| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 黃香庭 | zh_TW |
| DC.creator | Shiang-Ting Wang | en_US |
| dc.date.accessioned | 2023-6-27T07:39:07Z | |
| dc.date.available | 2023-6-27T07:39:07Z | |
| dc.date.issued | 2023 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:444/thesis/view_etd.asp?URN=109427026 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 於人本意識抬頭的時代，企業為了促使員工實現優質的創造力和與組織成員間的共享合作，並響應社會對企業道德行為的更高要求，已經開始重視僕人式領導此一領導方式發揮的效用。過去研究已證實僕人式領導對員工關鍵行為有著正向關聯，但少有研究探討工作特徵和員工不同的個人心態於其中的中介或調節作用。因此本研究探討實施僕人式領導，透過工作自主性對員工創造力和組織公民行為的影響，並加入員工個人成長/固定心態作為調節式中介角色。本研究以273份主管和部屬配對問卷為研究樣本，研究發現工作自主性在僕人式領導與員工創造力之關係具有完全中介作用，工作自主性在僕人式領導和組織公民行為之間具有部分中介作用；成長/固定心態在僕人式領導與工作自主性間具有調節作用；成長/固定心態會調節僕人式領導透過工作自主性影響員工創造力的中介效果，如果員工是成長心態者，僕人式領導透過工作自主性影響員工創造力和組織公民行為的間接效果會被減弱；當員工為固定心態者，僕人式領導透過工作自主性影響員工創造力和組織公民行為的間接效果皆會被增強。最後依據研究結論提出研究貢獻、管理意涵和未來研究方向等建議。 | zh_TW |
| dc.description.abstract | In this era of rising humanism, companies are seeking to promote quality creativity and shared cooperation among employees and members of the organization. In response to the higher demands of society for ethical corporate behavior, companies have begun to focus on the effectiveness of servant leadership. Past studies have confirmed that servant leadership has a positive correlation with key employee behaviors. However, few studies have explored the mediating or moderating effects of job characteristics and employees′ different personal mindsets. Therefore, this study investigates the impact of implementing servant leadership on employees′ creativity and organizational citizenship behavior through job autonomy, and incorporates employees′ personal growth/fixed mindset as a moderating mediating role. The study uses 273 matched questionnaires from supervisors and subordinates as the research sample. It is found that job autonomy has a complete mediating effect between servant leadership and employee creativity, and it also has a partial mediating effect between servant leadership and organizational citizenship behavior. Growth/fixed mindset moderates the relationship between servant leadership and job autonomy. Growth/fixed mindset also moderates the mediating effect of job autonomy on the relationship between servant leadership and employee creativity. If an employee has a growth mindset, the indirect effect of servant leadership on employee creativity and organizational citizenship behavior through job autonomy will be weakened. When an employee has a fixed mindset, the indirect effect of servant leadership on employee creativity and organizational citizenship behavior through job autonomy will be strengthened. Finally, based on the conclusion of the study, the research proposes research contributions, management implications, and the future directions for research. | en_US |
| DC.subject | 僕人式領導 | zh_TW |
| DC.subject | 工作自主性 | zh_TW |
| DC.subject | 成長/固定心態 | zh_TW |
| DC.subject | 員工創造力 | zh_TW |
| DC.subject | 組織公民行為 | zh_TW |
| DC.subject | Servant Leadership | en_US |
| DC.subject | Job Autonomy | en_US |
| DC.subject | Growth/Fixed Mindset | en_US |
| DC.subject | Employee Creativity | en_US |
| DC.subject | Organizational Citizenship Behavior | en_US |
| DC.title | 僕人式領導對員工創造力和組織公民行為的影響－工作自主性與成長/固定心態的調節式中介角色 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |