Responsive image
博碩士論文 etd-0708120-154134 詳細資訊
Title page for etd-0708120-154134
論文名稱
Title
魅力型領導與員工沉默關係之研究:以職場友誼為調節變項
The Relationship between Charismatic Leadership and Employee Silence:Workplace Friendship as A 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
67
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
2020-07-22
繳交日期
Date of Submission
2020-08-08
關鍵字
Keywords
魅力型領導、職場友誼、員工沉默
Workplace Friendship, Employee Silence, Charismatic Leadership
統計
Statistics
本論文已被瀏覽 5802 次,被下載 2
The thesis/dissertation has been browsed 5802 times, has been downloaded 2 times.
中文摘要
本研究旨在探討主管魅力型領導程度的高低,是否對於員工工作時的沉默行為產生影響,並進一步探討職場友誼對於上述關係是否具有干擾效果。如果主管為高度魅力型領導者,是否能有效降低員工默許性及防禦性的沉默行為?若主管魅力型領導程度低,但員工擁有高度職場友誼,是否可有效於此段關係中產生調節效果?

本研究問卷採便利抽樣方式發放,請受試者選擇其過去或現行工作時的一位主管,對於該主管進行魅力型領導評分,並亦針對自己的員工沉默行為、職場友誼之程度進行評分作答。本研究於四個月間共收集到222份有效樣本,藉由相關分析與變異數分析進行統計分析,再針對各研究假設一一進行驗證。研究結果顯示:一、魅力型領導與默許性員工沉默具顯著負向關係;二、魅力型領導與防禦性員工沉默具顯著負向關係;三、職場友誼與默許性員工沉默具顯著負向關係;四、職場友誼與防禦性員工沉默具顯著負向關係;五、職場友誼對於魅力型領導於默許性員工沉默間關係不具調節效果;六、職場友誼對於魅力型領導於防禦性員工沉默間關係具部分調節效果。本研究最後依據研究結果,提出實務上的管理意涵與未來建議。
Abstract
The purpose of this study is to investigate whether the level of charismatic leadership of supervisors has an impact on employees' silent behavior at work, and further explore whether workplace friendships can interfere with these relationships. If the supervisor is a highly charismatic leader, can it effectively reduce the acquiescent silence and defensive silence? If employees have a high level of workplace friendship, will it have moderating effect on the above relationship?
In this study, the samples are collected by convenience sampling distribution of questionnaires to respondents, and respondents are required to perform rating on the level of charismatic leadership on one of his/her previous or current supervisor. The respondents are also required to rate on the level of his/her own silent behavior and workplace friendship.
In this study, a total of 222 valid samples were collected in four months, and the statistical analysis of both correlation analysis and variation analysis were conducted in order to verify the hypothesis of this research.
The research results are as the following:1. Charismatic leadership has a significant negative relationship with acquiescent silence; 2. Charismatic leadership has a negative relationship with defensive silence; 3. Workplace friendship has a negative relationship with acquiescent silence; 4. Workplace Friendship and defensive silence show a significant negative relationship; 5. Workplace friendships have no moderating effect on the relationship between charismatic leadership and acquiescent silence; 6. Workplace friendship has a partial moderating effect on the relationship between charismatic leadership and defensive silence. According to the results of the research, this study proposes the practical meaning in employee management and provides suggestions for future studies.
目次 Table of Contents
論文審定書……………………………………………………………………..……..…i
誌謝………………………………………………………………………………...……ii
中文摘要………………………………………………………………………...….......iii
英文摘要…………………………………………………………………….…..….......iv
目錄……………………………………………………………………………...….......vi
圖次……………………………………………………………………………..……..viii
表次……………………………………………………………………………….….....ix
第一章 緒論.................................................................................................................... 1
第一節 研究背景與動機........................................................................................ 1
第二節 研究問題.................................................................................................... 3
第三節 主要名詞解釋............................................................................................ 4
第二章 文獻探討............................................................................................................ 5
第一節 魅力型領導與員工沉默之關聯性............................................................ 5
第二節 職場友誼與員工沉默之關聯性.............................................................. 10
第三節 魅力型領導、員工沉默與職場友誼之關係(調節效果) ....................... 12
第三章 研究方法.......................................................................................................... 14
第一節 研究架構.................................................................................................. 14
第二節 研究假設.................................................................................................. 15
第三節 研究樣本.................................................................................................. 16
第四節 研究工具.................................................................................................. 18
第五節 研究工具摘要.......................................................................................... 22
第六節 共同方法變異(CMV)的檢驗與事前避免處理 ...................................... 24
第七節 資料處理分析方法.................................................................................. 26
第四章 研究結果.......................................................................................................... 28
第一節 魅力型領導、員工沉默與職場友誼之現況分析.................................. 28
第二節 人口變項在魅力型領導、員工沉默與職場友誼上的差異情形.......... 30
第三節 相關分析.................................................................................................. 34
第四節 魅力型領導、員工沉默與職場友誼之調節模型.................................. 36
第五章 討論與建議...................................................................................................... 41
第一節 研究結論及討論...................................................................................... 41
第二節 未來建議及研究限制.............................................................................. 44
參考文獻........................................................................................................................ 46
附錄:問卷使用量表.................................................................................................... 54
參考文獻 References
一、 中文部分
1. 黃村煜(2010)。魅力型領導、團隊運作與團隊績效關係之研究-以台灣傳銷業為例。朝陽科技大學企業管理系碩士班碩士論文,台中市。
2. 李青芬、李雅婷、趙慕芬(譯)(2006)。組織行為學(第十一版)(原作者:S. P. Robbins),臺北市:華泰出版社。
3. 吳蕙萍、黃家齊(2010)。員工沉默行為之信任前因探討:部屬與主管二元信任之中介效果,第十三屆科際整合管理研討會,P143-155,台北市。
4. 胡為慶(2019)。不當督導、信任感與部屬沉默行為關係之研究。銘傳大學企業管理學系碩士在職專班碩士論文,台北市。
5. 王榮春、陳彰儀(2003)。部屬觀點之領導互動論:部屬對主管領導行為的知覺因素與互動內涵初探,應用心理研究,20期,P181-215。
6. 張瑋芩(2013)。員工沉默行為與工作績效之關聯性-知覺組織支持的調節效果。國立臺灣師範大學科技應用與人力資源發展學系碩士論文,台北市。
7. 林英顏、顏昌華、黃文平、鄧秀玉(2011)。組織公平、工作安全感與職場友誼關係之研究-正職勞工與派遣勞工之探討,人力資源管理學報,第11卷,第2期4,P47-70。
8. 王慧萍(2016)。組織公平、工作安全感與職場友誼關係之研究-正職員工與建教生之探討。高苑科技大學經營管理研究所碩士論文,高雄市。
9. 姜定宇、林佳樺(2019)。領導效能的隱形阻礙:員工沉默與知識隱藏,T&D 飛訊,第 261 期,P10-P12。
10. 楊君琦、毛雯慧(2018)。員工與主管適配度、心理賦權與建言行為關係之研究-職場友誼的調節角色。科技與人力教育季刊,5(1),P1-24。
11. 李育甄(2017)。魅力型領導對離職意向之影響研究-以溝通技巧與管理能力為干擾變項。東吳大學國際經營與貿易學系碩士論文,台北市。
12. 周咸寧(2017)。企業文化、工作保障感與員工沉默之關聯探討。國立臺灣海洋大學航運管理學系碩士論文,基隆市。
13. 彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異:問題本質、影響、測試和補救。管理學報,23(1),P77-98。
14. 陳建佑,(2011)。從關懷與交易觀點探討職場友誼與組織公民行為之關係,人文暨社會科學期刊,第7卷,第二期,P17-24。
15. 余佩娟(2012)。主管支持行為影響部屬情緒、反應及看法之研究。國立中山大學人力資源管理研究所碩士論文,高雄市。

二、 英文部分
1. Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
2. Edmondson, A. C. (1999). Psychological Safety and Learning Behavior in Work Teams, Administrative Science Quarterly, 44(2), 350-383.
3. Edmondson, A. C. (2003). Speaking Up in the Operating Room: How Team Leaders Promote Learning in Interdisciplinary Action Teams, Journal of Management Studies, 40(6), 1419-1452.
4. Weber, Max. (1947). The Theory of Social and Economic Organization, translated by T. Parsons, New York: Free Press.
5. House, R. J. (1977). “A 1976 Theory of Charismatic Leadership” in J.G. Hunt & L.L. Larson (Eds.), Leadership:The cutting edge, Carbondale, IL:Southern Illinois University Press, 189-207.
6. House, R.J. & Aditya, R.M. (1997). The social scientific study of leadership: Quo vadis, Journal of Management, 23, 409-473.
7. Bass, B. M. (1985). Leadership and performance beyond expectation. New York: Free Press.
8. Conger, Jay A. & Kanungo R.N. (1987). Toward a behavior theory of charismatic leadership in organizational settings. Academy of Management Review. 12(4):627-647.
9. Conger, Jay A. & Kanungo Rabindra N. (1998). Charismatic leadership in organizations. California:SAGE Publications, Inc.
10. Conger, J. A., & Kanungo, R. N. (1998). Training charismatic leadership: A risky and critical task, In J. A. Conger & R. N. Kanungo (Eds.), Charismatic leadership: The elusive factor in organizational effectiveness, San Francisco: Jossey-Bass, 309-323.
11. Conger, J. A., Kanungo, R. N., & Menon, S. T. (2000). Charismatic leadership and follower effects. Journal of organizational Behavior, 21, 747-767.
12. O’Connor, J., Mumford, M. D., Clifton, T.C., Gessner, T. L., & Connelly, M. S. (1995). Charismatic leaders and destructiveness: An historiometric study. The Leadership Quarterly, 6(4), 529-555.
13. Morrison, E. W. & Milliken, F. J. (2000). “Organizational Silence: A Barrier to Change and Development in A Pluralistic World,” Academy of Management Review, Vol. 25, No. 4, pp. 706-725.
14. Pinder, C. C., & Harlos, K. P. (2001). “Employee Silence: Quiescence and Acquiescence as Responses to Perceived Injustice, “Research in Personnel and Human Resources Management, Vol.20, pp. 331-370.
15. Redding, W. C. (1985). Rocking boats, blowing whistles, and teaching speech communication. Communication Education, 34: 245-258.
16. Van Dyne, L., Ang, S., & Botero, I.C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40: 1359-1392.
17. Vakola, M. & Bouradas, D. (2005). “Antecedents and Consequences of Organizational Silence: An Empirical Investigation,” Employee Relations, Vol. 27, No. 5, pp. 441-458.
18. Detert, J. R. & Edmondson, A. C. (2011). “Implicit Voice Theories: Taken-for-Granted Rules of Self-censorship at Work,” Academy of Management Journal, Vol. 54, No. 3, pp. 461-488.
19. Ryan, K. D. & Oestreich, D. K. (1991). Driving fear out of the workplace: How to overcome the invisible barriers to quality, productivity, and innovation. San Francisco: Jossey-Bass.
20. Ashforth, B. E. & Humphrey, R. H. (1995). “Labeling Processes in the Organization,” Research in Organizational Behavior, Vol. 17, pp. 413-461.
21. Srivastava, A., Bartol, K. M., & Locke, E. A. (2006). Empowering Leadership in Management Teams: Effects on Knowledge Sharing, Efficacy, And Performance. Academy of Management Journal, 49(6), 1239–1251.
22. Berman, E. M., West, J. P., & Richter, M. N. (2002). Workplace Relations: Friendship patterns and consequences (according to managers). Public Administration Review, 62, 217-230.
23. Nielsen. I. K., Jex. S. M., & Adams. G. A. (2000). Development and validation of scores om a two-dimensional Workplace Friendship scale. Educational and Psychological Measurement, 60,628-643.
24. Morrison, R. (2004). Informal relationships in the workplace: Associations with job satisfaction, organizational commitment, and turnover intentions. New Zealand Journal of Psychology, 33, 114-128.
25. Sias, P. M., & Cahill, D. J.(1998). From coworkers to friends: The development of peer friendships in the workplace. Western Journal of Communication, 62, 273-299.
26. Kram, K. E., & Isabella, L. A. (1985). Mentoring alternatives: The role of peer relationships in career development. Academy of Management Journal, 28, 110-132.
27. Van Vianen, A. E. M., Shen C. T., & Chung A. (2011). Person-organization and person-supervisor fit: Employee commitments in a Chinese context. Journal of Organizational Behavior, 32, 906-926.
28. Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational stress: Studies in role conflict and ambiguity. Oxford, England: John Wiley.
29. Gao, L., Janssen, O., & Shi, K. (2011). Leader trust and employee voice: The moderating role of empowering leader behaviors. The Leadership Quarterly, 22(4), 787-798.
30. Rousseau, D. M., & McLean Parks, J. (1993). The contracts of individuals and organizations. Research in organizational behavior, 15, 1-1.
31. Alderfer, C. P. (1987). An intergroup perspective on group dynamics. In J. Lorsch (Ed.), Handbook of organizational behavior (pp. 190–222). Englewood Cliffs, New Jersey: Prentice Hall.
32. Fritz, J. H. (1997). Men’s and women’s organizational peet relationship: A comparison. Journal of Business Communication, 34(1), 27-46.
33. Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural equation modeling: a multidisciplinary journal, 6(1), 1-55.
34. Sen-kai Yang, Cheng-Hsien Li. (2019). The Development of Workplace Friendship Scale. Paper presented at the 15th European Conference on Psychological Assessment, Brussels, Belgium.
35. Scheier, M. F., & Carver, C. S. (1985). Optimism, coping, and health: Assessment and implications of generalized outcome expectancies. Health Psychology, 4, 219-247.
36. Homans, G. C. (1958). Social behavior as exchange, American Journal of Sociology, Vol. 63, pp. 597-606.
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: 已公開 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