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    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/105409

    Title: 領導者人格特質與管理能力對部屬工作績效之影響 : 以國防單位為例
    Other Titles: The influence of leader’s traits and management capacity on the subordinates’ work performanc : a case of unit of the national defense
    Authors: 林漢忠;Lin, Han-Chung
    Contributors: 淡江大學企業管理學系碩士在職專班
    楊立人;Yang, Li-jen
    Keywords: 人格特質;管理能力;工作績效;Personal Characteristics;management ability;working performance
    Date: 2015
    Issue Date: 2016-01-22 14:55:14 (UTC+8)
    Abstract: 本研究係探討領導者人格特質與管理能力對部屬工作績效是否有所影
    This article focuses on the statement that whether a leader’s personalcharacteristics and management ability affect the working performance of subordinates. The study was conducted in National Security Bureau, which is also the main object in this study. The purpose of thisresearch is to identify what kind of the characteristics that help to promote better working atmosphere as well as employees’ working performance. The result of this research paper will become a reference in organizations’ process of task distribution, work
    evaluation and leadership training.
    The research objects in the study are composed of non-leader employees
    among the departments of intelligence war, intelligence study and intelligent
    support in National Security Bureau; the background of the objects range from
    military, police, and civilian. There are three major topics in this study: personal
    characteristics, management ability, and working performance. The method of
    this research was conducted in paper survey. Each topic attributed 50 question
    sheets to the sum of 150. In total, 121 questioned sheets were received from
    research objects, which equals to 81% of the recycling rate.
    When analyzing the survey results, two factors were identified within the topic
    of personal characteristic: honesty and approachability. Three factors were
    found in the topic of management ability: the ability of recognition, the ability of
    communication, and leadership skill. Only one factor were found in the topic of
    working performance. Analyzing the credibility of the survey, it shows that the
    numerical values are high in the scale of liability. Although the values between
    each topics are low in the analyze of relativity, one can still identify the relation
    between each topics. As the analyze of attribution shows, the factors of honesty
    and approachability in the topic of personal characteristics are able to enhance
    leaders’ management ability; the factors of the management ability, namely the
    ability of recognition, communication and the leadership skill do not bring significant positive change to working performance; the factors of personal characteristics, namely honesty and approachability, do not bring enhance working performance; the factors of management ability (ability of recognition, communication and the leadership skill) and personal characteristics (honesty and approachability), do not raise working performance in an significant way. Moreover, the analyze of the relation between human nature and working performance shows that males have higher working performance than females.
    To further analyze the cause and logic, personal characteristics are composed of two main factors: honesty and approachability; management ability is composed of three factors: ability of recognition, ability of communication and the leadership skill. According to the survey, the objects (non-leader employees) believe that the leaders have the ability to work independently and are able to promote teamwork. Moreover, data shows that the more honest and approachable a leader is, the better management ability he/she has. This statement proved the hypothesis of this study. Leaders who have the personal characteristics of honest and approachable have better working performance. Nonetheless, their personal characteristics do not bring positive affects to their subordinates’ working performance. The reason is that the nature of public servants, such as military and educator, is different with the job in private sector. Public servants’ welfare and salary are relatively stable in comparison with in private business. In contrast, private businesses have moreflexibility in salary. Employees in private business would have differentresponses to their leaders’ personal characteristics and management ability inorder to enhance their working performance. In other words, employees’working performance determines their salary and welfare. Whereas for publicservants, whose salary and welfare are determined and protected by law, theydo not need to raise their own working performance in accordance to leaders’expectation. Whether or not the subordinates like the personal characteristicsand management ability of the leaders, it does not affect subordinates’ workingperformance as their salary and welfare will change even if they raise the working performance.
    Appears in Collections:[企業管理學系暨研究所] 學位論文

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