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題名:矛盾領導行為與工作績效之關係:社會認定理論探討工作價值觀與組織公民行為的角色
作者:廖元良
作者(外文):Liao, Yuan-Liang
校院名稱:亞洲大學
系所名稱:經營管理學系
指導教授:鄭正豐
學位類別:博士
出版日期:2021
主題關鍵詞:矛盾領導行為工作績效工作價值觀組織公民行為模糊集合質性比較分析Paradoxical leadership behaviorWork performanceWork valueOrganizational citizenship behaviorFuzzy Set Qualitative Compartive Analysis
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研究藉由文獻歸納彙整出矛盾領導行為、工作績效、工作價值觀與組織公民行為等四個組織經營管理之人力資源管理的構面,主張矛盾領導行為對於工作績效之建立與產出能有諸多助益,同時也可能因手法不切合宜造成管理衝突。爰此,研究動機旨在探討矛盾領導行為對工作績效之影響關係,並以社會認定理論之自我調整學習觀點,進一步探討工作價值觀對矛盾領導行為與工作績效之調節關係及影響效果,以及釐清組織公民行為對矛盾領導行為與工作績效之中介關係及影響效果。研究對象以國內中小企業全職工作者為主,採立意抽樣發出350份調查問卷,回收有效樣本308份,有效回收率達88%。研究分析採階層迴歸分析(HRA)、結構方程模式分析(SEM)、模糊集合質性比較分析(fsQCA)等,針對回收樣本進行統計分析與驗證。研究分析結果獲致以下結論:
一、矛盾領導行為有助於提升工作績效。
二、矛盾領導行為有助於提升組織公民行為。
三、組織公民行為有助於提升工作績效。
四、工作價值觀有助於強化矛盾領導行為對於工作績效所產生之影響效果。
五、矛盾領導行為可藉由透過組織公民行為對工作績效產生正向影響效果。
This study referenced literature to compile four human resource management dimensions in organizational management, namely paradoxical leadership behavior, work performance, work values, and organizational citizenship behavior. It proposes that i) paradoxical leadership behavior enhances work performance and output, and ii) inappropriate implementation strategies may result in management conflicts. Accordingly, this study explores the effect of paradoxical leadership behavior on work performance and the relationship between the two. By adopting the notion of self-regulation learning from social identity theory, the moderating effect and influence of work values on the relationship between paradoxical leadership behavior and work performance are investigated, and the mediating effect and influence of organization citizenship behavior on the relationship between paradoxical leadership behavior and work performance are clarified. Full-time employees working at small- and medium-sized Taiwanese enterprises were recruited as research participants, and 350 questionnaires were distributed through purposive sampling. In all, 308 valid responses were recovered for an 88% valid response rate. Hierarchical regression analysis, structural equation modeling analysis, and fuzzy-set qualitative comparative analysis were employed for statistical analysis of the retrieved samples and to verify hypotheses. The results were as follows:
1. Paradoxical leadership behavior enhances work performance.
2. Paradoxical leadership behavior improves organizational citizenship behavior.
3. Organizational citizenship behavior improves work performance.
4. Work values strengthen the effect of paradoxical leadership behavior on work performance.
5. Paradoxical leadership behavior exerts a positive effect on work performance through organizational citizenship behavior.
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