博碩士論文 88421044 詳細資訊




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姓名 簡嘉誠(Jia-Bin Jian )  查詢紙本館藏   畢業系所 企業管理研究所
論文名稱 領導風格型態、創造力人格特質搭配對組織承諾與創新績效影響關係之研究
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摘要(中) 專案團隊的績效乃是所有研究員研究績效的累積加總,因此吾人應該格外予以重視影響個別研究員研究績效的因素。我們從激發創造力的相關研究裡可以知道,高科技產業的研發人員先天上是具有某些特殊的創造力人格特質,在這些舉凡獨立挑戰性、積極性的特質之下,領導的藝術與型態勢必得斟酌加以調整,方能有效地激發出團隊裡個人最大的創造潛力,進而影響團隊的績效。
學者Mohan Thite (2000)在針對高科技產業裡的技術專案研發人員進行近期領導理論的當紅顯學 ─ 轉換型領導、交易型領導、技術型領導三大領導型態與專案成功績效的相關研究時發現,當此技術部門的領導者提供以「技術型」的領導風格並輔以「轉換型」的領導風格時,明顯能帶來比「交易型」領導風格更佳的組織績效。
因此,本研究乃冀望能從相關文獻的理論探討中,推論有關專案團隊研究員之創造力人格特質,在搭配以何種最適的領導風格後,將能帶來成員個人對於專案團隊較高的組織承諾反應,以及連帶地對於創新績效上所造成的間接影響。最後希望能藉由這份研究,提供予企業在往後意圖建立有效研發團隊時的重要參考憑據。
關鍵字(中) ★ 創新績效
★  創造力人格特質
★  技術型領導
★  組織承諾
★  轉換型領導
關鍵字(英)
論文目次 第壹章 緒論1
第一節 研究動機1
第二節 研究目的4
第三節 研究流程5
第貳章 文獻探討6
第一節 領導理論6
第二節 創造力人格特質18
第三節 組織承諾29
第四節 創新的相關研究與創新績效的衡量36
第參章 研究設計46
第一節 研究架構47
第二節 變數及操作性定義48
第三節 研究假設52
第四節 問卷設計56
第五節 統計分析方法60
第六節 研究對象說明60
第肆章 資料分析61
第一節 敘述統計61
第二節 信度分析63
第三節 單因子變異數分析 (ONE-WAY ANOVA)66
第四節 雙因子變異數分析 (TWO-WAY ANOVA)70
第五節 組織承諾的中介效應分析82
第六節 研究結果整理83
第伍章 結論與建議85
第一節 研究結論85
第二節 研究限制90
第三節 研究貢獻92
參考文獻94
附錄一 個案研究103
附錄二 研究問卷111
參考文獻 一、中文部分
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15.廖思先(民88),「轉換型領導、組織承諾與組織公民行為之相關研究 ─ 以台灣公立美術館為例」,國立中山大學人力資源管理研究所。
16.廖華立(民86),「創新團隊能力、工作滿足、組織承諾與創新績效的關係」,銘傳大學管理科學研究所。
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18.劉鶴龍(民84),「資訊電子產業科技人員與非科技人員創造力之研究」,國立政治大學科技管理研究所。
19.賴士葆(民79),「影響企業產品創新績效內部關鍵因素」,管理新思潮,初版,黃俊英等著,管拓文化事業公司,頁83-108。
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指導教授 林明杰(Ming-ji Lin) 審核日期 2001-6-22
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