領導風格與工作滿意度對情感性承諾
影響之研究

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鄭麗芳(Li-Fang Cheng) 查詢紙本館藏

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論文名稱

領導風格與工作滿意度對情感性承諾影響之研究
(The Effect of Leadership Style and Job Satisfaction on Affective commitment )

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摘要(中)

留住優秀的人才，強化其對組織的認同感，讓人才充分發揮其潛力，這已成為組織重要的經營課題。組織本身存有其特有的組織文化，強烈的組織文化可以提高員工向心力、工作動機及為達成目標而接受領導的意願，然而組織由各種不同人格特質的員工所組成，組織領導者應該花時間認識員工的性格、才華與潛能，才能激發他們的創意，提高其工作滿意度。所以本研究主旨在探討組織文化與人格特質對於領導風格與組織承諾、和領導風格與工作滿意度之調節效果，及工作滿意度在領導風格與組織承諾間之中介效果。
本研究採問卷調查方法，對象以國內民營企業之員工為樣本，有效問卷為117份，回收率為72%，研究結果發現：
1. 創新型文化對轉換型領導與情感性承諾之關係有顯著的正向影響；支持型文化對轉換型領導與情感性承諾之關係有顯著正向的影響，而且也對交易型領導與情感性承諾之關係有顯著正向的影響，顯示組織文化能部份調節領導風格與組織承諾之關係。
2. 嚴謹自律性人格特質對轉換型領導與工作滿意度之關係有顯著正向的影響。而且對工作滿意度而言，不同人格特質的人有其較適合的領導風格。
3. 工作滿意度對轉換型領導與組織承諾之間確實存在中介效果；而且對交易型領導與組織承諾間也存在中介效果。即主管的領導風格不但對員工的情感性承諾有直接的影響，而且還能間接透過工作滿意度影響員工的情感性承諾。
最後根據以上各項研究結果，提供實務界管理階層作為參考策略管理方向及後續研究者提出建議，期望能夠提供學術界和實務界參考之用。

摘要(英)

It is an important issue for organization to keep good employees that own commitment. Organization has distinctive culture which can influence employees’ behaviors. The aim of the study is to investigate the moderating role of organizational culture and personality in the relationships among leadership, organizational commitment and job satisfaction and to explore the mediating role of job satisfaction in the relationship of leadership with organizational commitment.
Questionnaires from 117 respondents were returned to test the model. The results of this study include: (1) Innovative culture has positive moderating effort in the relationship between transformational leadership and affective commitment, and so does Supportive culture. Supportive culture moderates the relationships of transactional leadership with affective commitment. (2) The moderating effects of conscientiousness personality influence in relationship between transformational leadership and job satisfaction significantly. (3) Job satisfaction mediates the relationship between transformational leadership and organizational commitment, as well as between transactional leadership and organizational commitment. The supervisors’ leadership can influence affective commitment directly and influence affective commitment through job satisfaction indirectly. Future implications conclude the study.

關鍵字(中)

★ 組織承諾
★ 組織文化
★ 人格特質
★ 領導風格
★ 工作滿意度

關鍵字(英)

★ Personality traits
★ Leadership Style
★ Organizational commitment
★ Job Satisfaction
★ Organizational culture

論文目次

目錄
目錄………………………………………………………..Ⅰ
圖目錄………………………………………………………Ⅲ
表目錄………………………………………………………Ⅳ
第一章緒論 1
第一節研究背景與動機 1
第二節研究目的 2
第三節研究貢獻 2
第四節論文架構 2
第二章文獻探討 5
第一節領導風格 5
第二節組織文化 9
第三節組織承諾 12
第四節工作滿意度 15
第五節人格特質 19
第六節各變項互動關係之探討 21
第三章研究方法 26
第一節研究架構 26
第二節變數的操作型定義 27
第三節研究假說 28
第四節研究樣本選取 29
第五節樣本特性描述 30
第六節研究問卷設計 32
第七節資料分析方法 34
第四章研究結果分析 36
第一節效度與信度分析 36
第二節研究變項之敘述統計分析 42
第三節研究變項之相關分析 43
第四節研究假說檢定 44
第五節研究結果與討論 55
第五章結論與建議 58
第一節研究結論 58
第二節實務界的建議 59
第三節研究限制及後續研究 59
參考文獻 61
附錄一研究問卷 69

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指導教授

周惠文(Huey-Wen Chou)

審核日期

2005-6-23

推文