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姓名 陶氏紅蓉(DAO THI HONG NHUNG)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 探討轉換型領導風格對胡志明市貿易服務業員工創新自我效能之影響-以組織創新氣候為調節變項
(The impact of transformational leadership style on the creative self-efficacy of regional trade service industries employees in Ho Chi Minh City, Vietnam - The moderating role of Organizational Innovation Climate.)
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摘要(中) 在如今競爭激烈的環境中,領導管理能力對於組織的生存極具重要的角色。在過去研究中已指出,轉換型領導者透過智力激勵,為其員工提供必要的認知資源,鼓勵他們體驗不同的解決問題的方式。而在這種支持和鼓勵之下,員工可能不會感受到失敗與被批評的挫折,助於保持其創造性的自我效能感。本研究之目的在於探討越南胡志明市地區貿易服務業中,轉換型領導風格對員工的創新自我效能之影響,以組織創新氣候為調節變數,透過轉探討換型領導風格五構面,以衡量其每一構面對貿易服務行業組織的創新氣候及員工的創新自我效能的關聯性。為達到上述研究目的,本研究採「便利抽樣」的實驗方式,利用網路問卷及紙本問卷兩種調查形式,以一般上班族共231人為研究對象,其中有效問卷共214份。
透過SPSS統計軟體中之因素分析、相關分析與階層回歸分析步驟後,本研究結果顯示,一轉換型領導之『行為性魅力』與『智力激發』的兩構面對員工創新自我效能顯著正相效果;二、『行為性魅力』與『智力激發』兩者對於員工創新自我效能之正向關聯皆受到組織創新氣候的之『支持創新環境』的顯著調節效果;三、『行為性魅力』與『智力激發』兩者對於員工創新自我效能之負向關聯皆受到組織創新氣候的之『情感衝突環境』的顯著調節效果。




關鍵字:越南胡志明市、貿易服務業、轉換型領導風格、組織創新氣候、員工創新自我效能
摘要(英) In today′s competitive and rapid change business environment, the mastery of leadership management capability plays a crucial role in firm survival and growth. In past research, it was pointed out that transformational leaders support employees the necessary cognitive resources through intellectual stimulation, and encourage them to experience different ways of solving problems, that help them to maintain their creative self-efficacy. The purpose of this study is to explore the impact of transformational leadership style on the creative self-efficacy of regional trade service industries employees in Ho Chi Minh City, Vietnam. By exploring the five factors of transformational leadership styles, including Idealized Influence (Attributed), Idealized Influence (Behavior), Inspirational Motivation, Intellectual Stimulation, and Individualized Consideration, the study will measure the relevance of each of those aspects to the innovation climate of trade service industry organizations and the innovative self-efficacy of employees. In order to achieve the above research purposes, this study adopted the "convenient sampling" experimental method, using the online questionnaire and the paper questionnaire to conduct a survey on total of 231 general employees, with 214 valid questionnaires.
The study tested the assumptions with statistical software SPSS, the results firstly show that the only two of five sub-facets of transformational leadership, “Idealized Influence on Behavior”, also be known as Charismatic behaviors and “Intellectual Stimulation” have positive impacts on employees′ creative self-efficacy. Secondly, the sub-facet “supported innovation environment” moderated significantly the positive correlation between “Charismatic behaviors” and employee creative self-efficacy, also moderated significantly the positive correlation between “Intellectual Stimulation” and employee creative self-efficacy; third, the “emotional conflict environment” moderated the negative correlation between “Charismatic behaviors” and employee creative self-efficacy, also moderated the negative correlation between and “intellectual stimulation” employee creative self-efficacy.

Keywords: Ho Chi Minh City, Vietnam, Trade service industries, Transformational leadership, Innovation climate, Employee creative self-efficacy
關鍵字(中) ★ 越南胡志明市
★ 貿易服務業
★ 轉換型領導風格
★ 組織創新氣候
★ 員工創新自我效能
關鍵字(英) ★ Ho Chi Minh City, Vietnam
★ Trade service industries
★ Transformational leadership
★ Innovation climate
★ Employee creative self-efficacy
論文目次 中文摘要...............................................i
英文摘要..............................................ii
致謝.................................................iii
目錄..................................................iv
圖目錄.................................................v
表目錄.................................................v
學術與縮寫表...........................................vi
第一章 緒論 ........................................... 1
第一節 研究背景與動機 .................................. 1
第二節 研究目的 ....................................... 3
第二章 文獻探討.........................................3
第一節 轉換型領導 ..................................... 3
第二節 組織創新氣候 ................................... 5
第三節 工創新自我效能 .................................. 5
第四節 轉換型領導對員工創新自我效能之影響 ................ 6
第三章 研究設計與實施 .................................. 7
第一節 研究架構與假設 .................................. 7
第二節 研究對象與方法 .................................. 8
第三節 研究方法與工具 .................................. 8
第四節 研究程序 ....................................... 10
第四章 研究分析與實結果..................................11
第一節 描述性分析.......................................11
第二節 信度分析.........................................13
第三節 因素分析.........................................14
第四節 相關分析.........................................18
第五節 階層回歸分析.....................................19
第五章 結論與建議.......................................25
第一節 研究結果與討論...................................25
第二節 管理意涵........................................26
第三節 研究限制........................................27
參考文獻..............................................28
附錄一 .............................................. 32
附錄二............................................... 36

表附錄
表1 虛擬變項轉換....................................... 9
表2 控制變項之描述性統................................. 12
表3 研究變項之描述性統計分...............................13
表4 研究變項之信度分析..................................14
表5 KMO與Bartlett 檢定.................................14
表6 旋轉後成分矩陣......................................15
表7 重測新量表信度 .....................................16
表8 研究新假設..........................................17
表9 研究變項之相關分析...................................18
表10 行為性魅力之階層迴歸分析............................20
表11 智力激發之階層迴歸分析..............................23
表12 研究結果總表.......................................26
圖附錄
圖1 第一階段研究模型 ....................................7
圖 2 研究程序...........................................10
圖 3 因素分析後研究模型 .................................17
圖 4 支持創新環境對於轉換型領導行為性魅力與員工創新自我效能交互作用分析 ..... 21
圖 5 情感衝突環境對於轉換型領導行為性魅力與員工創新自我效能交互作用分析 ..... 21
圖 6 支持創新環境對轉換型領導智力激發與員工創新自我效能交互作用分析 ......... 24
圖 7 情感衝突環境對轉換型領導智力激發與員工創新自我效能交互作用 ............. 24
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指導教授 鄭晉昌(Jihn-Chang Jehng) 審核日期 2018-7-17
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