主管與部屬在威權領導期待的一致性對於部屬行為之影響

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林雅苓(Ya-Ling Lin) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

主管與部屬在威權領導期待的一致性對於部屬行為之影響
(The Effect of the Consistency of Expectations of Supervisors and Subordinates in Authoritarian Leadership on Subordinates’ Behavior)

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已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

威權領導在實證研究中有其負面影響，但依舊為華人企業組織下所廣泛運用的領導風格，本研究旨在了解主管對於自我威權領導的個人期待與部屬對主管威權領導的個人期待的一致對部屬工作行為的影響程度，雙方的個人期望一致程度是否影響部屬在適應性績效及任務性績效的工作行為表現，以及高低顯著的關聯性。
本研究以主管及部屬的配對進行兩階段的問卷調查，對台灣企業發放紙本或電子線上問卷，共回收了167份有效配對問卷，根據多項式迴歸分析及反應曲面分析的結果發現：（1）主管對自我威權領導的個人期待與部屬對主管威權領導個人期待的一致低適配關係，對於部屬有較高適應性績效行為影響；（2）主管對自我威權領導的個人期待與部屬對主管威權領導個人期待的一致低適配關係，對於部屬有較高任務性績效行為影響；（3）主管對自我威權領導的個人期待低與部屬對主管威權領導個人期待高的不一致適配關係，對於部屬行為有較高適應性績效行為影響。
本研究建議主管的威權領導行為是可以建立在雙方期待一致的關係下，維持良好的組織互動，並在工作行為上發揮其正向影響力，最終締造組織、主管與部屬三贏的存在價值。

摘要(英)

Authoritarian leadership has its negative effects in empirical research, but it is still a leadership style widely explore in Eastern corporate organizations. This study aims to understand how the supervisor’s personal expectations of self-authoritarian leadership and subordinates’ personal expectations of supervisory authoritarian leadership are consistent with each other.
In this study was found that：(1) The supervisor’s personal expectation of self-authoritative leadership is consistent with the subordinate’s personal expectation of the supervisor’s authoritarian leadership, which has a higher impact on subordinates’ adaptive performance behavior；(2) The supervisor’s personal expectation of self-authoritarian leadership is consistent with the subordinate’s personal expectation of the supervisor’s authoritarian leadership. It has a higher impact on subordinates’ task performance behavior；(3) The low personal expectations of supervisors for self-authoritarian leadership are inconsistent with the high personal expectations of subordinates for supervisory authoritarian leadership, which have a higher adaptive performance behavior impact on subordinates′ behavior.
This research suggests that the authoritative leadership behavior of supervisors can be established under the relationship of mutual expectations, maintain good organizational interaction, and exert their positive influence on work behavior, and ultimately create the existence value of a win-win-win for organizations.

關鍵字(中)

★ 威權領導
★ 威權領導期望的一致性
★ 威權領導期望的不一致性
★ 適應性績效
★ 任務性績效
★ 多項式迴歸分析

關鍵字(英)

★ authoritarian leadership
★ consistency of authoritarian leadership
★ inconsistency of authoritarian leadership
★ adaptive performance
★ task performance
★ polynomial regression analysis

論文目次

目錄
中文摘要 -----------------------------------------------------------------------------------------i
英文摘要 ----------------------------------------------------------------------------------------ii
誌謝 ---------------------------------------------------------------------------------------------iii
目錄 ---------------------------------------------------------------------------------------------iv
圖目錄 ------------------------------------------------------------------------------------------vi
表目錄 ------------------------------------------------------------------------------------------vii
一、緒論 1
1-1 研究背景與動機 1
1-2 研究目的 3
二、文獻探討與假設 5
2-1 家長式領導 5
2-2 工作績效 6
2-2.1 適應性績效 6
2-2.2 任務性績效 7
2-3 主管與部屬個人期待的一致性 8
2-4 領導行為與主管部屬個人期待一致性之影響 9
2-4.1 當主管對自我威權領導的個人期待與部屬對主管威權領導的個人期待一致之影響 10
2-4.2 當主管對自我威權領導的個人期待與部屬對主管威權領導的個人期待不一致之影響 11
三、研究方法 13
3-1 研究樣本與程序 13
3-2 研究工具 13
3-2.1威權領導 13
3-2.2工作績效 14
3-3 資料分析與統計方法 15
四、研究結果 17
4-1 研究來源與樣本特性 17
4-2 信度分析 17
4-3 驗證性因素分析 18
4-4 相關分析 20
4-5 顯著差異樣本數比例 21
4-6 假設檢定 21
五、研究討論 29
5-1 研究結果與發現 29
5-2 研究貢獻 30
5-3 管理意涵 31
5-4 研究限制與未來建議 33
六、參考文獻 34

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指導教授

林文政(Wen-Jeng Lin)

審核日期

2020-7-28

推文