主管異動頻率、領導權力及員工專業化程度對領導者與部屬交換關係之影響 : 以航空產業員工為例

淡江大學機構典藏 > 商管學院 > 企業管理學系暨研究所 > 學位論文 > Item 987654321/33458

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Title:	主管異動頻率、領導權力及員工專業化程度對領導者與部屬交換關係之影響 : 以航空產業員工為例
Other Titles:	Frequency of management's mobility, power and employee's professionalism influenced leader-member exchange relationship : in airlines industry, for example
Authors:	馬淯惠;Ma, Yu-hui
Contributors:	淡江大學企業管理學系碩士在職專班洪英正;Hung, Ying-cheng
Keywords:	領導者與部屬交換關係;組織公民行為;異動頻率;航空產業;leader-member exchange relationship;organizational citizenship behavior;airlines industry
Date:	2006
Issue Date:	2010-01-11 04:08:57 (UTC+8)
Abstract:	伴隨著經營環境走向全球化的市場競爭，企業為求發展，必須將中高階主管做定期或不定期性之調動，在管理階層變動頻繁之狀況下，主管與員工間之關係因無長時間相處導致培養默契不易，主管對員工之瞭解及員工對主管之信任，都將面臨許多變數；每位員工都有不同的才能與特性，管理者如何在轉換單位後，適度的運用其權力，發揮管理者的智慧，建立良好的領導者與部屬交換關係，激發員工的組織公民行為，進而發揮團隊合作之最高效能，將提升整體組織績效視為共同努力之目標，將是企業生存發展之重要課題。本研究主要的動機在於分析不同的組織屬性，包括主管權力大小、異動頻率高低及員工專業程度是否對主從交換關係(Leader-Member Exchange/LMX)造成不同的互動關係。此外也更進一步深究LMX對員工組織公民行為是否也有所影響，希望能對現代組織所面臨之發展趨勢，如主管變動等不同組織條件之影響上，能帶出較具策略性意義之研究成果來。本研究採取便利取樣方法，以問卷調查做為研究工具，根據母群體所選取的代表性樣本，透過問卷來蒐集樣本資料，由於航空產業之主管異動相當頻繁，因此，本研究特別選擇此產業做研究對象。經過因素分析、集群分析、卡方檢定、多因子變異數分析等統計方式，得到的研究結論為假設一、二、三、四均成立，假設五及假設六不成立，即主管異動頻率、領導權力及員工專業化程度對領導者與部屬交換關係及組織公民行為會產生影響，員工人口變項之不同不會在主管與部屬交換關係上產生差異。就本研究得到的結論可以瞭解，當主管與部屬有較佳的交換關係時，員工會表現出較佳之組織公民行為，其原因應是主從在良性的互動關係下，員工更能接受主管的相關領導，因此，整體績效自然提昇。 Along with the trend of globalization, middle and high level management are sent over to other departments periodically with the aim of pursuing organizational development and growth. In such a circumstance, the mutual understandings between managers and subordinates are not easy to cultivate due to the lack of their long-term togetherness. To what extent that managers understand their employees and employees trust their managers become unpredictable. Since every employee has different talents and capacities of his/her own, an important topic for the long-term survival of an organization is that managers, after transferring to another department, should learn how to exert their power and utilize their intelligence to build up the strong leader-member exchange relationship and improve employees to be effective team-workers. The motivation of this thesis is to analyze whether different organizational characteristics would cause different leader-member exchange relationships. Those organizational characteristics include supervisors’ power, the frequency of managers’ mobility, and employees’ profession. In addition, this study would further explore the impact of leader-member exchange relationship on employees’ organizational citizenship behaviors. It is hoped that the study would come up with some results with strategic implications regarding the influences of initiating management rotation and empowering management authority on employees’ behaviors for organizations facing the trend of the closer relationship between the manager and the staff.Through the analysis comes from the survey, the samples are randomly selected from the airlines industry. Because such industry managers’ mobility are quite frequent than others. The statistical methods of data analysis include descriptive analysis, factor analysis, reliability analysis, ANOVA and so on. The major conclusion of this research is the manager’s mobility, power and employees’ profession will significantly influence the leader-member exchange relationship and organizational citizenship behaviors that recognized by employees.And these finding support the idea that if there is a strong relationship between the manager and the staff, the staff will demonstrate better organizational citizenship behaviors. The reason would be that a closer interaction between the manager and the staff will made the staff much more accept manager’s leadership, and this will be beneficial to the organization.
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