博碩士論文 106487002 詳細資訊




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姓名 李秉懿(Ping-I Li)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 悖論領導行為對創新行為的影響︰創造性自我效能及尋求主管回饋行為的序列中介效果與觀點取替的調節效果
(Paradoxical Leader Behaviors and Innovation Behaviors: Creative Self Efficacy and Supervisor Feedback Seeking as Sequential Mediators and Perspective Taking as Moderator)
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摘要(中) 隨著全球經濟的迅速發展與競爭環境的高度不確定性,組織中悖論現象的管理議題層出不窮,這些悖論現象造成的緊張關係雖然可能為組織帶來破壞和損害,卻也可能產生創新的契機;而悖論理論則提供了領導者處理組織緊張關係與壓力的有效方式。悖論領導行為是一種透過兼容並蓄的概念,同時滿足組織需求和員工需求的悖論整合思考模式。這種看待問題的角度及解決問題的領導風格,發揮了將悖論現象整合的效果,有助於更妥善地處理組織中的矛盾衝突現象。本研究以工作需求與資源理論與社會認知理論為基礎,探討主管的悖論領導行為與員工創新行為的關係,並檢視創造性自我效能與尋求主管回饋行為的序列中介效果,以及觀點取替的調節效果。本研究採取主管與部屬配對的方式進行兩階段問卷調查,共回收337份有效問卷。研究結果發現悖論領導行為會正向影響員工創新行為;而且創造性自我效能與尋求主管回饋在主管悖論領導行為與員工創新行為之間有序列中介效果;此外,觀點取替在悖論領導行為,透過創造性自我效能和尋求主管回饋行為,進而影響員工創新行為的過程中有調節式中介效果。本研究之理論貢獻與管理意涵亦在論文最後提出討論。
摘要(英) The rapid development of the global economy and the highly uncertain competitive environment have led to the continual challenge of managing paradoxical phenomena in organizations. While these paradoxes may result in destruction and damage to the organization, they can also generate opportunities for innovation. Paradox theory provides an effective framework for leaders to navigate organizational tensions and pressures. Paradoxical leadership behavior is a paradoxical and integrated way of thinking that meets both the needs of the organization and the employees through inclusion. This perspective and problem-solving of leadership has the effect of integrating paradoxical phenomena, which can help to better deal with conflict in the organization. This study examines the relationship between supervisors′ paradoxical leadership behaviors and employees′ innovative behaviors, based on job demands and resources theory and social cognitive theory. It also examines the serial mediating effects of creative self-efficacy and supervisor feedback seeking, as well as the moderating effects of perspective taking. A two-stage questionnaire survey was conducted in which supervisors were matched with their subordinates, and 337 valid questionnaires were collected. The results of this study demonstrated that paradoxical leadership behavior has a positive effect on employees′ innovative behaviors. Furthermore, creative self-efficacy and supervisor feedback seeking have a serial mediating effect between supervisors′ paradoxical leadership behavior and employees′ innovative behaviors. Additionally, perspective taking has a moderate mediating effect on paradoxical leadership behavior through creative self-efficacy and supervisor feedback seeking behaviors, and subsequently affects employees′ innovative behaviors. The theoretical contributions and managerial implications of this study are discussed in detail at the end of the paper.
關鍵字(中) ★ 悖論領導行為
★ 創造性自我效能
★ 尋求主管回饋
★ 創新行為
★ 觀點取替
關鍵字(英) ★ paradoxical leadership behaviors
★ creative self-efficacy
★ supervisor feedback seeking
★ innovative behaviors
★ perspective taking
論文目次 中文摘要 ----------------------------------------- I
英文摘要 ----------------------------------------- II
誌謝 --------------------------------------------- IV
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 ----------------------------------- 11
第二章 文獻回顧 ----------------------------------- 12
第一節 悖論領導行為 ------------------------------- 12
第二節 創新行為 ---------------------------------- 15
第三節 創造性自我效能 ---------------------------- 17
第四節 尋求主管回饋行為 --------------------------- 20
第五節 觀點取替 ---------------------------------- 23
第六節 悖論領導行為與員工創新行為的關係------------- 26
第七節 創造性自我效能與尋求主管回饋行為的中介效果----- 30
第八節 觀點取替的調節效果--------------------------- 40
第三章 研究方法 ----------------------------------- 49
第一節 研究架構 ----------------------------------- 49
第二節 研究樣本與資料蒐集程序 ---------------------- 50
第三節 研究工具 ----------------------------------- 51
第四節 分析方法 ----------------------------------- 53
第四章 研究結果 ----------------------------------- 54
第一節 研究樣本來源與特性 -------------------------- 54
第二節 信度分析 ----------------------------------- 56
第三節 效度分析 ----------------------------------- 56
第四節 驗證性因素分析 ----------------------------- 59
第五節 相關分析 ---------------------------------- 60
第六節 迴歸分析與假設驗證 ------------------------- 61
第五章 結論與建議 -------------------------------- 68
第一節 研究結論 ---------------------------------- 68
第二節 理論貢獻 ---------------------------------- 72
第三節 管理意涵 ---------------------------------- 75
第四節 研究限制與未來研究建議 --------------------- 78
參考文獻 ---------------------------------------- 83
附錄 -------------------------------------------- 131
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指導教授 林文政 審核日期 2024-7-10
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