結構距離下轉換型領導如何影響工作角色績效？--支持與變革開放度之促化表現_

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題名：	結構距離下轉換型領導如何影響工作角色績效？--支持與變革開放度之促化表現
書刊名：	人力資源管理學報
作者：	童惠玲／鄒美卿
作者(外文)：	Tung, Hui-ling／Tsou, Mei-ching
出版日期：	2015
卷期：	15:4
頁次：	頁51-90
主題關鍵詞：	轉換型領導；支持；變革開放度；前瞻性績效；適應性績效；Transformational leadership；Support；Openness to change；Proactivity；Adaptivity
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(1) 博士論文(0) 專書(0) 專書論文(0) 排除自我引用:1 共同引用:617 點閱:9

儘管過去文獻已證實轉換型領導者容易影響追隨者績效，但兩者關係化後所形成的位置嵌入是否構築，以及轉換型領導者如何塑造員工的適應性與前瞻性行為，其中的心理歷程並不清楚。本研究試圖運用結構距離下，探討多途徑變項（團隊支持、組織支持，變革開放度）在差異化轉換型領導（團隊轉換型領導、組織轉換型領導）與不同層級工作角色績效之間的中介效果。透過問卷調查，本研究在兩個時間點蒐集台灣北部醫療組織在職員工之資料，共計回收182 份有效問卷。廻歸分析結果顯示，團隊轉換型領導會透過團隊支持，進而分別正向提升團隊成員適應性和前瞻性兩種工作角色績效；團隊轉換型領導也會透過變革開放度，進一步正向提升團隊成員適應性績效；組織轉換型領導會透過組織支持，進而分別正向提升組織成員適應性和前瞻性兩種工作角色績效。唯變革開放度對組織轉換型領導與組織成員適應性績效的中介效果未獲支持。

以文找文

Although past research has showed that transformational leadership may lead to followers’ performance, it is not clear whether the embedding position after the formal relationship of leader and follower to build or not, and the psychological process regarding how transformational leader is associated with employee adaptivity and proactivity is also not clear. Drawing on structural distance, we explored the multiple mediation effects of team support, organizational support, and openness to change on the relationship between transformational leadership differentiated (team and organization) and employee work performance in team and organization. Using questionnaire survey, we collected data at two time-points and obtained 182 usable observations for hypothesis testing. The results of regression analyses showed that team leader transformational leadership was positively related to openness to change, which in turn increase the likelihood of both team member adaptivity and proactivity, and that two indirect effects supplemented the direct effect of team leader transformational leadership on team member work role performance (adaptivity and proactivity), the mechanism of team support. Results indicated that organization leader transformational leadership and organizational support correlated positively with organizational member adaptivity and organizational member proactivity, respectively. Results also indicated that openness to change has no mediating effect of organization leader transformational leadership on organizational member adaptivity.

以文找文

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9.	Robbins, S. T.、Coulter, M.(2008)。Leadership education 400: Principle of management。New York：Pearson Custom。
10.	Avolio, B. J.、Luthans, F.(2006)。The high impact leader: Moments matter for accelerating authentic leadership development。New York, NY：McGraw-Hill。
11.	Bass, Bernard M.(1985)。Leadership and Performance Beyond Expectations。Free Press。
12.	Bass, B. M.、Avolio, B. J.(1990)。Transportational leadership development: Manual for the multifactor leadership questionnaire。Consulting Psychologists Press。
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圖書論文
1.	London, M.、Mone, E. M.(1999)。Continuous learning。The changing nature of performance: Implication for staffing, motivation, and development。San Francisco, CA：Jossey-Bass。
2.	Yammarino, F. J.(1994)。Indirect leadership: Transformational leadership at a distance。Improving organizational effectiveness through transformational leadership。Thousand Oaks, CA：Sage。
3.	Murphy, P. R.、Jackson, S. E.(1999)。Managing Work-Role Performance: Challenges for 21st Century Organizations and Employees。The Changing nature of performance: Implications for staffing, motivation and development。San Francisco, CA：Jossey-Bass。
4.	Ilgen, D. R.、Hollenbeck, J. R.(1991)。The Structure of Work: Job Design and Roles。Handbook of Industrial and Organizational Psychology。Consulting Psychologists Press。
5.	Bindl, U. K.、Parker, S. K.(2010)。Proactive Work Behavior: Forward-thinking and Change-oriented Action in Organizations。APA Handbook of Industrial and Organizational Psychology。Washington, DC：American Psychological Association。
6.	Johnson, J. W.(2003)。Toward a Better Understanding of the Relationship between Personality and Individual Job Performance。Personality and work: Reconsidering the role of personality in organizations。San Francisco, CA：Jossey-Bass。
7.	Sluss, D. M.、van Dick, R.、Thompson, B. S.(2011)。Role Theory in Organizations: A Relational Perspective。APA Handbook of Industrial and Organizational Psychology: Building and Developing the Organization。Washington, DC：American Psychological Association。
8.	Campbell, J. P.、McCloy, R. A.、Oppler, S. H.、Sager, C. E.(1993)。A theory of performance。Personnel Selection in Organizations。San Francisco, CA：Jossey-Bass。
9.	Kozlowski, S. W. J.、Gully, S. M.、Nason, E. R.、Smith, E. M.(1999)。Developing adaptive teams: A theory of compilation and performance across levels and time。The changing nature of work performance: Implications for staffing, personnel actions, and development。San Francisco, CA：Jossey-Bass。
10.	Burns, J. M.(2008)。[The art of followership: How great followers create great leaders and organizations] Foreword。The art of followership: How great followers create great leaders and organizations。San Francisco, CA：Jossey-Bass。
11.	Ilgen, D. R.、Pulakos, E. D.(1999)。Employee performance in today's organizations。The changing nature of performance: Implications for staffing, motivation, an development。San Francisco, CA：Jossey-Bass。
12.	Shamir, B.(2013)。Notes on Distance and Leadership。Exploring distance in leader-follower relationships: When near is far and far is near。New York：Routledge。
13.	Hesketh, B.、Neal, A.(1999)。Technology and performance。The changing nature of performance: Implication for staffing, motivation, and development。San Francisco, CA：Jossey-Bass。
14.	Kark, R.、Shamir, B.(2002)。The dual effect of transformational leadership: priming relational and collective selves and further effects on followers。Transformational and charismatic leadership: The road ahead。Amsterdam：JAI Press。
15.	Borman, Walter C.、Motowidlo, Stephan J.(1993)。Expanding the Criterion Domain to Include Elements of Contextual Performance。Personnel selection in organizations。Jossey-Bass。

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