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| Title: | 領導型態、組織文化對於組織績效之影響 : 以組織承諾作為中介變數 |
| Other Titles: | The impacts of leadership style, organizational culture on organizational performance : the mediating role of organizational commitment |
| Authors: | 蘇恆毅;Su, Heng-yi |
| Contributors: | 淡江大學管理科學研究所碩士班
陳海鳴;Chen, Hai-ming |
| Keywords: | 轉換型領導;交易型領導;組織文化;組織承諾;組織績效;平衡計分卡;Transformational Leadership;Transactional Leadership;Organizational Culture;Organizational Commitment;Organizational Performance;Balanced Scorecard |
| Date: | 2007 |
| Issue Date: | 2010-01-11 03:32:14 (UTC+8) |
| Abstract: | 本研究旨在探討不同類型的領導型態和組織文化對於組織承諾與組織績效之
影響，並且驗證組織承諾在領導型態與組織績效間，以及組織文化與組織績效間的
中介效果。
本研究依據天下雜誌(2006)公佈調查的前十大金控公司之員工作為研究對象，
採用分層抽樣進行問卷調查，總共發出452 份問卷，有效回收問卷共計396 份，有
效回收率為87.6％。並利用集群分析、變異數分析及迴歸分析進行驗證，其實證結
果如下：
1.不同類型的主管領導型態對部屬組織承諾之影響具顯著差異。當主管領導方
式偏向轉換型領導，其部屬會有較佳的組織承諾，其中員工的努力承諾為最高；當
主管領導方式偏向交易型領導，其部屬會有較差的組織承諾，其中員工的留職承諾
為最低。
2.不同類型的主管領導型態對於組織績效之影響具顯著差異。當主管領導方式
偏向轉換型領導，其單位會有較佳的組織績效，其中學習成長構面績效為最高；當
主管領導方式偏向交易型領導，其單位的組織績效較差，其中財務構面績效為最低。
3.不同類型的組織文化對於部屬組織承諾之影響具顯著差異。當組織文化偏向
支持型文化，其部屬會有較佳的組織承諾，其中員工的努力承諾為最高；反之若偏
向官僚型文化，其部屬的組織承諾為最差，其中員工的留職承諾為最低。
4.不同類型的組織文化對於組織績效之影響具顯著差異。當組織文化偏向支持
型文化，組織績效較佳，其中以學習成長構面之績效為最高；反之若偏向官僚型文
化，其組織績效最差，其中以學習成長構面之績效為最低。
5.部屬的組織承諾與組織績效呈正向影響關係。即表示當員工對於組織的承諾
度越高，則組織績效越高。其中部屬的價值承諾對於學習與成長績效之影響最高；
部屬的努力承諾對於財務績效之影響最高；部屬的留職承諾對於學習與成長績效之
影響最高。
6.組織承諾在領導型態與組織績效間具有正向中介效果。
7.組織承諾在組織文化與組織績效間具有正向中介效果。
This study examined the effects of leadership style and organizational culture on organizational commitment and organizational performance, and then verified the mediator role of organizational commitment between leadership style and organizational performance, and the mediator role of organizational commitment between organizational culture and performance.
The employee of top ten financial holding companies that Common Wealth Magazine’s (2006) announced are the survey subjects, and the study uses stratified sampling to proceed the questionnaire survey. Out of 452 questionnaires sent, 396 valid questionnaires returned, resulting in a valid return rate of 87.6%; furthermore, this study’s confirmation used cluster analysis, one-way ANOVA, and regression analysis, and the result are as followed:
1. The effects of different types of leadership style on subordinate’s organizational commitment have significant difference. It means when the director are apt to use transformational leadership, their subordinate will have higher organizational commitment, and the effort commitment is the highest. If the director are apt to use transactional leadership, their subordinate will have lower organizational commitment, and the retention commitment is the lowest.
2. The effects of different types of leadership style on organizational performance have significant difference. It means when the director are apt to use transformational leadership, their organizational performance will be higher, and the performace of learing and growth is the highest. If the director are apt to use transactional leadership, their organizational performance will be lower, and the financial performace is the lowest.
3. The effects of different types of organizational culture on subordinates’ organizational commitment have significant difference. It indicates that the supportive culture has the highest subordinates’ organizational commitment and the effort commitmet is the highest. The bureaucratic culture has the worst subordinates’ organizational commitment and the retention commitment is the lowest.
4. The effects of different types of organizational culture on organizational performance have significant difference. It indicates that the supportive culture has the highest organizational performance and the performance of learing and growth is the highest. The bureaucratic culture has the worst organizational performance and the performance of learing and growth is the lowest.
5. It has the positive relationship between organizational commitment and organizational performance. It means the more degree of organizational commitment to the subordinates, the higher of their organizational performance. The subordinates’ value commitment impact the performance of learning and growth most. And the subordinates’ effort commitment impact the performance
of learning and growth most. And the subordinates’ retention commitment impact the performance of learning and growth most
6. The study demonstrates that organizational commitment truly has positive mediator effect degree between leadership style and organizational performance.
7. The study demonstrates that organizational commitment truly has positive mediator effect degree between organizational culture and organizational performance. |
| Appears in Collections: | [Department of Management Sciences] Thesis
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