主管家長式領導對部屬態度與工作行為之影響 –部屬的預期與實際感受之適配觀點

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：112

、訪客IP：3.144.15.87

姓名

陳子筠(Zi-Yun Chen) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

主管家長式領導對部屬態度與工作行為之影響 –部屬的預期與實際感受之適配觀點
(An Examination about the effect of Paternalistic Leadership on Subordinates’ Work Behavior and Attitude from Fit perspective)

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]

本電子論文使用權限為同意立即開放。
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。
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)

本研究從個人與環境適配之角度出發，結合家長式領導當中的仁慈領導與威權領導概念，探討部屬於不同領導風格的個人預期與實際感受間的互動狀態如何影響部屬工作行為與態度。
本研究蒐集台灣與大陸地區之主管部屬配對樣本，共228份有效樣本，並使用多
項式迴歸與反應曲面分析法進行分析，探究個人預期與實際感受一致與個人預期與實際感受不一致等兩種情況之影響。結果發現：（1）當部屬對仁慈領導的個人預期與實際感受一致性越高，其適應性績效與領導滿意會越高；（2）當部屬對威權領導從不符預期提升到超乎預期的程度時，其適應性績效差異不大，領導滿意則相對降低；（3）當部屬對仁慈領導從不符預期提升到超乎預期的程度時，其領導滿意會隨之增加。

摘要(英)

We invoke the person–environment fit paradigm to examine on subordinates’ attitudinal, and behavioral responses (i.e. individual task adaptivity, leader satisfaction) to benevolent leadership and authoritarian leadership needed and received.
Drawing on an effective cross-organizational data of 228 supervisor-subordinate dyads from Taiwan and China, we found the following results: (1) individual adaptive performance and leader satisfaction would be higher when the fit between the subordinates′ needed and received of benevolent leadership was higher; (2) the excess level of authoritarian leadership were associated with unfavorable attitude and behavior outcomes than the deficient level; (3) leadership satisfaction would be higher when subordinate receive the excess level of benevolent leadership.

關鍵字(中)

★ 個人與環境適配
★ 家長式領導
★ 適應性績效
★ 領導滿意
★ 多項式迴歸
★ 反應曲面分析法

關鍵字(英)

論文目次

中文摘要 ....................................................................................................................... I
英文摘要 ...................................................................................................................... II
誌謝 ............................................................................................................................ III
目錄 ............................................................................................................................. IV
圖目錄 ......................................................................................................................... VI
表目錄 ....................................................................................................................... VII
一、緒論 ................................................................................................................... 1
1-1 研究背景與動機 ........................................................................................... 1
1-2 研究目的 ....................................................................................................... 4
二、文獻探討與假設 ............................................................................................... 6
2-1 個人與環境適配 ........................................................................................... 6
2-1-1 個人與環境適配的概念與內涵 ........................................................... 6
2-1-2 個人與環境適配的影響因素 ............................................................... 8
2-1-3 個人與環境適配的層次 ....................................................................... 8
2-1-4 個人與環境適配與領導的關聯 ......................................................... 10
2-2 家長式領導 ................................................................................................. 12
2-2-1 家長式領導的緣起與發展 ................................................................. 12
2-2-2 家長式領導的定義與類型 ................................................................. 13
2-2-3 家長式領導的影響因素 ..................................................................... 14
2-3 個人與環境適配與家長式領導的結合 ..................................................... 15
2-3-1 當部屬個人預期與實際感受一致的情境 ......................................... 16
2-3-2 當部屬個人預期與實際感受不一致的情境 ..................................... 19
三、研究方法 ......................................................................................................... 23
3-1 研究樣本與程序 ......................................................................................... 23
3-2 研究工具 ..................................................................................................... 24
3-2-1 家長式領導 ......................................................................................... 24
3-2-2 適應性績效 ......................................................................................... 25
3-2-3 領導滿意量表 ..................................................................................... 25
3-2-4 控制變項 ............................................................................................. 25
v
3-3 資料分析與統計方法 ................................................................................. 26
四、研究結果 ......................................................................................................... 27
4-1 資料來源與樣本特性 ................................................................................. 27
4-2 信度分析 ..................................................................................................... 28
4-3 驗證性因素分析 ......................................................................................... 28
4-4 相關分析 ..................................................................................................... 30
4-5 顯著差異樣本比例 ..................................................................................... 30
4-6 假說檢定 ..................................................................................................... 31
五、結論與建議 ..................................................................................................... 39
5-1 研究結果與討論 ......................................................................................... 39
5-2 學術貢獻 ..................................................................................................... 42
5-3 管理意涵 ..................................................................................................... 43
5-4 研究限制與建議 ......................................................................................... 44
六、參考文獻 ......................................................................................................... 46

參考文獻

周婉茹、鄭伯壎、連玉輝（2014）。威權領導：概念源起、現況檢討及未來方向。中華心理學刊，56（2），165-189。
吳宗祐（2008）。主管威權領導與部屬的工作滿意度與組織承諾：信任的中介歷程與情緒智力的調節效果。本土心理學研究，（30），3-63。
吳宗祐、徐瑋伶與鄭伯壎（2002）。怒不可遏或忍氣吞聲：華人企業主管威權領導與部屬憤怒反應。本土心理學研究，（18），3-49.
林姿葶、姜定宇、蕭景鴻與鄭伯壎（2014）。家長式領導效能：後設分析研究。本土心理學研究，（42），181-249。
許金田、胡秀華、淩孝綦、鄭伯壎與周麗芳（2004）。家長式領導與組織公民行為的關係：上下關係品質之中介效果。交大管理學報，2，119-149。
徐瑋伶、黃敏萍、鄭伯壎、樊景立（2006）。德行領導。華人組織行為：議題、作法及出版（鄭伯壎、姜定宇著）。台北：華泰文化公司。
鄭伯壎（1995）。家長權威與領導行為之關係：一個台灣民營企業主持人的個案研究。中央研究院民族學研究所集刊，79，119-173。
鄭伯壎（1996）。家長權威與領導行為之關係探討（二）。國家科學委員會專題研究報告（報告編號：NSC85-2413-H002-005）。台北：行政院國家科學委員會。
鄭伯壎、姜定宇（2000）。華人組織中的主管忠誠：主位與客位概念對員工效能的效果。本土心理學研究，14，65-113。
鄭伯壎、黃敏萍與周麗芳（2002）。家長式領導及其效能：華人企業團隊的證據。華人心理學報，3（1），85-112。
鄭伯壎、樊景立與周麗芳（2006）。家長式領導：模式與證據理論。台北：華泰文化。
鄭伯壎、周麗芳、黃敏萍、樊景立、彭泗清（2003）。家長式領導的三元模式：中國大陸企業組織的證據。本土心理學研究，20，209-250。
鄭伯壎、林姿葶、鄭弘岳、周麗芳、任金剛與樊景立（2010）。家長式領導與部屬效能：多層次分析觀點。中華心理學刊，52（1），1-23。
Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions. Sage.
Assouline, M., & Meir, E. I. (1987). Meta-analysis of the relationship between congruence and well-being measures. Journal of Vocational Behavior, 31(3), 319-332.
Aycan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G., & Kurshid, A. (2000). Impact of culture on human resource management practices: A 10‐country comparison. Applied Psychology, 49(1), 192-221.
Bentler, P. M. (1995). EQS structural equations program manual. Encino, CA: Multivariate Software.
Blanchard, K. H., Hersey, P., & Johnson, D. (1969). Management of Organizational Behavior, Utilizing Human Resources. Prentice Hall.
Bretz Jr, R. D., Milkovich, G. T., & Read, W. (1992). The current state of performance appraisal research and practice: Concerns, directions, and implications. Journal of management, 18(2), 321-352.
Brislin, R. W. (1980). Translation and content analysis of oral and written materials. Methodology, 389-444.
Browne, M. W., & Cudeck, R. (1992). Alternative Ways of Assessing Model Fit. Sociological Methods & Research, 21(2), 230-258.
Cable, D. M., & Edwards, J. R. (2004). Complementary and supplementary fit: a theoretical and empirical integration. Journal of applied psychology, 89(5), 822.
Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of management Review, 14(3), 333-349.
Chen, X. P., Eberly, M. B., Chiang, T. J., Farh, J. L., & Cheng, B. S. (2014). Affective trust in Chinese leaders: Linking paternalistic leadership to employee performance. Journal of management, 40(3), 796-819.
Chuang, A., Hsu, R. S., Wang, A. C., & Judge, T. A. (2015). Does West “fit” with East? In search of a Chinese model of person–environment fit. Academy of Management Journal, 58(2), 480-510.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of management, 31(6), 874-900.
Cropanzano, R., James, K., & Citera, M. (1993). A goal hierarchy model of personality, motivation, and leadership. Research in organizational behavior, 15, 267-267.
Dawis, R. V., & Lofquist, L. H. (1984). A psychological theory of work adjustment: An individual-differences model and its applications. University of Minnesota Press.
Diener, E., Oishi, S., & Lucas, R. E. (2003). Personality, culture, and subjective well-being: Emotional and cognitive evaluations of life. Annual review of psychology, 54(1), 403-425.
Doll, W. J., Xia, W., & Torkzadeh, G. (1994). A Confirmatory Factor Analysis of the End-User Computing Satisfaction Instrument. MIS Quarterly, 12(2), 259-274.
Edwards, J. R. (1994). Regression analysis as an alternative to difference scores. Journal of Management, 20(3), 683-689.
Edwards, J. R. (2007). Polynomial regression and response surface methodology. Perspectives on organizational fit. San Francisco: Jossey-Bass.
Edwards, J. R., & Parry, M. E. (1993). On the Use of polynomial regression equations as an alternative to difference scores in organizational research. Academy of Management Journal, 36(6), 1577-1613.
Edwards, J. R., & Shipp, A. I. (2007). The relationship between person-environment fit and outcomes: An integrative. Perspectives on organizational fit, 209.
Edwards, J. R., Caplan, R. D., & Van Harrison, R. (1998). Person-environment fit theory. Theories of organizational stress, 28, 67.
Edwards, J. R., Cable, D. M., Williamson, I. O., Lambert, L. S., & Shipp, A. J. (2006). The phenomenology of fit: linking the person and environment to the subjective experience of person-environment fit. Journal of Applied Psychology, 91(4), 802.
Edwards, J. R., & Rothbard, N. P. (1999). Work and family stress and well-being: An examination of person-environment fit in the work and family domains. Organizational behavior and human decision processes, 77(2), 85-129.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of applied psychology, 87(3), 565.
Fleishman, E. A., & Harris, E. F. (1962). Patterns of leadership behavior related to employee grievances and turnover. Personnel Psychology, 15(2), 43-56.
Fiedler, F. E. (1967). A theory of leadership effectiveness. McGraw-Hill Series in management.
French, J. R. P., Jr., Caplan, R. D., & Harrison, R. V. (1982). The mechanisms of job stress and strain. New York, NY: Wiley.
French Jr, J. R., & Kahn, R. L. (1962). A Programmatic Approach to Studying the Industrial Environment and Mental Health 1. Journal of social issues, 18(3), 1-47.
Förster, J., & Strack, F. (1998). Motor actions in retrieval of valenced information: II. Boundary conditions for motor congruence effects. Perceptual and Motor Skills, 86(3), 1423-1426.
Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years:Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219–247.
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, 327–347.
Hair, J. F., Tatham, R. L., Anderson, R. E., & Black, W. C. (1998). Multivariate Data Analysis (5th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Harrison, R. V. (1978). Person-environment fit and job stress. Stress at work, 175-205.
Harrison, R. V. (1985). The person-environment fit model and the study of job stress. Human stress and cognition in organization: An integrated perspective.
Hemphill, J. K., & Coons, A. E. (1950). Leader behavior description questionnaire. Columbus: Personnel Research Board, Ohio State University.
Holland, J. L. (1997). Making vocational choices: A theory of vocational personalities and work environments. Psychological Assessment Resources.
House, R. J. (1971). A path goal theory of leader effectiveness. Administrative science quarterly, 321-339.
Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1-55.
Judge, T. A., Piccolo, R. F., & Ilies, R. (2004). The forgotten ones? The validity of consideration and initiating structure in leadership research. Journal of Applied Psychology, 89(1), 36-51
Kerr, S., & Jermier, J. M. (1978). Substitutes for leadership: Their meaning and measurement. Organizational behavior and human performance, 22(3), 375-403.
Kerr, S., Schriesheim, C. A., Murphy, C. J., & Stogdill, R. M. (1974). Toward a contingency theory of leadership based upon the consideration and initiating structure literature. Organizational Behavior and Human Performance, 12(1), 62-82.
Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel psychology, 49(1), 1-49.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person–job, person– organization, person– group, and person–supervisor fit. Personnel Psychology, 58, 281–342.
Lee, Y. T., & Ramaswami, A. (2013). Fitting person–environment fit theories into a national cultural context. Organizational fit: Key issues and new directions, 222-240.
Lewin, K. (1935). A dynamic theory of personality. New York: McGraw-Hill
Locke, E. A. (1976). The nature and causes of job satisfaction. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology(pp.1297–1350). Chicago, IL: Rand McNally.
Lomax, R. G., & Schumacker, R. E. (2010). A beginner′s guide to structural equation modeling (3rd ed.). New York, NY: Routledge/Taylor & Francis Group.
Lord, R. G., & Brown, D. J. (2001). Leadership, values, and subordinate self-concepts. The Leadership Quarterly, 12(2), 133-152.
Lowin, A., Hrapchak, W. J., & Kavanagh, M. J. (1969). Consideration and initiating structure: An experimental investigation of leadership traits. Administrative Science Quarterly, 14(2), 238-253.
McGrath, J. E. (1976). Stress and behavior in organizations. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology. Chicago: Rand McNally.
Muchinsky, P. M., & Monahan, C. J. (1987). What is person-environment congruence? Supplementary versus complementary models of fit. Journal of vocational behavior, 31(3), 268-277.
Nunnally, J. C. (1978). Psychometric Theory. New York: NY: McGraw-Hill Book Company.
O＇Reilly, C.A., Chatman, J. & Caldwell, D.F. (1991). People and organizational culture: a profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516.
Ostroff, C., & Judge, T. A. (2007). Perspectives on Organizational Fit. New York: Lawrence Erlbaum Associates.
Pervin, L. A. (1968). Performance and satisfaction as a function of individual-environment fit. Psychological bulletin, 69(1), 56.
Pellegrini, E. K., & Scandura, T. A. (2006). Leader–member exchange (LMX), paternalism, and delegation in the Turkish business culture: An empirical investigation. Journal of international business studies, 37(2), 264-279.
Redding, S. G., & Hsiao, M. (1990). An empirical study of overseas Chinese managerial ideology. International Journal of Psychology, 25(3-6), 629-641.
Redding, S. G., Norman, A., & Schlander, A. (1994). The nature of individual attachment to theory: A review of East Asian variations. Handbook of industrial and organizational psychology, 4, 674-688.
Rice, R. W., McFarlin, D. B., Hunt, R. G., & Near, J. P. (1985). Organizational work and the perceived quality of life: Toward a conceptual model. Academy of Management review, 10(2), 296-310.
Sears, D. O., Peplau, L. A., Freedman, J. L., & Taylor, S. E. (1988). Social psychology (6th ed.). Englewood Cliffs, NJ: Prentice-Hall.
Shanock, L. R., Baran, B. E., Gentry, W. A., Pattison, S. C., & Heggestad, E. D. (2010). Polynomial regression with response surface analysis: a powerful approach for examining moderation and overcoming limitations of difference scores. Journal of Business and Psychology, 25(4), 543-554.
Silin, R. H. (1976). Leadership and values: The organization of large-scale Taiwanese enterprises (No. 62). Harvard Univ Asia Center.
Spokane, A. R., Meir, E. I., & Catalano, M. (2000). Person–environment congruence and Holland′s theory: A review and reconsideration. Journal of vocational behavior, 57(2), 137-187.
Stogdill, R. M. (1963). Manual for the leader behavior description questionnaire-Form XII: An experimental revision. Bureau of Business Research, College of Commerce and Administration, Ohio State University.
Tepper, B. J., Dimotakis, N., Lambert, L. S., Koopman, J., Matta, F. K., Man Park, H., & Goo, W. (2018). Examining follower responses to transformational leadership from a dynamic, person–environment fit perspective. Academy of Management Journal, 61(4), 1343-1368.
Uhl-Bien, M., Riggio, R. E., Lowe, K. B., and Carsten, M. K. (2014). Followership theory: A review and research agenda. The Leadership Quarterly, 25(1), 83-104.
Van Vugt, M., Hogan, R., & Kaiser, R. B. (2008). Leadership, followership, and evolution: some lessons from the past. American Psychologist, 63(3), 182-196.
Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A meta-analysis of relations between person–organization fit and work attitudes. Journal of vocational behavior, 63(3), 473-489.
Walsh, W. B., Craik, K. H., & Price, R. H. (2000). Person-environment psychology: New directions and perspectives. Psychology Press.
Wanous, J. P. (1992). Organizational entry: Recruitment, selection, orientation, and socialization of newcomers. Prentice Hall.
Warr, P. (1994). A conceptual framework for the study of work and mental health. Work & Stress, 8, 84–97.
Weber, M. (1968). Economy and society. New York: Bedminster.
Westwood, R. I. (1992). Organisational Behaviour: Southeast Asian Perspectives.
Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual for the Minnesota Satisfaction Questionnaire. Minneapolis, MN: The University of Minnesota Press.
Wilson, T. D., Hodges, S. D., Martin, L. L., & Tesser, A. (1992). The Construction of Social Judgements.
Wu, M., & Xu, E. (2012). 24 Paternalistic leadership: from here to where?. Handbook of Chinese organizational behavior: Integrating theory, research and practice, 449.
Yukl, G. (1971). Toward a behavioral theory of leadership. Organizational behavior and human performance, 6(4), 414-440. Yukl, G. A. (1998). Leadership in organizations. Pearson Education India.

指導教授

林文政(Wen-Jeng Lin)

審核日期

2020-7-14

推文