹元坤、祝振兵,「内隱追隨理論:概念、測量、前因及後果」,心理科學進展,第二卷第十四期,2015年。
2. 楊红玲、彭堅,「內隱追隨理論研究評述」,外國經濟與管理,第三十七卷第三期,16~26頁,2015年。
3. 劉珮琪,「華人社會追隨力之概念初探; An Exploratory Study of followership in Chinese society.」,國立中央大學碩士論文,民國104年。
4. 羅文豪,「追随研究的歷史溯源,現實驅力與未來展望」,中國人力資源開發,第十五期,6~15頁。
指導教授 林文政(Wen-Jeng Lin) 審核日期 2016-7-12
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