大學院校行政人員角色認同、組織認同、衝突類型對其衝突因應行為影響之研究

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 987654321/52020

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Title:	大學院校行政人員角色認同、組織認同、衝突類型對其衝突因應行為影響之研究
Other Titles:	The influence of role identity , organization identity and types of conflicts on universities staff’s conflict coping behaviors
Authors:	鄧宜欣;Teng, Yi-hsin
Contributors:	淡江大學企業管理學系碩士在職專班洪英正;Hung, Ying-cheng
Keywords:	大學院校行政人員;角色認同;組織認同;衝突類型;衝突因應行為;Role Identity;Organization Identity;Types of Conflicts;Universities Staff;Conflict Coping Behaviors
Date:	2010
Issue Date:	2010-09-23 16:29:12 (UTC+8)
Abstract:	本研究主題為探討角色認同、組織認同、衝突類型對其衝突因應行為影響之研究。使用文獻探討與實證方法，針對台灣大台北地區四所大學院校行政人員進行調查，期望透過本研究，找出影響衝突因應行為的因素，以及不同人口統計變項與行政人員衝突因應行為之關係，提供管理階層與相關單位重視衝突管理，協助行政人員妥適處理衝突。本研究採便利取樣問卷調查法，對於大台北地區四所大學院校行政人員進行研究調查，有效問卷共計204份。首先進行因素分析與分群分析後，本研究將角色認同區分為「高角色認同」與「低角色認同」二組；組織認同區分為「高組織認同」與「低組織認同」二組；衝突類型區分為「任務衝突」與「關係衝突」二組；另衝突因應行為則有「競爭」、「合作」、「妥協」、「逃避」、「順應」五種。研究結果顯示如下： 1.大學院校行政人員不同的角色認同、組織認同在其衝突因應行為會有顯著差異。 2.大學院校行政人員不同的組織認同在其衝突因應行為會有顯著差異。 3.大學院校行政人員角色認同、組織認同、衝突類型對其衝突因應行為有顯著影響。 4.大學院校行政人員組織認同對其衝突因應行為有正面影響。 5.大學院校行政人員衝突類型對其衝突因應行為有顯著影響。 6.不同人口統計變項之大學院校行政人員在角色認同、組織認同、衝突類型及衝突因應行為上會有顯著差異。 This research emphasizes at how do role identity, organization identity and types of conflicts influence universities staff’s conflict coping behaviors. By literature exploring and using empirical survey methods with the four universities staff’s in Taipei Taiwan, we investigate factors that affect the conflict coping behaviors, and various relationships among demographic variables, universities staff’s conflict coping behaviors and other variables. This research enhances the management level and related units to put more emphasis and values on conflict management, and help improving ability of universities staff to process conflict properly. This research adopts the convenient questionnaire survey and the samples are universities staff of four universities in Taipei Taiwan. The valid samples are 204 employees. We use factor analysis and cluster analysis, and we divide samples by role identity into two groups “high role identity” and “low role identity”, and divide organization identity into two groups “high organization identity” and “low organization identity” ,and divide types of conflicts into two groups “task conflict” and “ relationship conflict ” , and we also divide conflict coping behaviors into five groups “domination ”, “collaboration”, “compromise” ,“avoidance” and “accommodation”. The main results showed as follows: 1.There are significant differences in conflict coping behaviors of the universities staff by different role identity and organization identity. 2.There are significant differences in conflict coping behaviors of the universities staff by different organization identity. 3.Role identity, organization identity and types of conflicts of universities staff causes significant impacts on conflict coping behaviors. 4.The organization identity of universities staff causes a significant positive impact on conflict coping behaviors. 5.The types of conflicts of universities staff causes a significant impact on conflict coping behaviors. 6.Employees with different demographic variables will have differences in some dimensions of role identity, organization identity, types of conflicts and conflict coping behaviors.
Appears in Collections:	[企業管理學系暨研究所] 學位論文

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