| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 黃瀅璇 | zh_TW |
| DC.creator | Ying-Hsuan Huang | en_US |
| dc.date.accessioned | 2025-2-24T07:39:07Z | |
| dc.date.available | 2025-2-24T07:39:07Z | |
| dc.date.issued | 2025 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:444/thesis/view_etd.asp?URN=111427015 | |
| 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 | 在當今越發激烈的企業競爭中，各企業皆期望透過願景目標的實踐，在商業戰場中脫穎而出成為佼佼者，其中組織成員面對工作時的態度與行為成了企業實現願景獲取競爭優勢的重要因素，然而當今職場卻掀起一波安靜離職的浪潮，員工不願在工作上有額外的付出與貢獻，而此一現象之主因來自管理者的領導管理方式。為使企業能透過合適的領導管理方式應對該情況，本研究將探討轉換型領導及其四大特徵構面（理想化影響、激勵鼓舞、智能啟發、個別關懷）與員工工作投入的關係，了解特定領導行為是否能提升員工組織自尊並增加其工作投入程度。
本研究以台灣地區從業人員為對象，進行隨機抽樣的問卷調查，共計回收有效問卷386份，研究結果顯示：轉換型領導對工作投入有正向影響（其中僅激勵鼓舞、個別關懷具有顯著影響）；轉換型領導對組織自尊有正向影響（其中僅激勵鼓舞、個別關懷具有顯著影響）；組織自尊對工作投入有正向影響；組織自尊在轉換型領導與工作投入間有中介效果（其中僅激勵鼓舞為部分中介、個別關懷為完全中介）。 | zh_TW |
| dc.description.abstract | In today′s increasingly intense competition among corporations, enterprises strive to excel by realizing their vision and goals. The attitudes and behaviors of organizational members towards their work have become crucial factors for enterprises to achieve their vision and gain competitive advantages. However, a trend of quiet quitting from their work is evident, largely attributed to leadership and management styles. To address this issue, enterprises need to identify appropriate leadership and management styles. This study explores the relationship between transformational leadership (Including Idealized Influence, Inspirational Motivation, Intellectual Stimulation, Individualized Consideration) and employee work engagement. The aim is to understand whether specific leadership behaviors can enhance employees′ organization-based self-esteem(OBSE) and increase their level of work engagement.
This study targets employees in Taiwan and conducts a random sampling questionnaire survey, with a total of 386 valid responses collected. The research results indicate that transformational leadership has a positive impact on work engagement (with only Inspirational Motivation and Individualized Consideration having a significant effect); transformational leadership has a positive impact on OBSE (with only Inspirational Motivation and Individualized Consideration having a significant effect); OBSE has a positive impact on work engagement; OBSE has a mediating effect between transformational leadership and work engagement (with inspirational motivation as a partial mediator and individualized consideration as a complete mediator). | en_US |
| DC.subject | 轉換型領導 | zh_TW |
| DC.subject | 組織自尊 | zh_TW |
| DC.subject | 工作投入 | zh_TW |
| DC.subject | Transformational Leadership | en_US |
| DC.subject | Organizational-Based Self-Esteem(OBSE) | en_US |
| DC.subject | Work Engagement | en_US |
| DC.title | 轉換型領導與工作投入之關係-以組織自尊為中介 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The Relationship Between Transformational Leadership and Work Engagement ：Using Organization-Based Self-Esteem as a Mediator | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |