淡江大學機構典藏:Item 987654321/114376

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    請使用永久網址來引用或連結此文件: https://tkuir.lib.tku.edu.tw/dspace/handle/987654321/114376


    題名: 家長式領導、轉換式領導對工作績效之影響 : 以變革認知為中介變數
    其他題名: The influence of paternalistic leadership and transformational leadership on job performance : cognition of organizational change as a mediator
    作者: 林曉芳;Lin, Hsiao-Fang
    貢獻者: 淡江大學企業管理學系碩士在職專班
    黃曼琴;Huang, Man-Chin
    關鍵詞: Cognition of Organizational Change;job performance;Paternalistic leadership;Transformational Leadership;工作績效;家長式領導;組織變革認知;轉換式領導
    日期: 2017
    上傳時間: 2018-08-03 14:50:33 (UTC+8)
    摘要: 處於瞬息萬變的企業環境，企業組織為能適應時代洪流，無不採取變革手段。鑑此，企業管理人員的領導風格、員工的組織變革認知對工作績效影響，遂成為重要議題，本研究剖析傳統華人社會的家長式領導及西方近年興起的轉換式領導，驗證是類領導風格對員工組織變革認知與工作績效的影響效果，同時檢驗家長式領導、轉換式領導是否會透過員工組織變革認知，對組織工作績效產生影響。
    因此，本研究蒐集各行業人員有效問卷314份之資料，進行研究分析。結果發現:
    一、家長式領導及仁慈、德行領導會顯著正向影響員工組織變革認知。
    二、轉換式領導及心靈鼓舞、個別關懷會顯著正向影響員工組織變革認知。
    三、員工組織變革認知會正向影響工作績效。
    四、員工組織變革認知對家長式領導影響工作績效具部分中介效果。
    員工組織變革認知對轉換式領導影響工作績效具部分中介效果。
    Along with the highly changeable enterprise environment, the enterprise organizations take the measures of alternation for surviving from the tide. Therefore, It is a vital issue about the leader styles of the organization managers and the cognition of the organizational change affect the job performances.
    As well as analyzing the paternalistic leadership that is common in traditional Chinese society, the study explores the transformational leadership from the western also. The study validates the influence effect among of both leadership styles, the cognition of the organizational change, and job performance. Simultaneously, the study tests the mediating effect of cognition of the organizational change between the both leadership styles and the job performance. Data was collected from 314 persons’ valid questionaire. The results show:
    1.The paternalistic leadership, benevolence leadership, and moral leadership have a significantly positive effect on cognition of the organizational change.
    2.The transformational leadership, inspirational motivation, and individualized consideration have a significantly positive effect on cognition of the organizational change.
    3.The cognition of the organizational change has a significantly positive effect on the job performance.
    4.The cognition of the organizational change has partial mediating effect on paternalistic leadership’s influences on the job performance.
    The cognition of the organizational change has partial mediating effect on transformational leadership’s influences on the job performance.
    顯示於類別:[企業管理學系暨研究所] 學位論文

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