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姓名 徐筱珍(Hsiao-Chen Hsu)  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 僕人式領導、回饋尋求行為和部屬工作績效之關係- 探討主管與部屬交換關係的調節式中介作用
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摘要(中) 在全球環境受到Covid-19的影響下,不但改變也影響了大部分企業與工作者的工作環境與工作模式,在這麼巨大的變遷過程中也考驗著一個領導者是否可以接受新的工作模式之外,因為遠距產生的溝通方式也改變了,不斷來回往返的意見所產生的回饋尋求行為,是否對於改善或提升部屬的工作績效是有幫助的?在本次研究過程中,我們也同步思考主管與部屬之間的互動關係,是否也可直接影響部屬的工作績效提升有正向影響關係。我們發放並回收了256份有效問卷,經資料分析後發現,僕人式領導在回饋尋求行為與工作績效之間是否具有中介效果,以及在主管與部屬交換關係作為調節式中介是否有正相關。我們也希望了解僕人式領導的特性之外,同時也探討透過這樣的領導方式為何可以促進部屬願意回饋?回饋越多可以提高績效;若部屬不是接受僕人式領導方式者,透過主管與部屬的交換關係高低,是否也可影響工作績效表現。
關鍵字:僕人式領導、主管與部屬交換理論(LMX)、回饋尋求行為、工作績效
摘要(英) The global environment has been affected by Covid-19, which has not only changed the working environment and working pattern of most companies and workers, but also tested whether a leader can accept the new working pattern in the process of such a huge change. Is the feedback-seeking behavior generated by the constant back and forth feedback helpful to improve or enhance the performance of subordinates? In the process of this study, we also considered whether the interaction between supervisors and their subordinates could also directly affect the performance of their subordinates in a positive way. We distributed and collected 256 valid questionnaires and analyzed the data to find out whether servant leadership mediates between feedback-seeking behavior and performance, and whether there is a positive correlation between the supervisor-subordinate exchange relationship as a moderating mediator. We also wanted to understand the characteristics of servant leadership, but also to explore why such a leadership style can promote the willingness of employees to give back. If the employees do not accept the servant leadership style, does the level of exchange between the supervisor and the employees also affect the performance of the job.
Key words: servant leadership, LMX theory, feedback seeking behavior, performance
關鍵字(中) ★ 僕人式領導
★ 主管與部屬交換理論
★ 回饋尋求行為
★ 工作績效
關鍵字(英) ★ servant leadership
★ LMX theory
★ feedback seeking behavior
★ performance
論文目次 目錄
中文摘要 i
ABSTRACT ii
誌謝 iii
目錄 iv
表目錄 vi
圖目錄 vii
第一章、緒論 1
1-1 研究動機與目的 1
第二章、文獻探討 4
2-1 僕人式領導 4
2-2 回饋尋求行為 5
2-3 主管-部屬交換理論 6
2-4 回饋尋求行為在僕人式領導與員工績效間的中介效果 7
2-5 LMX在僕人式領導與回饋尋求行為之調節作用 8
2-6 LMX的調節式中介作用 9
第三章、研究方法 11
3-1 研究架構與假設 11
3-2 研究資料蒐集方法與程序 11
3-3 研究工具 12
3-3-1 僕人式領導 12
3-3-2 回饋尋求行為 13
3-3-3 工作績效 13
3-3-4 調節變項 13
3-4 資料分析與統計方法 14
第四章、研究分析與結果 15
4-1 敘述性分析 15
4-2 模型配適度指標(驗證性因素分析) 16
4-3 信度與效度分析 17
4-3-1 信度分析 17
4-3-2 收斂效度與區辨效度 17
4-4 相關分析 19
4-5 假說檢定 20
4-5-1 回饋尋求行為在僕人式領導與工作績效間的中介效果 20
4-5-2 LMX的調節效果及調節式中介效果 21
第五章、結論與建議 24
5-1 研究結論與建議 24
5.2 研究貢獻 26
5-3 管理意涵 27
5-4研究限制與建議 28
參考文獻 30

表目錄
表1樣本結構分析 15
表2驗證性因素分析 17
表3信度分析 17
表4收斂效度 18
表5區辨效度 19
表6相關性分析 20
表7中介效果階層迴歸分析表 21
表8調節效果階層迴歸分析結果 22
表9主管-部屬交換關係的調節式中介效果 23
表10假設檢定結果總表 24

圖目錄
圖1研究架構 11
圖2主管-部屬交換關係調節效果圖 22
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指導教授 林文政 審核日期 2023-7-12
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