博碩士論文 etd-0614119-182715 詳細資訊


[回到前頁查詢結果 | 重新搜尋]

姓名 李志剛(Chih-Kang Lee) 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(Department of Business Management)
畢業學位 碩士(Master) 畢業時期 107學年第2學期
論文名稱(中) 矛盾領導行為與員工學習導向:檢視部屬對領導者信任的中介效果及主管與部屬交換關係的干擾作用
論文名稱(英) Paradoxical Leader Behaviors and Individual Learning Orientation:Mediating Effect of Trust-in-leader and Moderating Effect of Leader-member Exchange
檔案
  • etd-0614119-182715.pdf
  • 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

    紙本論文:5 年後公開 (2024-07-14 公開)

    電子論文:使用者自訂權限:校內 5 年後、校外 5 年後公開

    論文語文/頁數 中文/64
    統計 本論文已被瀏覽 5579 次,被下載 0 次
    摘要(中) 本研究以文化雙融(ambiculturalism)觀點為理論基礎,探討矛盾領導行為對員工學習導向的影響,同時採用社會交換理論檢視部屬對領導者信任在矛盾領導行為與員工學習導向之間的中介角色,並分析主管與部屬交換對矛盾領導行為及部屬對領導者信任關係的干擾效果。
    本研究採用兩階段問卷調查法蒐集資料,經統計分析後發現:(1)矛盾領導行為越高,部屬對領導者信任越高;(2)矛盾領導行為越高,員工學習導向越高;(3)部屬對領導者信任越高,員工學習導向越高;(4)部屬對領導者信任在矛盾領導行為與員工學習導向間具有中介效果;(5)主管與部屬交換不具備顯著的干擾效果。據此,本研究建議領導者可運用矛盾領導行為來提升部屬的向上信任,藉此促使團隊成員樂於對外學習那些與目標完成相關的有效資訊與知識。文末,本研究也提出了研究限制與未來研究方向。
    摘要(英) The study employs the ambicultural perspective to examine the effect of paradoxical leader behaviors on individual learning orientation. The study also addresses the social exchange theory to identify the mediating role of trust-in-leader in the relationship between paradoxical leader behaviors and learning orientation and the moderating role of leader-member exchange (LMX) on the effect of paradoxical leader behaviors and trust-in-leader.
        Based on a two-stage data collection approach, analytical results show that: (1) Paradoxical leader behavior has a positive impact on trust-in-leader ; (2) Paradoxical leader behavior has a positive impact on individual learning orientation ; (3) Trust-in-leader has a positive impact on individual learning orientation; (4) Trust-in-leader has a partial mediating effect on the relationship between paradoxical leader behavior and individual learning orientation; (5) The moderating effect of LMX is not supported.
        The study underlines supervisors’ paradoxical leader behaviors for enhancing subordinates’ trust in leader and learning willingness. Implications for practices and directions for future are also discussed.
    關鍵字(中)
  • 文化雙融
  • 矛盾領導
  • 員工學習導向
  • 部屬對領導者信任
  • 主管與部屬交換關係
  • 關鍵字(英)
  • Individual Learning Orientation
  • LMX
  • trust-in-leader
  • paradoxical leader
  • ambiculturalism
  • 論文目次 論文審定書 i
    誌 謝 ii
    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 2
    第二章 文獻探討 3
    第一節 文化雙融 3
    第二節 領導與矛盾領導行為(paradoxical leader behaviors) 4
    第三節 部屬對領導者信任(trust-in-leader) 8
    第四節 員工學習導向(Individual Learning Orientation) 11
    第五節 主管與部屬交換關係理論(Leader-member exchange theory) 14
    第六節 研究假說 17
    第三章 研究設計 21
    第一節 研究架構 21
    第二節 假說彙整 22
    第三節 研究樣本介紹 23
    第四節 研究變項衡量 25
    第五節 統計分析方法 32
    第四章 研究發現 34
    第一節 相關分析 34
    第二節 假說檢定 36
    第三節 中介效果 41
    第四節 干擾作用 43
    第五章 結論與討論 45
    第一節 研究結果討論 46
    第二節 研究意涵 48
    第三節 研究限制與未來研究方向 49
    參考文獻 51
    參考文獻 一、中文部分:
    陳明哲,林豪傑譯,2014,文化雙融:一位管理學者的反思與行踐2013年國際管理學會(AOM)年會的主席演講。
    林文政,2019,成為最佳矛盾領導人,哈佛商業評論全球繁體中文版。
    Wendy K. Smith, Marianne W. Lewis, Michael L. Tushman,林麗冠譯,2016,兩全其美領導力,哈佛商業評論全球繁體中文版。
    黃彥智、李振宇,2017,激勵專案團隊創新:獎酬與團隊學習導向在新產品開發的
    角色,科技管理學刊,第二十二卷第四期,pp.57-86。
    楊濱燦、鄭清揚、黃麗穎,2011,團隊成員交換關係、信任與知識分享關係之研究。文大商館學報,16卷1期,頁83-104。
    鄭伯壎,1999,企業組織中上下屬的信任關係,社會學研究(中國),80(2)。
    林婉渝,2016,領導者與成員交換關係對角色績效的影響:組織公平的效果,國立中山大學人力資源管理研究所碩士在職專班碩士論文。
    傅馨瑩,2018,矛盾領導行為對部屬工作績效之影響:矛盾追隨行為的中介與調節效果的探討,國立中央大學人力資源管理研究所碩士論文。
    李婕宇,2014,主管與部屬間信任對部屬效能的影響:信任一致性的重要,國立成功大學心理學系認知科學碩士班碩士論文。
    二、英文部分:
    Smith, W. K., and Lewis, M. W. 2011. Toward a theory of paradox: A dynamic equilibrium model of organizing. Academy of Management Review, 36(2): 381-403.
    Blau, P. M. (1964). Exchange and power in social life. New York: Wiley. 94–99.
    Chen, M.-J. (2002). Transcending paradox: The Chinese middle way perspective. Kluwer Academic Publishers. Manufactured in The Netherlands. Asia Pacific Journal of Management, 19, 179–199.
    Chen, M.-J. (2008). Reconceptualizing the competition– cooperation relationship: A trans-paradox perspective. Journal of Management Inquiry, 17, 288–304.
    Chen, M.-J. , Miller D. (2010). West Meets East: Toward an Ambicultural Approach to Management. Academy of Management Perspectives, 17-24.
    Dansereau, F., Graen, G., and; Haga, W. J. (1975). Vertical Dyad Linkage (VDL), A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational behavior and human performance, 13(1), 46-78.
    Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., and; Ferris, G. R. (2012). A meta-analysis of antecedents and consequences of leader-member exchange: Integrating the past with an eye toward the future. Journal of Management, 38(6), 1715-1759.
    Gerstner, C. R., and Day, D. V. (1997). Meta-analytic review of leader–member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), 827–844.
    Graen, G., and Uhl-Bien, M. (1991). The transformation of professionals into self-managing and partially self-designing contributors: Toward a theory of leadership-making. Journal of Management Systems, 3(3), 49-54.
    Graen, G., and Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader–member exchange (LMX) theory of leadership over 25 years: applying a multi-level multidomain perspective. The Leadership Quarterly, 6(2), 219–247.
    Graen, G., and Cashman, J.F. (1975). A role-making model of leadership in formal organizations: A developmental approach. Organization and administrative sciences, 6, 143-165.
    Hayes, A. F. (2012). PROCESS: A versatile computational tool for observed variable moderation, mediation, and conditional process modeling. Manuscript submitted for publication.
    Johnson, D., and Grayson, K. (2005). Cognitive and affective trust in service relationships. Journal of Business Research, 58(4), 500-507.
    Lewis, M.W. (2000). Exploring Paradox: Toward a More Comprehensive Guide. Academy of Management Review 25, 760–776.
    Liden, R. C., and Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management journal, 23(3), 451-465.
    McAllister, D. J., (1995), Affect-and Cognition-based Trust as Foundations for Interpersonal Cooperation in Organizations, Academy of Management Journal, 38(1), 24-59.
    O’Reilly, C., and Tushman, M. L. (2011). Ambidexterity in action: How managers explore and exploit. California Management Review, 53, 5-22.
    Parayitam, S., Dooley, R. S.(2009) The interplay between cognitive- and affective conflict and cognition- And affect-based trust in influencing decision outcomes. Journal of Business Research, 62(8), 789-796.
    Poole, M. S. and Van de Ven, A. H. (1989). Using paradox to build management and organization theories. Academy of Management Review, 14, 562-578.
    Smith, W. K., and Lewis, M. W. (2011). Toward a theory of paradox: A dynamic equilibrium model of organizing. Academy of Management Review, 36, 381–403.
    Uhl-Bien, M., (2006). Relational Leadership Theory: Exploring the social processes of leadership and organizing. The Leadership Quarterly, 17, 654-676.
    Uhl-Bien, M., and Maslyn, J. M. (2003). Reciprocity in manager subordinate relationship: Components, Configurations and outcomes. Journal of Management, 24, 511–532.
    Yukl, G., (2010). Leadership in organizations (7th ed.). Upper Saddle River, NJ: Prentice Hall.
    Zhang Y., Waldman D. A., Han Y.L., and Li X.B., (2015). Paradoxical leader behaviors in people management: antecedents and consequences. Academy of Management Journal, 58(2), 538–566.
    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 2019-06-06 繳交日期 2019-07-14

    [回到前頁查詢結果 | 重新搜尋]


    如有任何問題請與論文審查小組聯繫