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題名:探討轉換型領導引發員工自發行為之研究
作者:劉佑
作者(外文):York Liu
校院名稱:銘傳大學
系所名稱:管理研究所博士班
指導教授:陳澤義
黃旭男
學位類別:博士
出版日期:2008
主題關鍵詞:組織承諾工作滿意度組織信任員工自發行為轉換型領導organizational commitmentjob satisfactiontransformational leadershipemployees voluntary performanceorganizational trust
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本研究旨在探討轉換型領導(transformational leadership)對員工自發行為(employees’ voluntary performance)之影響,並進一步探討組織信任、工作滿意度、組織承諾等變項在影響過程中扮演之角色。實證結果顯示轉換型領導均能引發員工自發行為,且效果相當顯著,高轉換型領導顯著正向影響組織信任,高組織信任顯著正向影響工作滿意度,高工作滿意度顯著正向影響組織承諾,而高組織承諾顯著正向影響員工自發行為。此外,以結構方程式模型探討轉換型領導對員工自發行為之影響過程中,組織信任、工作滿意度與組織承諾三個構念均顯著的扮演多重中介效果。
This study investigates how transformational leadership and the mediating roles of organizational trust, job satisfaction and organizational commitment affect the voluntary performance of employees in military and civilian Settings. Experimental results indicate that transformational leadership significantly affect the voluntary performance of employees. Transformational leadership directly and significantly affects organizational trust. Organizational trust directly and significantly affects job satisfaction. Significantly, organizational commitment directly and significantly affects employees voluntary performance.
Using the LISREL model, this study demonstrates that transformational leadership, mediated by organizational trust, job satisfaction and organizational commitment with their leader affect employees voluntary performance. This investigation explores the relationship between transformational leadership and employees voluntary performance within the military and civilian sectors.
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二、中文部分
國防部編印(2005),「中華民國九十四年國防報告書」。
李青芬、李雅婷、趙幕芬譯(Stephen P. Robbins 原著) (2006),組織行為學,台北:華泰文化事業公司。
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黃俊英著(2000),多變量分析,中國經濟企業研究所。
黃俊英著(2005),行銷研究-管理與技術, 第七版,台北:華泰文化事業公司。
張紹勳著(2001),研究方法,滄海書局。
 
 
 
 
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