博碩士論文 etd-0811121-182737 詳細資訊


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姓名 謝易珊(Yi-Shan Hsieh) 電子郵件信箱 E-mail 資料不公開
畢業系所 人力資源管理研究所(Institute of Human Resource Management)
畢業學位 碩士(Master) 畢業時期 109學年第2學期
論文名稱(中) 如何建立員工的當責態度之研究:以L個案公司為例
論文名稱(英) A study of Accountability-Take L Bank as an example
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    摘要(中) 政經環境迅速的變化為組織帶來更多挑戰,因此若員工不僅是把工作做完,更正確地做出成果,人人都展現當責行為,懂得替組織多做一些,則最後加乘的效果將會是不可限量,因此推行當責態度更是組織達成目標,創造競爭優勢的不二法門。
    鑑於過往關於當責的研究多半專注於與工作績效之關聯以及當責所扮演之中介角色,較少探討促成當責之因素,因此本研究採用質性研究法,以個案L公司的成員為訪談對象,旨在探討促成當責態度的成因以及增強、阻礙個體展現當責行為的因素。
    研究結果顯示,組織中當責期望的來源來自三個部分,分別是主管、同事及組織本身。當這三者展現自身能力、關懷他人、可靠性等能使個體對其產生信任感。並在建立了信任以後,基於互惠回報的心態,個體會對對方產生當責期望的角色知覺,進而願意主動承擔事務;而當主管或是組織能正視衝突,並且有適當的整合協調機制,能夠促使員工願意主動承擔責任,增強當責行為持續展現的動機;而工作分配不均及他人的卸責心態將會阻礙當責行為發展,領導者身先士卒、勇於承擔責任做為表率,能夠帶動組織成員產生回報心理及角色知覺,增強個體持續展現楷模行為的動機。
    本研究以社會學習理論、社會交換理論、角色理論與等解釋了產生當責態度的因素,並提出結論與建議,期許此結果能提供組織推動員工當責態度的建立,提升組織效率創造更高的績效。
    摘要(英) The rapid changes in the environment have posed great challenges to the organization. If employees not only complete their own work but also do more for the organization, the synergy effect will be limitless. It seems that implementing employees’ accountable attitude is the only way for an organization to achieve its goals and create a competitive advantage. Given previous studies about accountability, there were few studies related to promoting the factors of accountability. Thus, the purpose of this paper is to explore the causes of accountable attitudes and the factors that enhance and hinder individuals from exhibiting accountable behaviors with qualitative research methods by interviewing the members of the case L company.
    The research results show that the source of accountability expectations in an organization comes from three parts: supervisors, colleagues, and the organization itself. When all of them show their own abilities, caring for others and reliabilities, individuals will have a sense of trust in them. After establishing a sense of trust, individuals will have a perception of accountability for the other party as a return due to the reciprocity. Moreover, they will be willing to undertake affairs actively. Furthermore, the employees will be encouraged to take accountability proactively while supervisors or organizations have a sense of integrating different ideas in a conflict situation. Leaders who take accountability fearlessly will set an example to the other employees which can enhance the motivations of individuals to demonstrate exemplary behaviors.
    According to the research results, we make some conclusions and give practical recommendations. We expect to help organizations to establish accountability attitudes and create higher performance as well.
    關鍵字(中)
  • 當責
  • 社會學習理論
  • 社會交換理論
  • 角色理論
  • 衝突
  • 關鍵字(英)
  • accountability
  • social learning theory
  • social exchange theory
  • role theory
  • conflict
  • 論文目次 論文審定書 i
    致謝 ii
    中文摘要 iii
    英文摘要 iv
    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
    第三節 研究流程 3
    第二章 文獻探討 5
    第一節 當責行為 5
    第二節 行為改變與當責 7
    第三節 互動與當責 9
    第三章 研究方法 23
    第一節 研究架構 23
    第二節 研究方法 25
    第三節 個案選擇 25
    第四節 資料蒐集 26
    第四章 個案分析與研究發現 31
    第一節 組織中傳遞當責期望的來源及接收者知覺之探討 31
    第二節 組織中個體與當責期望傳遞者互動過程之探討 35
    第三節 組織中個體對當責期望回應過程之探討 43
    第四節 研究發現 48
    第五章 結論與建議 53
    第一節 研究結論 53
    第二節 研究貢獻 56
    第三節 研究限制與未來建議 63
    參考文獻 64
    附錄 69
    一、甲逐字稿 69
    二、乙逐字稿 80
    三、丙逐字稿 84
    四、丁逐字稿 90
    五、戊逐字稿 93
    六、己逐字稿 95
    七、庚逐字稿 98
    八、辛逐字稿 102
    九、壬逐字稿 105
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    口試委員
  • 蕭詠璋 - 召集委員
  • 陳國樑 - 委員
  • 郭佳怡 - 指導教授
  • 陳寶蓮 - 指導教授
  • 口試日期 2021-07-02 繳交日期 2021-09-11

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