Responsive image
博碩士論文 etd-0028119-030522 詳細資訊
Title page for etd-0028119-030522
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
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
66
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
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
統計
Statistics
本論文已被瀏覽 5727 次,被下載 1
The thesis/dissertation has been browsed 5727 times, has been downloaded 1 times.
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
一、中文部份
104人力銀行(2015/6/9)。2015年住宿餐飲業雇主品牌研究。民國107年12月31日,取自
https://plus.104.com.tw/activity/f7def41d-8ad7-416a-b312-2a22d8a9e2d9。
2015新世代人才管理(2015/8/3)。Cheers快樂工作人。107年12月31日,取自http://topic.cheers.com.tw/news/20150803.pdf。
Aon Hewitt (無日期)。最佳雇主調查。107年12月31日,取自https://www.aonhewitt.com.cn/home/aon-best-employers/about-the-programme
何麗勤(2012)。轉換型領導、交易型領導行為對員工效能之影響。逢甲大學經營管理碩士在職專班論文,未出版,台中。
吳慧敏(2010)。綠色雇主品牌之初步研究。國立中央大學人力資源管理研究所碩士論文,未出版,桃園。
吳聰智(2007)。有效能的安全領導:轉型領導及互易領導。工業安全衛生月刊,217,40-48。
呂博能(2006)。員工之組織認同與領導效能認知對其工作滿意度之影響─以 J 金控公司為例。國立中央大學人力資源管理研究所碩士論文,未出版,桃園。
李欣岳(2011/11)。Y世代,新勢力:「七年級工作觀」大調查。Cheer雜誌,133期。107年12月31日,取自https://www.cheers.com.tw/article/article.action?id=5027214&eturec=1。
李晉豪(2007)。員工價值觀、組織認同與專業認同對員工生涯發展之影響。私立中原大學企業管理研究所碩士論文,未出版,。桃園。
李綺娉(2007)。人力資本、員工流動與經營績效之關連性研究。私立東海大學會計學系碩士班碩士論文,未出版,台中。
李總演(2002)。組織氣候、組織認同、組織效能之關聯性研究:以非營利組織國際獅子會台灣地區分會為實證對象。私立中原大學企業管理研究所碩士論文,未出版,桃園。
林毅豐(2017)。家長式領導與組織認同感之關聯性研究-以信任主管為調節變項。國立中央大學人力資源管理研究所碩士論文,未出版,桃園。
柯金貴(2012)。轉換型領導與交易型領導對Y世代員工離職傾向之影響—以知覺主管支持為中介、組織認同為調節變項。國立中山大學人力資源管理研究所碩士論文,未出版,高雄。
張桂芳(1995)。員工對推動企業識別系統之態度分析—以電信事業為例。國立中興大學企業管理研究所碩士論文,未出版,台中。
張潤書(2001)。行政學。台北:三民書局股份有限公司。
梁雙蓮(1984)。中央行政機關公務員組織認同之研究。國立台灣大學政治研究所博士論文,未出版,台北。
郭智涵(2012)。建言或諫言?探討員工正、負向心情與促進性/預防性建言行為的關係:環境知覺與領導風格的干擾效果。國立中山大學人力資源管理研究所碩士論文,未出版,高雄。
陳淑錦(2001)。組織精簡情境中員工態度之探討—以A公司為例。國立中山大學人力資源管理研究所碩士論文,未出版,高雄。
陳瑞忠(2003)。主管領導型態與組織文化對軍事機構人員承諾行為影響之研究。銘傳大學管理科學研究所碩士論文,未出版,臺北。
陳正昌、程炳林、陳新豐、劉子鍵(2003)。多變量分析方法:統計軟體應用(三版)。台北:五南。
陸洛、林惠彥、楊士倫(2015)。經濟誘因之外-雇主品牌吸引力與員工工作後果之關聯。商略學報,7(2),113-128。
游欣融 (2012)。雇主品牌對人才的吸引及留任。國立中山大學人力資源管理研究所碩士論文,未出版,高雄。
勞動力參與率-按教育程度、年齡及性別分(106)【資料檔】。台北市:勞動部。107年12月31日,取自http://statdb.mol.gov.tw/html/year/year06/32040.htm。
黃培瑄(2016)。雇主品牌與工作後果之關聯-知覺組織支持及組織認同之干擾與中介效果。國立台灣大學商學研究所碩士論文。國立中山大學人力資源管理學系碩士論文,未出版。高雄。
溫金豐、林裘緒、錢書華(2011)。轉換型領導與組織認同:領導者組織典範性知覺的調節效果。台大管理叢論,2 期,265-285。
萬寶華企管顧問公司(2016)。2016人才短缺調查。民國107年12月31日,取自https://www.manpower.com.tw/index.php?option=com_phocadownload&view=category&id=3&Itemid=899&lang=zh。
葉怡君(2016)。雇主品牌、個人-組織配適與組織人才吸引力之關係:五大人格特質之中介干擾效果。私立東海大學企業管理學系碩士論文,未出版,台中。
蕭妃伶 (2006) 。雇主品牌之研究-內部與外部行銷觀點。國立中山大學人力資源管理研究所碩士論文,未出版,高雄。
二、英文部份
Aaker, D.A. (1991). Managing Brand Equity: Capitalizing on the Value of a Brand Name. New York: The Free Press.
Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage Publications.
Albert, S. & Whetten, D.A. (1985). “Organizational identity”, in Cummings. Research in Organizational Behavior, 8,263-95.
Ambler, T. & Barrow, S., (1996). The Employer Brand, Journal of Brand Management, 4(3), 185-206.
Ashforth, B. E. & Mael, F. A., (1989). Social Identity Theory and the Organization, A c a d e m y o f Management Review, 14(1), 20-39.
Backhaus, K. & Tikoo, S.,( 2004). Conceptualizing and Researching Employer Branding, Career Development International, 9(4), 501-517.
Bargal, D., & Schmid, H. (1989). Recent themes in theory and research on leadership and their implication for management of the human services administration in social work. Leadership Quarterly, 13, 37-55.
Bass, B. M. (1985). Leadership and performance beyond expectations. New York: Macmillan.
Bass, B. M. & Avolio , B. J. (1990). Transformational Leadership Developmt: Manual for multifactor leadership questionnaire. Palo Alto, California: Consulting Psychologists Press.
Bass, B. M., & Avolio, B. J. (1997). Full range leadership development: Manual for the multifactor leadership questionnaire. Mind Garden, Inc.
Blau, P. M. (1964). Exchange and Power in Social Life. New York: John Wiley and Sons.
Burns, J. M. (1978). Leadership. New York: Harper & Row.
Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. In K. A. Bollen & J. S. Long (Eds.), Testing structural equation models (pp. 136-162). Newbury Park, CA: Sage.
Candance, J. & Elizabeth, H. V. (2010). Organizational identification: Extending our understanding of social identities through social network. Journal of Organizational Behavior, 23, 413-434.
Cole M. S., Bruch H. & Vogel B. (2006). Emotion As Mediators of The Relations Between Perceived Supervisor Support and Psychological Hardiness on Employee Cynicism. Journal of Organizational Behavior, 27, 463-484.
Cole, M. S., Schaninger, W. S. JR, & Harris, S. G. (2002). The workplace social exchange network: A multilevel, conceptual examination. Group & Organization Management, 27(1):142-167
(The) Conference Board, (2001), Engaging Employees through Your Brand, New York: The conference Board.
Crewson, P. E. (1997). Public-service motivation: Building empirical evidence of incidence and effect. Journal of public administration research and theory, 7(4), 499-518.
Detert, J. R., & Burris, E. R. (2007). “Leadership behavior and employee voice: Is the door really open? ” Academy of Management Journal, 50, No.4, pp.869-884
Downton, J. V. (1973), Rebel Leadership: Commitment and Charisma in the Revolutionary Process, NY: Free Press.
Dutton, J. E., & Dukerich, J. M. (1991). Keeping an eye on the mirror: Image and identity in organizational adaptation. The Academy of Management Journal, 34(3), 517-554.
Epitropaki, O. & Martin, R. (2005). From idea to real: a longitudinal study of the role implicit leadership theories on leader-member exchanges and employee outcomes. Journal of applied psychology, 90(4):659-676.
Evans, C. R., & Dion, K. L. (1991). Group cohesion and performance a meta-analysis. Small group research, 22(2), 175-186.
Fornell, C., & Larcker, D. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18, 39-50.
Gronroos, C., (1981). Internal Marketing: An Integral Part of Marketing Theory, in Donnelly, J. H. and George, W. E. (Eds.), Marketing of Services, Chicago, IL: American Marketing Association, 236-238.
Hall, D. T., Schneider, B. & Nygren, H. T. (1970). Personal factors in organizational identification. Administrative Science Quarterly, 15, 176-190.
Hair, R. B., Anderson, R. E., Tatham, R. L. & Black, W. C., (1995), Multivariate Data Analysis with Readings, NY: Macmillan.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis (6th ed.). New Jersey : Prentice-Hall.
Hambrick, D. C. (1994). Top management group: A conceptual integration and consideration of the team label. In B. M. Staw & L. L. Cummins (Eds.), Research in Organizational Behavior ,16, 171-213. Greenwich, CT: JAI Press.
Heskett, J.T., Jones,G., Loveman,W., Sasser,L. & Schlesinger(1994).Putting the Service-Profit Chain to Work.Harvard Business Review,Mar.-Apr,164-174.
Huang, X., & Liu, Y. (2010, Nov.). The employer branding and employee performance. Paper presented at the Information Management, Innovation Management and Industrial Engineering (ICIII), Kunming, China.
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1-55.
Kanter, R. M.(1968). Commitment and Social Organization: A Study of Commitment Mechanisms in Utopian Communities. American Sociological Review, 33(4):499-517.
Keller, K.L. (1993). Conceptualizing, measuring, and managing customer-based brand equity. Journal of Marketing, 57: 1-22.
Kristin, B., & Surinder, T. (2005). Conceptualizing and researching employer Branding. Carrer Development International, 9(5): 501-517.
Lievens, F., & Highhouse, S. (2003). The relation of instrumental and symbolic attributes to a company's attractiveness as an employer. Personnel Psychology, 56(1), 75-102.
Lord, R. G., & Brown, D. J. (2001). Leadership, values, and subordinate self-concept. Leadership Quarterly, 12(2):133-152.
Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of organizational behavior, 13(2), 103-123.
Management Styles. Journal of Applied Psychology, 57, 288-295.
Matuska, I. F. E. (2013). Employer Branding As a Human Resources Management Strategy.
Maxwell, R., && Knox, S. (2009). Motivating employees to "live the brand": a comparative case study of employer brand attractiveness within the firm. Journal of Marketing Management, 25, 893-907.
Miller, J., Job, D., & Vassilev, V. (2000). Principles in the evolutionary design of digital circuits - part I. Genetic Programming and Evolvable Machines, 1, 7-36.
Moroko, L. & Uncles, M. D. (2005). Employer Branding – the case for a multidisciplinary process related empirical investigation. In: Sutar, G. and Sweeney, J. (eds.), Broadening the Boundaries, ANZMAC conference proceedings, Perth, Australia, 52-57.
Munch,R., (1993). Sociological Theory: From the 1850s to the Present, Chicago: Nelson-Hall Publishers.
Nunnally, J.C., (1978), Psychometric Theory, New York: McGraw-Hill.
Patchen, M. (1970). Participate Achievement and Involvement in the Job. Englewood Cliffs. NJ: Prentice Hall.
Runyon, Kenneth. (1973). Some Interactions between Personality Variables And Management Styles. Journal of Applied Psychology, 57, 288-295.
Sullivan, J. (2004), Eight elements of a successful employment brand, ER Daily, 23 February, Retrieved December 27, 2011, from http://www.ere.net/2004/02/23/the-8-elements-of-a-successful-employment-brand/
Supphellen, M. (2000). Understanding core brand equity: Guidelines for in-depth elicitation of brand associations. International Journal of Market Research, 42(3), 319-340.
Tajfel, H. (1982). Social psychology of intergroup relations. Annual Review of Psychology, 33: 1-39.
Walumbwa, F.O., Wu, C., & Orwa, B.(2008). Contingent reward transactional leadership, work attitudes, and organizational citizenship behavior: The role of procedural justice climate perceptions and strength. The Leadership Quarterly, 19(3), 251-265.
Xia, H., & Yang, L. (2010). The employer branding and employee performance. Paper presented at the Information Management, Innovation Management and Industrial Engineering (ICIII), 2010 International Conference on. 
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus:永不公開 not available

您的 IP(校外) 位址是 34.239.176.54
論文開放下載的時間是 校外不公開

Your IP address is 34.239.176.54
This thesis will be available to you on Indicate off-campus access is not available.

紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code