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論文名稱 Title |
雇主品牌與組織認同之關聯-以轉換型領導與交易型領導為調節變項 The Relationships between Employer Brand and Organizational Identification:Transformational and Transactional Leaderships as the Moderator |
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系所名稱 Department |
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畢業學年期 Year, semester |
語文別 Language |
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學位類別 Degree |
頁數 Number of pages |
66 |
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研究生 Author |
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指導教授 Advisor |
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召集委員 Convenor |
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口試委員 Advisory Committee |
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口試日期 Date of Exam |
2019-01-11 |
繳交日期 Date of Submission |
2019-01-28 |
關鍵字 Keywords |
交易型領導、轉換型領導、組織認同、雇主品牌、領導風格 Organizational identification, Transformational leadership, Leadership, Employer brand, Transactional leadership |
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統計 Statistics |
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中文摘要 |
本研究旨在探討雇主品牌與組織認同之關聯,並以轉換型領導與交易型領導為調節變項,冀希望進一步瞭解領導風格是否能調節其間的關係。而研究者透過國內企業在職員工進行問卷調查,總計回收365份有效問卷,有效樣本回收率為96.56%,並採SPSS 22.0及AMOS 25.0統計軟體,將回收樣本進行資料分析,以驗證本研究之假設。其研究結果發現如下: 1.雇主品牌與組織認同具顯著正向關聯。 2.轉換型領導與組織認同具顯著正向關聯。。 3.交易型領導與組織認同具顯著正向關聯。 4.轉換型領導對雇主品牌與組織認同不具調節效果。 5.交易型領導對雇主品牌與組織認同不具調節效果。 最後,本研究依據研究結果提出管理意函、研究限制及未來研究方向之建議,以供學術界及實務界作為其它研究或管理之參考。 關鍵詞:雇主品牌、組織認同、轉換型領導、交易型領導、領導風格 |
Abstract |
The focus of this study is the relationship between employer brand and organizational identification, and whether styles of leadership such as transformational or transactional leadership serve as the moderator variable for this relationship. The researchers administered questionnaires to domestic corporation employees and received 365 valid samples, achieving a response rate of 96.56%. The data were then imported to SPSS 22.0 and AMOS25.0 to test the research assumptions of this study. The findings are the following. 1. Employer brand and organizational identification have a significant positive relationship. 2. Transformational leadership has a significant positive relationship with organizational identification. 3. Transactional leadership has significant positive relationship on organizational identification. 4. Transformational leadership has a different moderating effect on employer brand and organizational identification. 5. Transactional leadership has a different moderating effect on employer brand and organizational identification. Lastly, this research stated the management significance, research limits and future directions for research based on the results for academics and business professionals for further research or practical application. Key Word:Employer brand、organizational identification 、Transformational leadership、Transactional leadership、Leadership |
目次 Table of Contents |
論文審定書 i 誌 謝 ii 摘 要 iii Abstract iv 目 錄 v 圖 次 vi 表 次 vii 第一章 緒論 1 第一節 研究背景 1 第二節 研究動機 4 第三節 研究目的 5 第二章 文獻探討 6 第一節 雇主品牌 6 第二節 組織認同 10 第三節 領導風格 12 第四節 雇主品牌與組織認同之關聯性 15 第五節 轉換型、交易型領導與組織認同之關聯性 17 第六節 轉換型領導、交易型領導之調節效果 18 第三章 研究方法 20 第一節 研究架構與假設 20 第二節 研究樣本 21 第三節 研究工具與變項操作定義 22 第四節 資料分析方法 25 第四章 研究結果與分析 26 第一節 樣本描述 26 第二節 信效度分析 30 第三節 相關分析 36 第四節 階層迴歸分析 38 第五章 結論與建議 41 第一節 研究結果與結論 41 第二節 管理意涵與建議 43 第三節 研究限制與未來研究建議 45 參考文獻 46 一、中文部份 46 二、英文部份 49 附錄:問卷 55 |
參考文獻 References |
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