轉換型領導、員工組織公民行為與員工績效-以J公司為例

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：62

、訪客IP：18.222.69.152

姓名

胡燕(Ann Hu) 查詢紙本館藏

畢業系所

人力資源管理研究所在職專班

論文名稱

轉換型領導、員工組織公民行為與員工績效-以J公司為例
(The relationship among Transformational Leadership, Organizational Citizen Behavior and Employees’ Performance: A study from J Company)

相關論文

★ 空服員之工作特性、工作壓力源與個人壓力反應	★ 人力資源管理活動對員工離職意願之影響- 以工作滿意度為中介變項
★ 直線主管之管理訓練與其參與人力資源管理活動之關聯	★ 直線經理參與人力資源管理活動之影響因素探討
★ 員工風險承擔對個人持股意願之影響	★ 人力資本投資、知識分享與組織績效之關聯
★ 人力資源部門跨界活動對企業採行高績效人力資源管理實務之影響	★ 賦權感知、工作滿意、組織承諾與服務行為之相關性研究―以某連鎖便利商店為例
★ 業務代表人格特質與核心職能對績效影響的探討 —以某藥廠為例	★ 實施利益分享制度對心理賦權感及工作滿意之影響
★ 員工股票獎酬對員工心理所有權之影響---以內外控人格特質為干擾變項	★ 組織氣候感知、組織承諾與組織公民行為之關聯
★ 人力資源高績效工作實務、創新氣候與組織績效之關聯－以IC設計產業為例	★ 高績效工作實務對員工知識分享行為之影響 -
★ 人格特質與工作績效之關係研究─以航空服務業空服人員為例	★ 員工對功能彈性氣候的感知對工作滿意度的影響以工作自主與工作要求為中介變項

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)

近幾年國內的企業跟學術界針對“領導”的議題一直不斷地在討論，尤其是企業一直汲汲營營的針對“領導”有很多不同研討，對企業內部的經理人不斷地提供跟領導有關的課程，例如: 有效的輔導員工、高影響溝通、啟發他人、企業願景、發揮影響力、授權 …. 等，想藉由這些課程將傳統的交易型領導改變成目前所提倡的轉換型領導。可是，轉換型領導對公司的績效有正向關連嗎?
J公司是在台灣一家約快30年的外商分公司，從原本在1989年只有個位數的員工到現今260幾位。在領導風格，也從交易型領導轉變到現在的轉換型領導。轉換型領導是在2011年開始在業務部提倡，淵源是很多年輕的業務員工一直反映主管要求基層員工只要接受命令，不要有自我的想法。業務部的教育訓練單位在了解基層員工的想法跟評估經理人帶人的風格後，與部門主管討論後決定開始導入轉換型領導。在這幾年下來，轉換型領導的概念是否有落實? 如果有落實對公司的業務績效又有什麼關聯? 則是一直沒有真正的答案。在2015年，透過J公司針對109位業務員工與20位業務主管的記名問卷，其中有94.5%為有效問卷，透過SPSS的迴歸分析方法，驗證到轉換型領導是對公司績效有正相關的，而組織公民行為為中介。研究結果的發現:
假設1: 轉換型領導會正向影響員工績效其結果為成立
假設2: 轉換型領導會正向影響組織公民行為其結果為成立
假設3: 組織公民行為會正向影響員工績效其結果為成立
假設4: 組織公民行為為轉換型領導與員工績效的中介其結果為成立
最後依據研究結果，建議公司對轉換型領導的概念要持續不斷的宣導，特別是在培養管理階層的接班人，當他們未來成為真正的管理人員時，依循著轉換型領導的概念來領導基層人員，讓員工信任主管與公司，進而帶動公司的業績，產生一個正向的循環。

摘要(英)

Abstract
The relationship among Transformational Leadership, Organizational Citizen Behavior and Employees’ Performance: A study from J Company
“Leadership” has been discussed many years among enterprise fields and academic communities. Many companies are trying to change the leaders’ leadership style from transactional leadership to transformational leadership through workshops and trainings which include coaching, effective communication, inspiring others, company vision and mission, empowerment … etc. However, does transformational leadership have positive correlation with employees’ performance?
J company is a subsidiary of a foreign company in Taiwan nearly 30 years. In 1989, there was less than 10 employees, and now, 260 employees. The style of leadership also transformed from transactional leadership to transformational leadership. The transformational leadership was introduced 5 years ago with Sales team. The reason for that was the sales people complained about their supervisors giving top-down assignments without understanding and listening to what they had to say about the market. Training and Development function from Sales team understood their thoughts and assessed the leadership style of the managers. After some discussion with the head of Sales team, transformational leadership concept was agreed to be implemented within the Sales team. However, does this concept fully adopted after many years? What does the relationship between employees’ performance and the leadership style? J company never really had the answer. In 2015, a registered survey was conducted among their 109 sales and the managers about the transformational leadership and organizational citizen behavior. The effective rate recycling is 95.5%. The research used the canonical correlation and the multiple regression analysis method of the SPSS software to identify the positive relations of transformational leadership and employees’ performance and organizational citizen behavior is the mediator. The research findings are following:

Hypothesis 1: Transformational leadership has significant relations on employees’ performance
Hypothesis 2: Transformational leadership has significant relations on organizational citizen behavior
Hypothesis 3: Organizational citizen behavior has significant relations on employees’ performance
Hypothesis 4: Organizational citizen behavior is the mediator of transformational leadership and employees’ performance

The results, gave suggestion that the company is to continue delivering the concept of the transformational leadership especially to the talents who have potential to be managing role. When these talents become managers in the future, they can continue to apply the concept to build the trusted relationship to employees and company in order to have positive influence for maximizing company profitability.

關鍵字(中)

★ 轉換型領導
★ 組織公民行為
★ 員工績效
★ 工作績效

關鍵字(英)

★ Transformational Leadership
★ Organizational Citizen Behavior
★ Employee Performance
★ Job Performance

論文目次

目錄
第一章緒論 1
第一節研究動機 1
第二節研究目的 3
第二章文獻探討 4
第一節員工績效 4
第二節領導歷史 4
第三節交易型領導 6
第四節轉換型領導 7
第五節轉換型領導與員工績效關聯 9
第六節組織公民行為 10
第三章研究方法 15
第一節研究架構與假設 15
第二節研究樣本 16
第三節研究變數之操作性定義與問卷設計 16
第四節統計分析方法 20
第四章研究結果 23
第一節描述性分析 23
第二節信度分析 25
第三節效度分析 25
第四節相關分析 26
第五節階層迴歸分析 28
第五章研究結論與建議 36
第一節研究結論 36
第二節管理意涵 37
第三節研究限制 38
參考文獻 40
中文部分 40
英文部分 41

表目錄
表4-1 描述性分析 24
表4-2 信度分析 25
表4-3 各變數之相關分析(N=103) 27
表4-4 以員工績效為依變項之迴歸模型 29
表4-5 以組織公民行為為依變項之迴歸模型 31
表4-6 以員工績效為依變項之迴歸模型 33
表4-7 以員工績效為依變項之迴歸模型 35

圖目錄
圖3-1 研究架構 15

參考文獻

中文部分
領導 (Leadership)，上網日期2016年1月11日網址: https://www.cyut.edu.tw/~rtchang/Leadership.doc
王慶娟. (2008). 變革型領導與交易型領導模型的效度評估 [J]. 科學學與科學技術管理, 1, 178-187
吳欣蓓, 陸洛, 顧家祈, & 張妤玥. (2010). 轉換型領導行為, 部屬工作壓力及主管滿意度的關聯-人格特質為調節變項. 中華管理學報, 11(2), 1-30.
部屬認知之教練行為對員工促進行為改變之關聯性研究-以組織氣候及工作自我效能為調節變項. 2014.
方慈霞 (2011). 領導風格、工作動機對工作投入之影響 - 以組織公平為調節.
嚴奇峰, 卓明德, & 李粵強. (2014). 領導者定位, 領導行為與部屬對主管滿意度關係之研究-華人對偶關係之情境觀點. International Journal, 6(2), 105-132.
杜佩蘭，曾榮豐，黃英忠，施瑞峰 (2009) 領導行為, 組織學習與組織認同關係之研究.
陳玫妃. (2007). 轉換型領導與組織承諾, 組織公民行為關係之研究-以某民營電信業基礎維運工程單位為例 (Doctoral dissertation, 撰者).
陳儀蓉、黃芳銘(2006)。組織公民行為量表在男女員工群體上之測驗恆等性檢定。測驗學刊，53(2)，297-326。

英文部分
Ariani, D. W. (2013). The relationship between employee engagement, organizational citizenship behavior, and counterproductive work behavior. International Journal of Business Administration, 4(2), 46. 05-13.
Bachrach, D. G., Powell, B. C., Bendoly, E., & Richey, R. G. (2006). Organizational citizenship behavior and performance evaluations: exploring the impact of task interdependence. Journal of Applied Psychology, 91(1), 193.
Bass, B. M., & Avolio, B. J. (1995). MLQ Multifactor Leadership Questionnaire for research. Redwood City, CA: Mind Garden.
Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. The Leadership Quarterly, 24(1), 270-283.
Buentello, O., Jung, J., & Sun, J. (2008). Exploring the casual relationships between Organizational Citizenship Behavior, Total Quality Management & Performance. SWDSI Proceedings, Decision Science Institute.
Chien, M. H. (2003). A study to improve organizational citizenship behaviors. International Congress on Modelling and Simulation (MODSIM03) (pp. 1364-1367).
Chun-Cheng, C., & Hung, S. T. (2008). Goal orientation, service behavior and service performance. Asia Pacific Management Review, 13(2).
Davies, B. (2005). The essentials of school leadership. Paul Chapman Educational Publishing. 39
Day, D. V., & Antonakis, J. (2012). Leadership: Past, present, and future. The nature of leadership, 3-25.
Den Hartog, D. N., & Belschak, F. D. (2012). When does transformational leadership enhance employee proactive behavior? The role of autonomy and role breadth self-efficacy. Journal of Applied Psychology, 97(1), 194.
Graen, G. B., & Uhl-Bien, M. (1998). Relationship-based approach to leadership: Development of Leader–Member Exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective.
Hakim, W., Umar Nimran, S. H., & Alam, S. (2014). The antecedents of organizational citizenship behavior (OCB) and their effect on performance: Study on Public University in Makassar, South Sulawesi, Indonesia. Journal of Business and Management, 16(2),
Harper, P. J. (2015). Exploring forms of organizational citizenship behaviors (OCB): antecedents and outcomes. Journal of Management and Marketing Research, 18, 1.
Ismail, A., Abidin, N. B. N., & Tudin (2009) Relationship between transformational leadership, empowerment and ad followers ‘performance: an empirical study in Malaysia.
Ismail, A., Halim, F. A., Abdullah, D. N. M. A., Shminan, A. S., Muda, A. L. A., Samsudin, S., & Girardi, A. (2009). The mediating effect of empowerment in the relationship between transformational leadership and service quality. International Journal of Business and Management, 4(4), p3.
Job Performance, Search on Web June 25, 2016
http://www.businessdictionary.com/definition/job-performance.html
https://en.wikipedia.org/wiki/Job_performance
Kent, A., & Chelladurai, P. (2001). Perceived transformational leadership, organizational commitment, and citizenship behavior: A case study in intercollegiate athletics. Journal of sport management, 15(2), 135-159.
Khan, N. R., Ghouri, A. M., & Awang, M. (2013). Leadership styles and organizational citizenship behavior in small and medium scale firms. Researchers World-Journal of Arts, Science & Commerce, 4(2), 153-163.
Khazaei, K., Khalkhali, A., & Eslami, N. (2011). Relationship between organizational citizenship behavior and performance of school teachers in west of Mazandaran province. World Applied Sciences Journal, 13(2), 324-330.
Krishnan, V. R., & Arora, P. (2008). Determinants of transformational leadership and organizational citizenship behavior. Asia Pacific Business Review, 4(1), 34-43.
Krishnan, V. R., & Arora, P. (2008). Determinants of transformational leadership and organizational citizenship behavior. Asia Pacific Business Review, 4(1), 34-43.
Lian, L. K., & Tui, L. G. (2012). Leadership styles and organizational citizenship behavior: The mediating effect of subordinates′ competence and downward influence tactics. The Journal of Applied Business and Economics, 13(2), 59.
Lin, R., Li, H. H., & Hsiao, J. K. (2012, May). What are the Relationships Between Transformational Leadership and Organizational Citizenship Behavior?—An Empirical Study. In International Conference on Economics, Business Innovation–ICEBI.
Liu, X., & Batt, R. (2010). How supervisors influence performance: a multilevel study of coaching and group management in technology‐mediated services. Personnel Psychology, 63(2), 265-298.
Miao, R. T. (2011). Perceived organizational support, job satisfaction, task performance and organizational citizenship behavior in China. Journal of Behavioral and Applied Management, 12(2), 105.
Piccolo, R. F., & Colquitt, J. A. (2006). Transformational leadership and job behaviors: The mediating role of core job characteristics. Academy of Management journal, 49(2), 327-340.
Salter, C., Harris, M., & McCormack, J. (2014). Bass & Avolio’s Full Range Leadership Model and Moral Development. E-Leader Milan.
Sechudi, O. O. (2014). The relationship between transformational leadership and organizational citizenship behavior.
Sheard, G., Kakabadse, A., & Kakabadse, N. (2009). Leadership teams: developing and sustaining high performance. Palgrave Macmillan.
Sonnentag, S., Volmer, J., & Spychala, A. (2008). Job performance. The Sage handbook of organizational behavior, 1, 427-447.
Sriboonlue, P., & Peemanee, J. (2014). Personal-Organizational Factors, Ocb, And Job Performance: The Governance Bank Employees. International Journal of Strategic Management IJSM, 14(2), 101-110. doi:10.18374/ijsm-14-2.9
Tan, Y. H., & Mansor, N. N. A. (2014). Role of OCB and demographic factors in the relationship of motivation and employee performance. Intangible Capital,10(3), 425-447.
Wang, H., Law, K. S., Hackett, R. D., Wang, D., & Chen, Z. X. (2005). Leader-member exchange as a mediator of the relationship between transformational leadership and followers′ performance and organizational citizenship behavior. Academy of management Journal, 48(3), 420-432.
Williams, L.J., & Anderson, S.E. (1991). Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors. Journal of Management, 17, 601-617.
Wise, p. S., PH.D., & voss, l. S., PH.D. (2002). The case for executive coaching (rep.).
Zumitzavan, V., & Michie, J. (2015). Personal Knowledge Management, Leadership Styles, and Organizational Performance: A Case Study of the Healthcare Industry in Thailand. Springer.

指導教授

劉念琪(Dr. Nien-Chi Liu)

審核日期

2016-6-27

推文