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    題名: 差序格局及互動公平對主管部屬關係品質與群體認同之影響
    其他題名: The effects of differential matrices and interactional justice on leader-member relationship quality and group identification
    作者: 陳唯真;Chen, Wei-Chen
    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: 差序格局;互動公平;主管部屬關係品質;群體認同;Different Matrices;Interactional Justice;Leader-Member Relationship Quality;Group Identification
    日期: 2011
    上傳時間: 2011-12-28 18:21:35 (UTC+8)
    摘要: 本研究目的在探討華人地區之外商工作人員所知覺其主管差序格局與互動公平的程度與主管部屬關係品質及群體認同四者間的關係。
    差序格局為華人社會特有的現象,是以彼此間親疏遠近的關係做為差等對待的一種準則。相較之下,西方企業則多半嚴謹且明確地訂立出組織章程和規範,強調組織的公平與正義。故本研究希望了解在華人地區經營的外商機構中,是否亦存在著差序格局現象,並就部屬的觀點出發,從情感面、人際互動的角度希望了解部屬認知的差序格局以及對於主管互動公平的知覺程度是否影響主管部屬關係品質,並期望了解其主管部屬關係品質是否進一步影響部屬的群體認同。
    故本研究以位於亞太區的外商公司中的員工為研究對象,採便利抽樣方法,共發放210份問卷,收回有效問卷204份,回收率為97.1%。經實證分析後發現:
    一、 員工認知主管差序格局對其認知主管部屬關係品質有正向的顯著影響。
    二、 員工認知主管互動公平對其認知主管部屬關係品質有正向的顯著影響。
    三、 員工認知主管部屬關係品質對其群體認同有正向的顯著影響。
    四、 員工認知主管部屬關係品質對其認知主管差序格局與其群體認同之關係具中介效果。
    五、 員工認知主管部屬關係品質對其認知主管互動公平與其群體認同之關係具中介效果。
    最後,就本研究的結果給予華人地區的外商機構管理實務上的建議,並建議後續研究者未來研究的方向。
    The study aimed to explore the effects of foreign companies’ employees perceived supervisor’s different matrices and interactional justice level on leader-member relationship quality and members’ group identification in Chinese regions.
    Different matrices uniquely exists in Chinese society, it’s a criterion that people adjust their behavior and treatment based on the relationship between each other. In contrast, western companies mostly set up strict and clear regulations and emphasize justice in the organization. The study intended to understand whether different matrices also exists in foreign institutions in Chinese regions. Furthermore, from emotion point of view, how subordinates’ different matrices and interactional justice perception influences leader-member relationship quality and group identification.
    Therefore, this study targeted on foreign companies’ employee working in Chinese regions. 210 questionnaires were collected and 204 copies were effective, it yielded 97% effective response rate. The analysis shows:
    1. Supervisor’s different matrices perceived by employee significantly influences leader-member relationship quality.
    2. Supervisor’s interactional justice perceived by employee significantly influences leader-member relationship quality.
    3. Leader-member relationship quality perceived by employee has significant influences on employee’s group identification.
    4. Leader-member relationship quality significantly mediates employee’s different matrices perception and group identification.
    5. Leader-member relationship quality significantly mediates employee’s interactional justice perception and group identification.
    The last, suggestions for foreign companies in Chinese regions and future research were proposed.
    顯示於類別:[企業管理學系暨研究所] 學位論文

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