博碩士論文 etd-0612118-135947 詳細資訊


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姓名 林品君(Pin-chun Lin) 電子郵件信箱 E-mail 資料不公開
畢業系所 企業管理學系研究所(Business Management)
畢業學位 碩士(Master) 畢業時期 106學年第2學期
論文名稱(中) 矛盾領導對員工工作意義的影響:檢視主管情感信任的干擾作用與程序公平的中介效果
論文名稱(英) Paradoxical Leadership and Work Meaningfulness:Moderating Role of Affective Trust in Supervisor and Mediating Effect of Procedural Justice
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    紙本論文:5 年後公開 (2023-07-12 公開)

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    論文語文/頁數 中文/59
    統計 本論文已被瀏覽 5587 次,被下載 0 次
    摘要(中) 本研究採用文化雙融觀點(ambicultural perspective)檢視華人文化下領導者的矛盾領導行為(paradoxical leadership behavior)對部屬個人工作意義的影響,同時利用社會交換理論(social exchange theory)探討程序公平與主管情感信任在其中扮演的中介與干擾角色。
     
     本研究以國內公司行號的員工為研究對象,採立意抽樣方式透過兩階段問卷調查法共蒐集了128個單位、567位工作者的有效問卷作為樣本進行統計分析。結果顯示,矛盾領導與程序公平、程序公平與工作意義均有正向關聯;主管情感信任會正向干擾矛盾領導與程序公平的正向關聯,程序公平則對矛盾領導行為與工作意義具有部分中介效果。本研究對領導理論,尤其是矛盾領導研究,具有積極意義,研究結果對實務也有重要意涵。
    摘要(英) The study employ the ambicultural perspective to examine the effect of paradoxical leadership behavior on work meaningfulness of subordinates. The study also applies social exchange theory to explore the moderating role of affective trust in supervisor and the mediating effect of procedural justice.
     By adopting a two-stage purposive sampling approach, the study collects survey data from 567 employees in 128 units. Analytical results show that paradoxical leadership is positively related with procedural justice, which in turn exerts a positive effect on work meaningfulness. The moderating effect of affective trust in supervisor on the association between paradoxical leadership and procedural justice is also supported. Moreover, procedural justice produces a partial mediating effect between paradoxical leadership and work meaningfulness. The study has significant implications for leadership theory, particularly the line of paradoxical leadership research. Implications for business practices are discussed as well.
    關鍵字(中)
  • 工作意義
  • 程序公平
  • 主管情感信任
  • 矛盾領導
  • 文化雙融
  • 社會交換理論
  • 關鍵字(英)
  • Work Meaningfulness
  • Procedural Justice
  • Affective Trust in Supervisor
  • Social Exchange Theory
  • Paradoxical Leadership
  • Ambicultural Perspective
  • 論文目次 論文審定書 i
    誌謝 ii
    中文摘要 iii
    Abstract iv
    圖次 vii
    表次 viii
    第一章 緒論 1
    第一節 研究背景與動機 1
    第二節 研究目的 3
    第二章 文獻探討 5
    第一節 理論基礎 5
    第二節 矛盾領導行為 7
    第三節 公平與程序公平 10
    第四節 信任與情感信任 12
    第五節 工作意義 14
    第六節 研究假說 16
    第三章 研究設計 19
    第一節 研究架構 19
    第二節 研究樣本 20
    第三節 變數操作型定義與衡量方式 22
    第四節 驗證性因素分析 29
    第五節 統計分析方法 31
    第四章 研究結果 32
    第一節 相關分析 32
    第二節 層級迴歸分析與假說檢定 33
    第五章 結論與建議 39
    第一節 研究結果討論 40
    第二節 研究意涵 42
    第三節 研究限制與未來研究方向 43
    參考文獻 44
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    口試委員
  • 李慶芳 - 召集委員
  • 施智婷 - 委員
  • 林豪傑 - 指導教授
  • 口試日期 2018-06-08 繳交日期 2018-07-12

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