博碩士論文 106457005 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:5 、訪客IP:3.233.221.149
姓名 吳慧倫(Hui-Lun Wu)  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 矛盾領導行為與部屬工作角色行為關聯性及其中介機制之探討
(Exploring the Correlation Between Paradoxical Leadership Behavior and Subordinates′ Work Role Behaviors and Its Mediating Mechanisms)
相關論文
★ 組織精簡與員工態度探討 - 以A公司人力重整計劃為例。★ 訓練成效評估及影響訓練移轉之因素探討----一項時間管理訓練之研究
★ 主管領導風格、業務員工作習慣及專業證照對組織承諾與工作績效之相關研究★ 研發專業人員職能需求之研究-以某研究機構為例
★ 人力資本、創新資本與組織財務績效關聯性之研究★ 企業人力資源跨部門服務HR人員之角色、工作任務及所需職能之研究
★ 新進保全人員訓練成效之評估★ 人力資源專業人員職能之研究-一項追蹤性的研究
★ 影響企業實施接班人計劃的成功因素★ 主管管理能力、工作動機與工作績效之關聯性探討─以A公司為例
★ 影響安全氣候因子之探討-以汽車製造業為例★ 台電公司不同世代員工工作價值觀差異及對激勵措施偏好之研究
★ 不同的激勵措施對員工工作滿足及工作投入之影響性分析★ 工作價值觀、工作滿足對組織承諾之影響(以A通訊公司研發人員為例)
★ 薪資公平知覺與組織承諾關係之探討-以內外控人格特質為干擾變項★ 改善活動訓練成效評量之研究
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]   [檢視]  [下載]
  1. 本電子論文使用權限為同意立即開放。
  2. 已達開放權限電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。
  3. 請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。

摘要(中) 隨著組織環境全球化、動態性且步調快速,矛盾的概念越顯加增 (Smith & Lewis, 2011),領導者必須面對許多矛盾情境,故此,越來越多關於矛盾領導行為的研究產生。本研究延伸自Zhang, Waldman, Han, and Li (2015),針對矛盾領導行為與部屬工作角色行為之關聯性,並透過探討矛盾領導行為與部屬工作角色行為關聯性及其中介機制,以補足過去研究缺口。
本研究於台灣企業展開,透過兩階段的問卷發放,共收集669份主管與部屬有效配對問卷,並以結構方程式進行驗證。
研究結果顯示,矛盾思維及模糊容忍度對矛盾領導行為與部屬適應行為及部屬主動行為關聯性,具完全中介效果。
摘要(英) As the organizational environment becomes global, dynamic and fast-paced, the idea of a paradox is intensified (Smith & Lewis, 2011). Leaders must face many paradoxical situations. As a result, an increasing number of research studies on paradoxical leadership behavior has been addressed. This study aims to extend the research from Zhang, Waldman, Han, and Li (2015) on the relationship between paradoxical leadership behavior and work role performance of the subordinates and to fill in the research gap by exploring the mediating mechanisms between paradoxical leadership behavior and subordinates’ work role behaviors.
Through two-phase questionnaires distributed among Taiwan enterprises, 669 paired-up valid samples from leaders and subordinates were collected and tested via the structural equation model.
The results from this research revealed that paradox mindset and tolerance for ambiguity had complete meditated effect between paradoxical leadership behavior and subordinate’s adaptive behavior and proactive behavior.
關鍵字(中) ★ 矛盾領導行為
★ 矛盾思維
★ 經驗開放性
★ 模糊容忍度
★ 部屬熟練行為
★ 部屬適應行為
★ 部屬主動行為
關鍵字(英) ★ Paradoxical Leadership Behavior
★ Paradox Mindset
★ Openness to Experience
★ Tolerance for Ambiguity
★ Proficient Behavior
★ Adaptive Behavior
★ Proactive Behavior
論文目次 TABLE OF CONTENTS
中文摘要 i
Abstract ii
誌謝 iii
TABLE OF CONTENTS iv
LIST OF FIGURES vi
LIST OF TABLES vi
CHAPTER I. INTRODUCTION 1
1-1 Research Background 1
1-2 Research Objectives 2
CHAPTER II. LITERATURE REVIEW 4
2-1 Theoretical Background 4
2-2 Paradoxical Leadership Behavior 5
2-3 Paradox Mindset 7
2-4 Openness to Experience 7
2-5 Tolerance for Ambiguity 8
2-6 Work Role Behaviors of Subordinates 8
2-7 Paradoxical Leadership Behavior and Paradox Mindset 10
2-8 Paradox Mindset and Openness to Experience 11
2-9 Paradox Mindset and Tolerance for Ambiguity 11
2-10 Openness to Experience and Work Role Behaviors 12
2-11 Tolerance for Ambiguity and Work Role Behaviors 13
CHAPTER III. METHODS 14
3-1 Research Design 14
3-2 Sample and Procedure 15
3-3 Measures 16
3-4 Analysis 19
CHAPTER IV. RESULTS 20
4-1 Demographic Characteristics 20
4-2 Reliability Analysis 21
4-3 Confirmatory Factor Analysis (CFA) 22
4-4 Correlation Analysis 25
4-5 Hypotheses Testing 28
CHAPTER V. DISCUSSION 33
5-1 Conclusion 33
5-2 Contributions 34
5-3 Implications 35
5-4 Limitations and Recommendations for Future Research 36
REFERENCES 38
參考文獻 Ajzen, I. (2005). Attitudes, personality and behavior (2 ed.). Maidenhead, England: Open University Press.
Antonakis, J., & Atwater, L. (2002). Leader distance: A review and a proposed theory. The Leadership Quarterly, 13(6), 673-704. doi:10.1016/S1048-9843(02)00155-8
Aragón-Correa, J. A. (1998). Strategic proactivity and firm approach to the natural environment. Academy of Management Journal, 41(5), 556-567. doi:10.5465/256942
Bagozzi, R. P., & Heatherton, T. F. (1994). A general approach to representing multifaceted personality constructs: Application to state self‐esteem. Structural Equation Modeling: A Multidisciplinary Journal, 1(1), 35-67. doi:10.1080/10705519409539961
Bandalos, D. L. (2002). The effects of item parceling on goodness-of-fit and parameter estimate bias in structural equation modeling. Structural Equation Modeling: A Multidisciplinary Journal, 9(1), 78-102. doi:10.1207/S15328007SEM0901_5
Bandura, A. (1977). Social learning theory. Englewood Cliffs, NJ: Prentice-Hall
Bandura, A. (1995). Self-efficacy in changing societies. New York, NY: Cambridge University Press.
Bartunek, J. M. (1988). The dynamics of personal and organizational reframing. In R. E. Quinn & K. S. Cameron (Eds.), Paradox and Transformation: Toward a Theory of Change in Organization and Management (pp. 137–162). Cambridge, MA: Ballinger.
Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88(3), 588-606. doi:10.1037/0033-2909.88.3.588
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman (Eds.), Personnel Selection in Organizations (pp. 71-98). San Francisco: Jossey-Bass.
Brislin, R. W. (1970). Back-translation for cross-cultural research. Journal of Cross-Cultural Psychology, 1(3), 185-216. doi:10.1177/135910457000100301
Budner, S. (1962). Intolerance of ambiguity as a personality variable. Journal of Personality, 30(1), 29-50. doi:10.1111/j.1467-6494.1962.tb02303.x
Byrne, D. E. (1971). The attraction paradigm. New York: Academic Press.
Carsten, M. K., Uhl-Bien, M., West, B. J., Patera, J. L., & McGregor, R. (2010). Exploring social constructions of followership: A qualitative study. The Leadership Quarterly, 21(3), 543-562. doi:10.1016/j.leaqua.2010.03.015
Cattell, R. B., & Burdsal Jr, C. A. (1975). The radial parcel double factoring design: A solution to the item-vs-parcel controversy. Multivariate Behavioral Research, 10(2), 165-179. doi:10.1207/s15327906mbr1002_3
Costa, P. T., & McCrae, R. R. (1992). Revised NEO personality inventory (NEO PI-R) and NEO five-factor inventory (NEO-FFI) professional manual. Odessa, FL: Psychological Assessment Resources.
Denison, D., Hooijberg, R., & E. Quinn, R. (1995). Paradox and performance: Toward a theory of behavioral complexity in managerial leadership. Organization Science, 6(5), 524-540. doi:10.1287/orsc.6.5.524
DeRue, D. S., & Ashford, S. J. (2010). Who will lead and who will follow? A social process of leadership identity construction in organizations. Academy of Management Review, 35(4), 627-647. doi:10.5465/amr.35.4.zok627
Dweck, C. (2006). Mindset: The new psychology of success. New York: Random House.
Frenkel-Brunswik, E. (1949). Intolerance of ambiguity as an emotional and perceptual personality variable. Journal of Personality, 18(1), 108-143. doi:10.1111/j.1467-6494.1949.tb01236.x
Fu, X. Y. (2018). A study of paradoxical leadership behavior affects work performance: The mediating and moderating effects of paradoxical followership behavior. (Master′s), National Central University, Taoyuan.
Furnham, A. (1994). A content, correlational and factor analytic study of four tolerance of ambiguity questionnaires. Personality and Individual Differences, 16(3), 403-410. doi:10.1016/0191-8869(94)90066-3
Gerstner, C. R., & Day, D. V. (1997). Meta-analytic review of leader–member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), 827-844. doi:10.1037/0021-9010.82.6.827
Griffin, M. A., Neal, A., & Parker, S. K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of Management Journal, 50(2), 327-347. doi:10.5465/amj.2007.24634438
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis (7 ed.). Edinburgh Gate: Pearson Education Limited.
Hannah, S. T., Balthazard, P. A., Waldman, D. A., Jennings, P. L., & Thatcher, R. W. (2013). The psychological and neurological bases of leader self-complexity and effects on adaptive decision-making. Journal of Applied Psychology, 98(3), 393-411. doi:10.1037/a0032257
Herman, J. L., Stevens, M. J., Bird, A., Mendenhall, M., & Oddou, G. (2010). The tolerance for ambiguity scale: Towards a more refined measure for international management research. International Journal of Intercultural Relations, 34(1), 58-65. doi:10.1016/j.ijintrel.2009.09.004
Hmel, B. A., & Pincus, A. L. (2002). The meaning of autonomy: On and beyond the interpersonal circumplex. Journal of Personality, 70(3), 277-310. doi:10.1111/1467-6494.05006
Howard, A. (Ed.) (1995). The changing nature of work. San Francisco, CA: Jossey‐Bass.
Hu, L. t., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55. doi:10.1080/10705519909540118
Ilgen, D. R., & Pulakos, E. D. (1999). Employee performance in today’s organizations. In D. R. Ilgen & E. D. Pulakos (Eds.), The Changing Nature of Performance: Implications for Staffing, Motivation, and Development (pp. 21–55). San Francisco: Jossey-Bass.
James, L. R., Mulaik, S. A., & Brett, J. M. (2006). A tale of two methods. Organizational Research Methods, 9(2), 233-244. doi:10.1177/1094428105285144
Jansen, K. J., & Kristof-Brown, A. (2006). Toward a multidimensional theory of person-environment fit. Journal of Managerial Issues, 18(2), 193-212.
Judge, T. A., & Zapata, C. P. (2014). The person-situation debate revisited: Effect of situation strength and trait activation on the validity of the big five personality traits in predicting job performance. Academy of Management Journal, 58(4), 1149-1179. doi:10.5465/amj.2010.0837
Kahn, W. A. (1992). To be fully there: Psychological presence at work. Human Relations, 45(4), 321-349. doi:10.1177/001872679204500402
Koestner, R., & Losier, G. F. (1996). Distinguishing reactive versus reflective autonomy. Journal of Personality, 64(2), 465-494. doi:10.1111/j.1467-6494.1996.tb00518.x
Lewis, M. W. (2000). Exploring paradox: Toward a more comprehensive guide. Academy of Management Review, 25(4), 760-776. doi:10.5465/amr.2000.3707712
LÜScher, L. S., & Lewis, M. W. (2008). Organizational change and managerial sensemaking: Working through paradox. Academy of Management Journal, 51(2), 221-240. doi:10.5465/amj.2008.31767217
McCrae, R. R. (1996). Social consequences of experiential openness. Psychological Bulletin, 120(3), 323-337. doi:10.1037/0033-2909.120.3.323
McCrae, R. R., & Costa, P. T. (1997). Conceptions and correlates of openness to experience. In Handbook of Personality Psychology. (pp. 825-847). San Diego, CA, US: Academic Press.
McCrae, R. R., & John, O. P. (1992). An introduction to the five-factor model and its applications. Journal of Personality, 60(2), 175-215. doi:10.1111/j.1467-6494.1992.tb00970.x
McLain, D. L. (1993). The Mstat-I: A new measure of an individual′s tolerance for ambiguity. Educational and Psychological Measurement, 53(1), 183-189. doi:10.1177/0013164493053001020
Miron-Spektor, E., Ingram, A., Keller, J., Smith, W. K., & Lewis, M. W. (2017). Microfoundations of organizational paradox: The problem is how we think about the problem. Academy of Management Journal, 61(1), 26-45. doi:10.5465/amj.2016.0594
Murphy, P. R., & Jackson, S. E. (1999). Managing work-role performance: Challenges for 21st century organizations and employees. In D. R. Ilgen & E. D. Pulakos (Eds.), The Changing Nature of Performance: Implications for Staffing, Motivation, and Development (pp. 325-365). San Francisco: Jossey-Bass.
Nunnally, J. C. (1978). Psychometric theory. New York, NY, US: McGraw-Hill.
Olchi, W. G. (1978). The transmission of control through organizational hierarchy. Academy of Management Journal, 21(2), 173-192. doi:10.5465/255753
Pulakos, E. D., Arad, S., Donovan, M. A., & Plamondon, K. E. (2000). Adaptability in the workplace: Development of a taxonomy of adaptive performance. Journal of Applied Psychology, 85(4), 612-624. doi:10.1037/0021-9010.85.4.612
Pulakos, E. D., Schmitt, N., Dorsey, D. W., Arad, S., Hedge, J. W., & Borman, W. C. (2002). Predicting adaptive performance: Further tests of a model of adaptability. Human Performance, 15(4), 299-324. doi:10.1207/S15327043HUP1504_01
Rich, B. L., LePine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635. doi:10.5465/AMJ.2010.51468988
Robbins, S. P., & Judge, T. A. (2017). Organizational behavior (17 ed.). England: Pearson Education Limited.
Rushton, J. P., Brainerd, C. J., & Pressley, M. (1983). Behavioral development and construct validity: The principle of aggregation. Psychological Bulletin, 94(1), 18-38. doi:10.1037/0033-2909.94.1.18
Sims, H. P., & Szilagyi, A. D. (1976). Job characteristic relationships: individual and structural moderators. Organizational Behavior and Human Performance, 17(2), 211-230. doi:10.1016/0030-5073(76)90063-5
Smith, W. K., & Lewis, M. W. (2011). Toward a theory of paradox: A dynamic equilibrium model of organizing. Academy of Management Review, 36(2), 381-403. doi:10.5465/amr.2009.0223
Weick, K. E. (1995). Sensemaking in organizations. Thousand Oaks, CA: Sage.
Westenholz, A. (1993). Paradoxical thinking and change in the frames of reference. Organization Studies, 14(1), 37-58. doi:10.1177/017084069301400104
Wheaton, B. (1987). Assessment of fit in overidentified models with latent variables. Sociological Methods & Research, 16(1), 118-154. doi:10.1177/0049124187016001005
Zhang, Y., Waldman, D. A., Han, Y.-L., & Li, X.-B. (2015). Paradoxical leader behaviors in people management: Antecedents and consequences. Academy of Management Journal, 58(2), 538-566. doi:10.5465/amj.2012.0995
指導教授 林文政(Wen-Jeng Lin) 審核日期 2019-7-11
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