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    Title: 管理者領導特質與組織之適配性探討--動物生態隱喻法
    Other Titles: Exploring the fitness between managers' personality in leadership and organization: metaphor of animal ecology
    Authors: 張湘萍;Chang, Hsiang-ping
    Contributors: 淡江大學企業管理學系碩士在職專班
    王居卿;Wang, Chu-ching;楊立人;Yang, Li-ren
    Keywords: 生態觀點;隱喻;組織文化;人格特質;組織結構;Ecological Perspective;metaphor;Organizational Culture;personality traits;Organizational Structure
    Date: 2008
    Issue Date: 2010-01-11 04:12:24 (UTC+8)
    Abstract: 本研究採用動物生態隱喻法建構管理者領導特質與組織適配之概念性模式。藉由動物生態理論將組織結構與組織文化比喻為組織內的生態環境,將管理者人格特質、組織文化及組織結構階層進行適配;亦即,去探討組織中的各階層管理者如何在物競天擇、優勝劣敗的生態環境中生存。管理者人格特質以管理者領導特質系統Professional Dynametric Programs (PDP)的五種動物:老虎、孔雀、無尾熊、貓頭鷹及變色龍做為分類;組織文化則分為官僚型、創新型與支持型三種類別;而組織結構依金字塔組織層級之高階、中階、基層管理者及組織員工而分。
    本研究乃是ㄧ質化研究,經歸納大量文獻後,運用類比法,以五行相生相剋關係,去探討管理者領導特質與組織適配性,結果有以下重要發現:
    1.在組織階層間之管理者領導特質適配上,從屬關係不宜選用相同特質,而以互補性為佳。
    2.管理者的特質強度會影響管理者與組織之適配性。
    3.以下為組織文化與管理者領導特質間高度適配之組合:
    (1)創新性文化與老虎型及變色龍型之管理者。
    (2)支持型文化與孔雀型之管理者。
    (3)官僚型文化與無尾熊型及貓頭鷹型之管理者。
    4.組織文化與管理者領導特質間不適任之組合有以下四種:
    (1)官僚型文化與老虎型之高、中階主管。
    (2)官僚型文化與孔雀型之高、中階主管。
    (3)創新文化、支持型文化與無尾熊型之高階主管。
    (4)創新型文化、支持型文化與貓頭鷹型之高階主管。
    5.管理者於組織內求生存,領導下屬的方法將因個別特質之不同而有所差異,分別敘述如下:
    (1)老虎型會使用對自己有利的方式。
    (2)孔雀型以人際和諧為考量。
    (3)無尾熊型以組織賦予領導權力之倫理觀念來領導下屬。
    (4)貓頭鷹型會運用其精確分析的特質去決定最佳之領導方法。
    (5)變色龍型以適配組織文化的方法來領導下屬。
    This study used the metaphor of animal ecology to build the conceptual models for the managers’ Personality in leadership and organization fitness. It takes organizational structure and organization culture as the ecological environment on the inside of an organization through animal ecological theory. This study tries to find the best fitness among manager’s personality traits, organization culture and organizational structure; that is to say, it discusses that the manager of each level how to survive in the ecological environment. The personality traits of manager can be grouped into several types - tiger, peacock, koalas, owl, and chameleon by the PDP (Professional Dynametric Programs). Organization culture is sorted to be three classifications - hureaucracy, innovation and support. Organizational structure is divided into several levels - top, middle, first-line level and employee.
    In this research, we collect extensive literature in according to the qualitative way and then exploring the fitness between managers’ personality in leadership and organization with the concept of the five elements by analogy.
    1.When it talks about the managers’ Personality in leadership fitness from each level in an organization, the relationship between leader ad employees should find each other’s complementarity, but not the same personality.
    2.The strength of manager’s personality will have influence on the fitness between manager and organization.
    3.The portfolio of the best fitness between organization culture and managers’ personality in leadership is as following:
    (1)Innovative culture -tiger and chameleon.
    (2)Supportive culture - peacock.
    (3)Bureaucratic culture - koalas and owl.
    4.The portfolio of the worst fitness between organization culture and managers’ personality in leadership is as following:
    (1)Bureaucratic culture - top and middle management who belong to tiger style.
    (2)Bureaucratic culture - top and middle management who belong to peacock style.
    (3)Innovative and supportive culture - top management who belong to owl style.
    (4)Innovative and supportive culture – top management who belong to koalas style.
    5.When management try to survive in organization, the way to lead employees will make a big difference by individual character.
    (1)Management who is tiger style will take beneficial way to themselves.
    (2)Management who is peacock style will take good relationship as first choice.
    (3)Management who is koalas style will lead employees by their authority power.
    (4)Management who is owl style will use precise analysis to lead people as their leadership style.
    (5)Management who is chameleon style will lead followers through the adapter of organization culture.
    Appears in Collections:[企業管理學系暨研究所] 學位論文

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