領導部屬交換關係、工作角色感知與工作績效之研究

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劉彥甫(Yeh-fu Liu) 查詢紙本館藏

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企業管理學系在職專班

論文名稱

領導部屬交換關係、工作角色感知與工作績效之研究

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摘要(中)

自1990年代之後，策略性產業、高科技產業已成台灣另一階段的發展目標，也是進入二十一世紀之新興產業，而其所需的人才越來越高比例是「知識工作者」與「知識技術工作者」。此產業的員工由於工作量遽增，往往面對極大的工作壓力。此外，主管和員工之間的交換關係，亦會影響員工對於工作角色的感知，進而影響其對組織的認同與工作績效。因此，本研究將探討領導者與部屬間之交換關係品質對於員工在工作角色感知之影響，如角色模糊、角色衝突與角色過度負荷，以及工作角色感知對於工作績效之影響。
研究結果顯示：(1)領導部屬交換關係會負向影響員工的工作角色模糊與角色過度負荷，但領導部屬交換關係對於員工的工作角色衝突則無顯著影響。(2)員工感受的角色模糊、角色衝突、角色過度負荷對其工作績效則無顯著之影響。(3) 領導部屬交換關係會正向影響員工的工作績效。針對研究結論，本研究提出管理意涵與未來研究之討論與建議。

摘要(英)

This study investigates the relationships among leader-member exchange, employees’ perceived role ambiguity, role conflict, and work overload, and job performance. With the sample of employees mainly in the high-technology and finance industries, it is found that leader-member exchange is negatively related to role ambiguity and overload. The relationship between leader-member exchange and role conflict is found non-significant. Employees’ perceived role ambiguity, conflict, and overload are found to have a non-significant relationship with their performance. In addition, leader-member exchange is found to positively related to employees’ performance. Managerial implications and suggestions for future research are thus discussed.

關鍵字(中)

★ 領導部屬交換關係
★ 角色模糊
★ 角色衝突
★ 角色過度負荷
★ 工作績效

關鍵字(英)

★ leader-member exchange
★ role ambiguity
★ role conflict
★ role overload
★ job performance

論文目次

摘要 I
Abstract II
誌謝辭 III
目錄 V
圖目錄 VII
表目錄 VIII
第一章緒論 1
第一節研究背景與動機 1
第二節研究目的 4
第三節研究流程 5
第二章文獻探討 6
第一節領導部屬交換關係 6
第二節角色衝突 11
第三節角色模糊 16
第四節角色過度負荷 20
第五節工作績效 22
第六節各研究變項間之關係 24
第三章研究方法 27
第一節研究架構 27
第二節研究變項量表與衡量工具 28
第三節研究設計 30
第四節分析方法 31
第四章研究結果 32
第一節研究樣本之描述性統計分析 32
第二節信度及相關分析 34
第三節效度分析 36
第五節研究結果總結 42
第五章結論與建議 43
第一節研究結果與討論 43
第二節理論貢獻與管理意涵 48
第三節研究限制 50
第四節未來研究建議 51
參考文獻 52
附錄一研究調查問卷 60

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指導教授

陳春希(Chun-hsi Chen)

審核日期

2013-8-28

推文