僕人式領導期待與感知落差與組織公民行為的關聯性 —以自我耗損為中介變數、積極主動性格為調節變數

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論文名稱

僕人式領導期待與感知落差與組織公民行為的關聯性 —以自我耗損為中介變數、積極主動性格為調節變數

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摘要(中)

本研究旨在探討僕人式領導期待與感知落差對組織公民行為的影響，並以自我耗損的中介作用以及積極主動性格的調節作用。隨著企業對員工心理健康與工作效能的重視，理解僕人式領導期待與感知落差如何影響員工行為變得尤其重要。本研究採用了問卷調查法，對247名來自不同企業的員工進行調查，並通過SPSS進行數據分析，使用Pearson相關分析、迴歸分析及中介與調節效應檢驗。
研究結果顯示，僕人式領導期待與感知落差對自我耗損和組織公民行為有顯著影響。具體而言，當僕人式領導的實際表現與員工的期望越不一致時，員工的自我耗損程度越高，組織公民行為表現越差。此外，自我耗損在僕人式領導期待與感知落差與組織公民行為之間具有顯著的中介作用，表明僕人式領導期待與感知落差通過影響員工的自我耗損進而影響其組織公民行為。
此外發現，積極主動性格在僕人式領導期待與感知落差與自我耗損之間具有顯著的調節作用。當員工的積極主動性格越強時，僕人式領導期待與感知落差對自我耗損的負面影響越小。這意味著，積極主動的員工能更好地應對領導期待與實際表現之間的不一致，減少自我耗損，並維持較高的組織公民行為水平。.
基於上述結果，本研究建議公司在選拔領導者時，應強調僕人式領導特質的重要性，並努力縮小領導者行為與員工期望之間的落差。同時，企業應鼓勵並支持員工發展積極主動性格，以提高員工的應變能力和心理韌性，從而減少自我耗損，促進組織公民行為的提升。

摘要(英)

This study aims to explore the impact of the gap between servant leadership expectations and perceptions on organizational citizenship behavior, and to use the mediating role of self-depletion and the moderating role of proactive personality. As companies pay more attention to employee mental health and work effectiveness, it is particularly important to understand how the gap between servant leadership expectations and perceptions affects employee behavior. This study used a questionnaire survey method to survey 247 employees from different companies, and conducted data analysis through SPSS, using Pearson correlation analysis, regression analysis, and mediation and moderation effect tests.
The research results show that the gap between servant leadership expectations and perceptions has a significant impact on self-depletion and organizational citizenship behavior. Specifically, when the actual performance of servant leaders is more inconsistent with employees′ expectations, the employees′ self-depletion will be higher and their organizational citizenship behavior will be worse. In addition, self-depletion has a significant mediating effect between the gap between servant leadership expectations and perceptions and organizational citizenship behavior, indicating that the gap between servant leadership expectations and perceptions affects employees′ self-depletion and then affects their organizational citizenship behaviors.
In addition, it was found that proactive personality has a significant moderating effect on the relationship between servant leadership expectations and perceived gaps and self-depletion. When the employee′s proactive personality is stronger, the negative impact of the gap between servant leadership expectations and perceptions on self-depletion is smaller. This means that proactive employees can better cope with the inconsistency between leadership expectations and actual performance, reduce ego depletion, and maintain high levels of organizational citizenship behavior.
Based on the above results, this study recommends that companies should emphasize the importance of servant leadership traits when selecting leaders and strive to narrow the gap between leader behavior and employee expectations. At the same time, companies should encourage and support employees to develop proactive personalities to improve employees′ adaptability and psychological resilience, thereby reducing self-depletion and promoting the improvement of organizational citizenship behavior.

關鍵字(中)

★ 內隱領導
★ 僕人式領導
★ 組織公民行為
★ 自我耗損
★ 積極主動性格

關鍵字(英)

★ implicit leadership
★ servant leadership
★ organizational citizenship behavior
★ self-depletion
★ proactive personality

論文目次

中文摘要 i
目錄 iii
圖目錄 v
表目錄 vi
一、緒論 1
1-1 研究背景與動機 1
1-2 研究目的 4
二、文獻探討 5
2-1 僕人式領導 5
2-1-1 領導者的角色與行為方式 5
2-1-2 道德與價值觀的核心 5
2-1-3 組織與社會效應 5
2-1-4 與追隨者的互動 6
2-1-5 領導效果與期望結果 6
2-2 內隱領導理論 7
2-3 積極主動性格 9
2-4 自我耗損 10
2-5 組織公民行為 10
2-6 自我耗損在僕人式領導期待與感知落差與組織公民行為之間的中介效果 11
2-7 積極主動性格在僕人式領導期待與感知落差與自我耗損間的調節效果 13
2-8 積極主動性格的調節式中介效果 13
2-8-1 增強僕人式領導的正面影響 13
2-8-2 緩解自我耗損對組織公民行為的負面影響 14
2-8-3 利用僕人式領導提供的資源與支持 14
2-8-4 主動尋求並創建支持網絡 14
三、研究方法 15
3-1 研究架構與假設 15
3-2 研究樣本與資料蒐集程序 15
3-3 研究工具 16
3-3-1 僕人式領導期待與感知落差 16
3-3-2 自我耗損 17
3-3-3 組織公民行為 18
3-3-4 積極主動性格 18
3-4 資料分析與統計方法 19
四、研究結果 20
4-1 敘述性分析 20
4-2 驗證性因素分析 22
4-3 信度與效度分析 23
4-3-1 信度分析 23
4-3-2 收斂效度與區辨效度 24
4-4 相關分析 26
4-5 假說檢定 27
4-5-1 自我耗損的中介效果 27
4-5-2 主動積極性格的調節效果及調節式中介效果 28
五、結論與建議 32
5-1 結論及討論 32
5-2 研究貢獻 34
5-2-1 豐富僕人式領導理論 34
5-2-2 強調自我耗損的中介作用 34
5-2-3 檢驗積極主動性格的調節中介作用 35
5-3 管理意涵 35
5-4 研究限制與未來研究建議 37
5-4-1 研究限制 37
5-4-2 未來研究建議 37
六、參考文獻 38

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指導教授

林文政

審核日期

2024-6-13

推文