矛盾領導行為對創新行為與工作績效之影響

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陳婉如(Wan-Ju Chen) 查詢紙本館藏

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高階主管企管碩士班

論文名稱

矛盾領導行為對創新行為與工作績效之影響

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摘要(中)

企業所面臨的困難除了外在環境的變化之外，對其本身內部的結構及管理等也需要跟進時代重新考量，才能隨著市場環境變化去因應資訊科技進步之調整及創新，有許多研究顯示這些高壓且對立的氛圍可透過組織、領導力來降低及解決，因此矛盾領導在其中所扮演的角色就顯的相對重要。隨著世代的移轉，矛盾領導的解決方案早已成為領導者重要的課題之一，也因此矛盾領導在現今企業中開始受到領導者們的注目。
本研究主要目的是探討部屬在職場上面對矛盾領導行為時，對本身的創新行為與績效之影響，同時探討創新行為與績效之間的關聯性。藉由主管與部屬二階段填答及配對方式進行問卷蒐集，研究發現：(1)矛盾領導行為正向影響創新行為，即矛盾領導行為越強，創新行為越強。(2)矛盾領導行為正向影響工作績效，即矛盾領導行為越強，工作績效越好。(3)創新行為正向影響工作績效，即創新行為越強，工作績效越好。並提出3點實務建議做為創造創新行為與提升工作績效之參考。

摘要(英)

In addition to difficulties faced by enterprises brought upon by changes in the external environment, enterprises also need to re-consider their own internal structure and management to adjust and innovate in response to the progress of information technology as the market environment changes. The high-pressure and antagonistic atmospheres brought upon by these changes can be reduced and resolved through organization and leadership, so the role of paradoxical leadership in them is relatively important. With the transfer of generations, the solution of paradoxical leadership has already become an important issue for leaders. Therefore, paradoxical leadership has begun to attract the attention of leaders in today′s enterprises.
The main purpose of this research is to explore the influence of subordinates and their own paradoxical leadership behaviors on their own innovation behavior and performance, and to explore the correlation between innovation behavior and performance. The questionnaire was collected through two-stage answering and matching of supervisors and subordinates. The study found that: (1) Paradoxical leadership behavior positively affects innovation behavior, that is, the stronger the paradoxical leadership behavior, the stronger the innovation behavior. (2) Paradoxical leadership behavior positively affects job performance, that is, the stronger the paradoxical leadership behavior, the better the job performance. (3) Innovation behavior positively affects work performance, that is, the stronger the innovation behavior, the better the work performance. This research also puts forth three practical suggestions as a reference for creating innovative behaviors and improving work performance.

關鍵字(中)

★ 矛盾領導
★ 創新行為
★ 工作績效

關鍵字(英)

★ paradoxical leadership
★ innovative behavior
★ job performance

論文目次

第一章緒論……………………………………………………………………... 1
1-1研究背景與動機……………………………………………………… 1
1-2 研究目的……………………………………………………………… 3
1-3 研究流程……………………………………………………………… 3
第二章文獻探討………………………………………………………………... 4
2-1 矛盾領導行為理論基礎之相關研究………………………………… 5
2-2 創新行為理論基礎之相關研究……………………………………… 7
2-3 績效理論基礎之相關研究…………………………………………… 8
2-4矛盾領導行為對創新行為之影響…………………………………… 9
2-5矛盾領導行為對工作績效之影響…………………………………… 10
2-6創新行為對工作績效之影響………………………………………… 11
第三章研究方法……………………………………………………………….. 13
3-1 研究架構……………………………………………………………... 13
3-2研究假設……………………………………………………………… 13
3-3研究樣本與資料蒐集程序…………………………………………… 14
3-4研究工具……………………………………………………………… 14
3-4-1 矛盾領導行為量表……………………………………………. 15
3-4-2創新行為量表………………………………………………….. 15
3-4-3工作績效量表………………………………………………….. 16
3-5 資料分析與統計方法………………………………………………… 16
第四章研究分析與結果……………………………………………………….. 18
4-1 研究樣本來源……………………………………………………….. 18
4-2 樣本特性……………………………………………………………… 18
4-3 相關分析……………………………………………………………… 18
4-4信度分析……………………………………………………………… 19
4-5效度分析……………………………………………………………… 20
4-5-1 組合信度與收斂效度分析……………………………………. 20
4-5-2區辨效度分析…………………………………………………. 21
4-6整體模型適配度指標表……………………………………………… 22
4-7迴歸分析與驗證假説………………………………………………… 23
4-8研究假設與結果……………………………………………………… 25
第五章結論與建議…………………………………………………………….. 26
5-1 研究結果及探討……………………………………………………… 26
5-2實務建議……………………………………………………………… 27
5-3研究限制與未來研究建議…………………………………………… 28
參考文獻………………………………………………………………………… 30
一、網路資料…………………………………………………………….. 30
二、中文文獻…………………………………………………………….. 31
三、英文文獻…………………………………………………………….. 33

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指導教授

林文政

審核日期

2020-6-4

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