提升工作團體認同：探討轉換型領導與部屬性格之角色__臺灣人文及社會科學引文索引資料庫

:::

詳目顯示

第 1 筆 / 總合 1 筆

/1頁

來源文獻資料
摘要
外文摘要
引文資料

題名：	提升工作團體認同：探討轉換型領導與部屬性格之角色
書刊名：	人力資源管理學報
作者：	陳彥君／許含笑
作者(外文)：	Chen, Yen-chun／Hsu, Han-hsiao
出版日期：	2013
卷期：	13:2
頁次：	頁73-100
主題關鍵詞：	性格；轉換型領導；團體認同；Personality；Transformational leadership；Group identification
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(5) 博士論文(0) 專書(0) 專書論文(0) 排除自我引用:5 共同引用:247 點閱:68

提高員工對所屬團體的認同有助於工作績效，因此工作團體認同在學術與實務界都是持續關注的課題。過去研究多半從情境因素探討如何提高團體認同，較少探討個人特質如何影響認同的過程，而且探討轉換型領導與團體認同關係的研究也忽略了部屬的個別差異。因此本研究主要探討五大人格特質與團體認同的關係，並檢驗轉換型領導對上述關係之調節效果。本研究分兩個時間點收集資料，共取得來自35個工作團體的432份樣本，並且以階層線性模式（HLM）進行假設驗證。結果發現，部屬的勤勉正直和親和性與其團體認同為正向關係。在調節效果方面，轉換型領導會正向調節開放性與團體認同之關係；轉換型領導會負向調節外向性和神經質與團體認同之關係。最後，本研究提出研究意涵與未來建議之討論。

以文找文

It is suggested that group identification has positive impact on job performance. The issue of increasing group identification is a lasting concern in academic and practical field. Past research focused on situational factors, which can enhance group identification, but far less research has explored the effect of personality on identification. Studies on transformational leadership and group identification also neglected the individual differences among group members. Thus, the present study aims to investigate the relationship between followers' big five personality traits and group identification, and the moderating effect of transformational leadership on the above relationship. We collected data in two waves and the final sample included 432 employees from 35 work groups, and we used hierarchical linear models to examine all hypotheses. The results showed that follower's conscientiousness and agreeableness were positively related to group identification. Moreover, transformational leadership moderated the relationship between three traits (i.e., openness, extraversion, and neuroticism) and group identification. Finally, the implication and suggestion was discussed.

以文找文

期刊論文
1.	Terry, D. J.、Callan, V. C.、Sartori, G.(1996)。Employee adjustment to an organizational merger: Stress, coping and intergroup differences。Stress Medicine，12，105-122。
2.	Sluss, David M.、Klimchak, Malayka、Holmes, Jeanne J.(2008)。Perceived organizational support as a mediator between relational exchange and organizational identification。Journal of Vocational Behavior，73(3)，457-464。
3.	Milgram, N. A.、Tenne, R.(2000)。Personality correlates of decisional and task avoidant procrastination。European Journal of Personality，14，141-156。
4.	Coffman, D. L.、MacCallum, R. C.(2005)。Using parcels to convert path analysis models into latent variable models。Multivariate Behavioral Research，40，235-259。
5.	Bartels, J.、Pruyn, A.、de Jong, M.、Joustra, I.(2007)。Multiple organizational identification levels and the impact of perceived external prestige and communication climate。Journal of Organizational Behavior，28(2)，173-190。
6.	Brewer, M. B.、Manzi, J. M.、Shaw, J. S.(1993)。In-group identification as a function of depersonalization, distinctiveness, and status。Psychological Science，4，88-92。
7.	De Cremer, D.、Van Knippenberg, D.(2004)。Leader self-sacrifice and leadership effectiveness: The moderating role of leader self-confidence。Organizational Behavior and Human Decision Processes，95(2)，140-155。
8.	Felfe, J.、Schyns, B.(2010)。Followers' personality and the perception of transformational leadership: Further evidence for the similarity hypothesis。British Journal of Management，21，393-410。
9.	Fiske, D. W.(1949)。Consistency of factorial structures of personality ratings from different sources。Journal of Abnormal and Social Psychology，44，329-344。
10.	Fuller, J. B.、Marler, L. E.、Hester, K.、Frey, L.、Relyea, C.(2006)。Construed external image and organizational identification: A test of the moderating influence of need for self-esteem。Journal of Social Psychology，146(6)，701-716。
11.	Grant, A. M.、Berry, J. W.(2011)。The necessity of others is the mother of invention: Intrinsic and prosocial motivations, perspective-taking, and creativity。Academy of Management Journal，54(1)，73-96。
12.	Kessler, T.、Hollbach, S.(2005)。Group-based emotions as determinants of ingroup identification。Journal of Experimental Social Psychology，41，677-685。
13.	Korsgaard, M. A.、Meglino, B. M.、Lester, S. W.(1997)。Beyond helping: Do other-oriented values have broader implications in organizations。Journal of Applied Psychology，82，160-177。
14.	Kumar, K.、Bakhshi, A.(2010)。The five-factor model of personality and organizational commitment: Is there any relationship。Humanity & Social Sciences Journal，5(1)，25-34。
15.	Panaccio, A.、Vandenberghe, C.(2012)。Five-factor model of personality and organizational commitment: The mediating role of positive and negative affective states。Journal of Vocational Behavior，80(3)，647-658。
16.	Rafferty, A. E.、Restubog, S. L. D.(2011)。The influence of abusive supervisors on followers' organizational citizenship behaviours: The hidden costs of abusive supervision。British Journal of Management，22(2)，270-285。
17.	Realo, A.、Allik, J.、Vadi, M.(1997)。The hierarchical structure of collectivism。Journal of Research in Personality，31，93-116。
18.	Riketta, M.、van Dick, R.(2005)。Foci of attachment in organizations: A meta-analysis comparison of the strength and correlates of workgroup versus organizational identification and commitment。Journal of Vocational Behavior，67，490-510。
19.	Sackett, P. R.、Yang, H.(2000)。Correction for range restriction: An expanded typology。Journal of Applied Psychology，85(1)，112-118。
20.	Sagiv, L.、Roccas, S.、Hazan, O.(2012)。Identification with groups: The role of personality and context。Journal of Personality，80，345-374。
21.	Schyns, B.、Sanders, K.(2007)。In the eyes of the beholder: Personality and the perception of leadership。Journal of Applied Social Psychology，37，2345-2363。
22.	Toomela, A.(2008)。Noncognitive correlates of education。Learning and Individual Differences，18，19-28。
23.	van Knippenberg, D.、Sleebos, E.(2006)。Organizational identification versus organizational commitment: Selfdefinition, social exchange, and job attitudes。Journal of Organizational Behavior，27，571-584。
24.	Brockner, J.、Higgins, E. T.、Low, M. B.(2004)。Regulatory Focus Theory and the Entrepreneurial Process。Journal of Business Venturing，19(2)，203-220。
25.	Epitropaki, O.、Martin, R.(2005)。The moderating role of individual differences in the relation between transformational/transactional leadership perceptions and organizational identification。Leadership Quarterly，16(4)，569-589。
26.	Erdheim, J.、Wang, M.、Zickar, M. J.(2006)。Linking the Big Five personality constructs to organizational commitment。Personality and Individual Differences，41(5)，959-970。
27.	Janssen, O.、Huang, X.(2008)。Us and me: Team identification and individual differentiation as complementary drivers of team members' citizenship and creative behaviors。Journal of Management，34(1)，69-88。
28.	Keller, R. T.(2006)。Transformational leadership, initiating structure, and substitutes for leadership: A longitudinal study of research and development project team performance。Journal of Applied Psychology，91(1)，202-210。
29.	Foreman, P.、Whetten, D. A.(2002)。Members' identification with multiple-identity organizations。Organization Science，13(6)，618-635。
30.	陸洛、謝碧霞、潘君鳳(20090900)。職場性別公平現況與性別公平知覺對工作態度之影響--臺灣全國樣本之分析。管理實務與理論研究，3(3)，78-102。延伸查詢
31.	Chen, G.、Kirkman, B. L.、Kanfer, R.、Allen, D.、Rosen, B.(2007)。A Multilevel Study of leadership, empowerment, and performance in teams。Journal of Applied Psychology，92(2)，331-346。
32.	Bartko, J. J.(1976)。On Various Intraclass Correlation Reliability Coefficients。Psychological Bulletin，83(5)，762-765。
33.	Judge, T. A.、Piccolo, R. F.(2004)。Transformational and transactional leadership: A meta-analysis test of their relative validity。Journal of Applied Psychology，89(5)，755-768。
34.	Bass, B. M.、Avolio, B. J.(1990)。The implications of transcational and transformational leadership for individual, team, and organizational development。Research in organizational change and development，4，231-272。
35.	Hogg, M. A.(2001)。A social identity theory of leadership。Personality and Social Psychology Review，5(3)，184-200。
36.	Podsakoff, P. M.、MacKenzie, S. B.(1997)。Impact of Organizational Citizenship Behavior on Organizational Performance: A Review and Suggestion for Future Research。Human Performance，10(2)，133-151。
37.	Goldberg, Lewis R.(1992)。The Development of Markers of the Big-Five Factor Structure。Psychological Assessmner，4(1)，26-42。
38.	Long, R. J.(1978)。The Effects of Employee Ownership on Organizational Identification, Employee Job Attitudes and Organizational Performance: A Tentative Framework and Empirical Findings。Human Relations，31(1)，29-48。
39.	Ashforth, B. E.、Mael, F. A.(1989)。Social Identity Theory & The Organization。Academy of Management Review，14(1)，20-39。
40.	Bagozzi, R. P.、Edwards, J. R.(1998)。A General Approach for Representing Constructs in Organizational Research。Organizational Research Methods，1(1)，45-87。
41.	Kreiner, G. F.、Ashforth, B. E.(2004)。Evidence toward an expanded model of organizational identification。Journal of Organizational Behavior，25(1)，1-27。
42.	Salancik, G. R.、Pfeffer, J.(1978)。A Social Information Processing Approach to Job Attitudes and Tasj Design。Administrative Science Quarterly，23(2)，224-253。
43.	Organ, D. W.、Lingl, A.(1995)。Personality, satisfaction, and organizational citizenship behavior。The Journal of Social Psychology，135(3)，339-350。
44.	Dooley, R. S.、Fryxell, G. E.(1999)。Attaining decision quality and commitment from dissent: The moderating effects of loyalty and competence in strategic decision-making teams。Academy of Management Journal，42(4)，389-402。
45.	Costa, Paul T. Jr.、McCrae, Robert R.(1988)。From Catalog to Classification: Murray's Needs and the Five-Factor Model。Journal of Personality and Social Psychology，55(2)，258-265。
46.	鄭伯壎、林姿葶、鄭弘岳、周麗芳、任金剛、樊景立(20100300)。家長式領導與部屬效能：多層次分析觀點。中華心理學刊，52(1)，1-23。延伸查詢
47.	溫金豐、林裘緒、錢書華(20110600)。轉換型領導與組織認同：領導者組織典範性知覺的調節效果。臺大管理論叢，21(2)，265-285。延伸查詢
48.	Jung, D. I.、Avolio, B. J.(2000)。Opening the black box: An experimental investigation of the mediating effects of trust and value congruence on transformational and transactional leadership。Journal of Organizational Behavior，21(8)，949-964。
49.	Landis, Ronald S.、Beal, Daniel J.、Tesluk, Paul E.(2000)。A comparison of approaches to forming composite measures in structural equation models。Organizational Research Methods，3(2)，186-207。
50.	Smidts, A.、Pruyn, Ad. Th. H.、Van Riel, C. B. M.(2001)。The impact of employee communication and perceived external prestige on organizational identification。Academy of Management Journal，44(5)，1051-1062。
51.	Bono, J. E.、Judge, T. A.(2003)。Self-concordance at Work: Toward Understanding the Motivational Effects of Transformational Leaders。Academy of Management Journal，46(5)，554-571。
52.	Nasser, F.、Takahashi, T.(2003)。The effect of using item parcels on ad hoc goodness-of-fit indexes in confirmatory factor analysis: An example using Sarason's reactions to tests。Applied Measurement in Education，16，75-97。
53.	James, L. R.、Demaree, R. G.、Wolf, G.(1993)。An assessment of within group interrater agreement。Journal of Applied Psychology，78(2)，306-400。
54.	彭台光、林鉦棽(20080200)。組織現象和層次議題：非獨立性資料的概念和實徵。組織與管理，1(1)，95-121。延伸查詢
55.	Harrison, D. A.、Price, K. H.、Gavin, J. H.、Florey, A. T.(2002)。Time, teams, and task performance: Changing effects of surface- and deep-level diversity on group functioning。Academy of Management Journal，45(5)，1029-1045。
56.	Amason, A. C.(1996)。Distinguishing the effects of functional and dysfunctional conflict on strategic decision making: Resolving a paradox for top management teams。Academy of Management Journal，39(1)，123-148。
57.	Walumbwa, F. O.、Avolio, B. J.、Zhu, W. C.(2008)。How transformational leadership weaves its influence on individual job performance: the role of identification and efficacy beliefs。Personnel Psychology，61(4)，793-825。
58.	Judge, T. A.、Heller, D.、Mount, M. K.(2002)。Five-factor model of personality and job satisfaction: A meta-analysis。Journal of Applied Psychology，87(3)，530-541。
59.	Schneider, B.(1983)。Interactional psychology and organizational behavior。Research in organizational behavior，5，1-31。
60.	張火燦、劉嘉雯、許宏明、繆敏志、童志隆(20110600)。主管心情感染與員工創新行為的關係：敬業貢獻與工作倦怠的中介角色。人力資源管理學報，11(2)，1-24。延伸查詢
61.	林鉦棽(20050800)。組織公民行為之跨層次分析：層級線性模式的應用。管理學報，22(4)，503-524。延伸查詢
62.	Kark, R.、Shamir, B. B.、Chen, G.(2003)。The two faces of transformational leadership: Empowerment and dependency。Journal of Applied Psychology，88(2)，246-255。
63.	Piccolo, R. F.、Colquitt, J. A.(2006)。Transformational leadership and job behaviors: The mediating role of core job characteristics。Academy of Management Journal，49(2)，327-340。
64.	Hogg, Michael A.、Terry, Deborah J.(2000)。Social Identity and Self-Categorization Processes in Organizational Contexts。Academy of Management Review，25(1)，121-140。
65.	James, Lawrence R.、Demaree, Robert G.、Wolf, Gerrit(1984)。Estimating Within-Group Interrater Reliability with and Without Response Bias。Journal of Applied Psychology，69(1)，85-98。
66.	Brown, Michael E.、Treviño, Linda K.(2006)。Ethical leadership: A review and future directions。The Leadership Quarterly，17(6)，595-616。
67.	Dutton, Jane E.、Dukerich, Janet M.、Harquail, Celia V.(1994)。Organizational Images and Member Identification。Administrative Science Quarterly，39(2)，239-263。
68.	Saucier, G.(1994)。Mini-Markers: A brief version of Goldberg's Unipolar Big-Five Markers。Journal of Personality Assessment，63(3)，506-516。
69.	Tett, Robert P.、Burnett, Dawn D.(2003)。A personality trait-based interactionist model of job performance。Journal of Applied Psychology，88(3)，500-517。
70.	Barrick, Murray R.、Mount, Michael K.(1991)。The big five personality dimensions and job performance: A meta-analysis。Personnel Psychology，44(1)，1-26。
71.	林家五(20060900)。認定與認同在組織中的運作歷程：利益關係者理論的觀點。人力資源管理學報，6(3)，119-142。延伸查詢
72.	Podsakoff, Philip M.、MacKenzie, Scott B.、Moorman, Robert H.、Fetter, Richard(1990)。Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors。The Leadership Quarterly，1(2)，107-142。
73.	Day, David V.、Silverman, Stanley B.(1989)。Personality and job performance: evidence of incremental validity。Personnel Psychology，42(1)，25-36。
74.	Muchinsky, Paul M.、Monahan, Carlyn J.(1987)。What is person-environment congruence? Supplementary versus complementary models of fit。Journal of Vocational Behavior，31(3)，268-277。
75.	Bono, J. E.、Judge, Timothy A.(2004)。Personality and Transformational and Transactional Leadership: A Meta-Analysis。Journal of Applied Psychology，89(5)，901-910。
76.	溫金豐(20050600)。新進專業人員的組織社會化戰術與組織認同之關係：工作經驗與成長需求強度的干擾效應。臺大管理論叢，15(2)，143-164。延伸查詢
77.	黃家齊(20020600)。人力資源管理系統與組織績效--智慧資本觀點。管理學報，19(3)，415-450。延伸查詢
78.	Podsakoff, Philip M.、Organ, Dennis W.(1986)。Self-Reports in Organizational Research: Problems and Prospects。Journal of Management，12(4)，531-544。
79.	Kelman, Herbert C.(1961)。Processes of Opinion Change。Public Opinion Quarterly，25(1)，57-78。
80.	Hu, Li-tze、Bentler, Peter M.(1999)。Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives。Structural Equation Modeling: A Multidisciplinary Journal，6(1)，1-55。
81.	Judge, Timothy A.、Cable, Daniel M.(1997)。Applicant personality, organizational culture, and organization attraction。Personnel Psychology，50(2)，359-394。
82.	Mael, Fred A.、Ashforth, Blake E.(1992)。Alumni and Their Alma Mater: A Partial Test of the Reformulated Model of Organizational Identification。Journal of Organizational Behavior，13(2)，103-123。
83.	Shamir, Boas、House, Robert J.、Arthur, Michael B.(1993)。The motivational effects of charismatic leadership: A self-concept based theory。Organization Science，4(4)，577-594。
84.	Allen, Natalie J.、Meyer, John P.(1990)。The Measurement and Antecedents of Affective Commitment and Normative Commitment to the Organization。Journal of Occupational and Organizational Psychology，63(1)，1-18。
85.	Podsakoff, Philip M.、MacKenzie, Scott B.、Lee, Jeong-Yeon、Podsakoff, Nathan P.(2003)。Common method biases in behavioral research: A critical review of the literature and recommended remedies。Journal of Applied Psychology，88(5)，879-903。
86.	Parry, K.(2000)。Does Leadership Help the Bottom Line?。New Zealand Management，47(3)，38-41。
87.	McCrae, R. R.(1994)。Openness to experience: Expanding the boundaries of factor V。European Journal of Personality，8，251-272。

圖書
1.	Watson, D.、Casillas, A.(2003)。Neuroticism: Adaptive and maladaptive features。Virtue, vice, and personality: The complexity of behavior。Washington, DC：American Psychological Association。
2.	Haslam, S. Alexander、Oakes, Penelope J.、Turner, John C.(1994)。Stereotyping and Social Reality。Oxford, UK：Blackwell。
3.	Weber, M.、Parsons, T.(1947)。The theory of social and economic organizations。New York：Oxford University Press。
4.	邱皓政(2004)。量化硏究與統計分析：SPSS中文視窗版資料分析範例解析。台北市：五南圖書出版股份有限公司。延伸查詢
5.	Mowday, R. T.、Porter, L.M.、Steers, R.M.(1982)。Employee organizational link ages : The psychology of commitment absenteeism, and turnover。New York：Academic Press。
6.	Costa, P. T.、McCrae, R. R.(1992)。Revised NEO Personality Inventory (NEO-PIR) and NEO Five-Factor Inventory (NEO-FFI) Professional Manual。Odessa, F1：Psychological Assessment Resources, Inc.。
7.	Klein, K. J.、Kozlowski, S. W. J.(2000)。Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions。Jossey-Bass。
8.	Bass, Bernard M.(1990)。Bass & stogdill's handbook of leadership: Theory, research, and managerial applications。New York：Free Press。
9.	Bass, B. M.(1998)。Transformational leadership: Industry, military, and educational impact。Lawrence Erlbaum Associates。
10.	Bass, B. M.、Avolio, B. J.(1997)。Full-range of leadership development: Manual for the Multifactor Leadership Questionnaire。Palo Alto, CA：Mind Garden。
11.	Bass, Bernard M.(1985)。Leadership and Performance Beyond Expectations。Free Press。
12.	Burns, James MacGregor(1978)。Leadership。Harper & Row。
13.	Raudenbush, Stephen W.、Bryk, Anthony S.(2002)。Hierarchical Linear Models: Applications and Data Analysis Methods。Thousand Oaks, CA：Sage Press。
14.	Hair, Joseph F. Jr.、Anderson, Rolph E.、Tatham, Ronald L.、Black, William C.(1995)。Multivariate Data Analysis: with Readings。Prentice Hall。
15.	Hogg, M. A.(2003)。Social identity。Handbook of self and identity。New York：The Guilford Press。

圖書論文
1.	Tajfel, Henri(1978)。Interindividual behaviour and intergroup behaviour。Differentiation between social groups: Studies in the social psychology of intergroup relations。Academic。
2.	van Knippenberg, D.、Ellemers, N.(2003)。Social identity and group performance: Identification as the key to group-oriented effort。Social identity at work: Developing theory for organizational practice。New York：Psychology Press。
3.	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。Oxford：Elsevier Science。
4.	Pratt, Michael G.(1998)。To be or not to be? Central questions in organizational identification。Identity in organizations: Building theory through conversations。Sage。
5.	John, O. P.、Srivastava, S.(1999)。The Big Five trait taxonomy: History, measurement, and theoretical perspectives。Handbook of personality: Theory and research。New York：Guilford Press。
6.	House, R. J.(1977)。A 1976 theory of charismatic leadership。Leadership: The cutting edge。Carbondale, Southern Illinois：Southern Illinois University Press。
7.	Browne, Michael W.、Cudeck, Robert(1993)。Alternative ways of assessing model fit。Testing Structural Equation Models。Sage。
8.	Tajfel, Henri、Turner, John C.(1986)。The Social Identity Theory of Intergroup Behavior。Psychology of Intergroup Relations。Nelson-Hall。

推文
推薦
引用網址
引用嵌入語法
轉寄

top

:::

相關期刊
相關論文
相關專書
相關著作
熱門點閱

1.	部屬啊！您有做自己的機會嗎？尚嚴、專權雙元領導與部屬任務績效之關聯性：以情緒調節策略揭開潘朵拉的盒子
2.	病患不文明行為對情緒調節的影響：壓力心態與顧客導向的調節式中介模式
3.	集體獎懲對組織認同之影響--以預先告知為調節變項
4.	若即若離？探索TSSCI商管社群網絡結構及知識活動--編輯群重疊的策略觀點
5.	以跨層級分析探討智慧領團App對帶團的影響
6.	家長式領導與倫理氣候如何促進公民行為：跨層次分析觀點
7.	智慧資本對公司績效之影響：以臺灣電子公司為例
8.	學生及學校因素對合作式問題解決表現之多層級分析
9.	以地方權益關係人觀點探討臺南市新化區歷史街區振興推動經驗
10.	醫院護理主管領導行為、團隊健康氣候及護理人員職場幸福感之多層次研究：護理人員健康行為之中介效果驗證
11.	以對偶關係探討認知差異對員工態度及行為的影響
12.	心理契約與工作熱情關係之研究--以組織信任為中介變項
13.	轉型領導與家長式領導在運動領導研究的回顧與展望
14.	行政法人改制過程組織認同重要性之研究
15.	品牌重定位與經營績效之間的關係：轉換型領導所扮演的角色

1.	公務人員組織認定與關係認定契合之影響：路徑、後果及調節效果
2.	行政機關改制行政法人關鍵因素之研究_以智慧資本及組織認同之觀點
3.	以跨層次模型探討職涯使命感與組織公平氛圍對公部門員工個人工作行為之影響
4.	跨層次觀點下家長式領導、倫理氣候、組織承諾與組織公民行為關係之研究
5.	創造性探究教學模組對高中社團學生科學探究能力、科學創造力與科學學習動機之影響
6.	威權領導對任務績效之影響:以LMX及部屬職場偏差行為為中介因子
7.	職場個人學習、創新效能感、工作動機、創造力及工作績效間之關係—以組織創新氛圍為跨層次調節效果
8.	部屬對主管印象管理行為知覺組織內互動公平的研究：以主管與部屬交換關係為觀點
9.	組織認同對組織績效與成員行為跨層次分析
10.	智慧資本與環境偵測對組織學習與組織控制效果之影響--以政府部門為例
11.	新北市高級中等學校校長知識領導、教師組織公民行為與學校創新經營效能關係之研究
12.	影響中學學生閱讀素養個人及學校因素之研究~以PISA 2015台灣資料庫為例
13.	國民中小學校人事人員情緒勞務、職場友誼以及組織認同關係之研究
14.	工作資源對離職傾向、員工主動行為與工作動機與之影響：以國軍政策制訂單位志願役軍官人員為例
15.	團隊中的自主性與成員效能：家長式領導的調節

1.	家長式領導對運動團隊文化的影響：團隊內互動的中介效果及運動動機的調節效果
2.	團隊領導對團隊效能的影響：以教練效能及領導信任為中介效果
3.	績效管理與發展 : 建構組織人力資本工具與應用
4.	策略性人力資源管理措施對員工服務補救續效影響之研究 : 組織承諾、工作滿意的中介效果
5.	成就動機對組織公民行為的影響--以領導者和部屬交換關係和團隊成員交換關係為調節效果

無相關著作

1.	獎酬誘因、成員信任與知識分享之關聯--部門做為調節效果
2.	豐臣秀吉侵略朝鮮：日、朝、明三國軍中之疾疫、情蒐與通訊
3.	員工每日工作情緒及其對工作結果之影響
4.	職業倦怠研究在臺灣之回顧與前瞻
5.	非營利組織志工的組織認同與工作投入關係之研究
6.	知覺屈就(高才低就、才非所用)與轉職行為之研究
7.	「罵」有用嗎？以資源保存理論看不當督導對部屬的影響
8.	權力基礎理論 : 權力定義與權力增生性
9.	商船船員之工作家庭衝突與離職傾向之關聯性分析：探討人力資源管理措施的調節角色
10.	領導者特質、企業文化與品牌個性間之關係初探--長期歷史觀點
11.	組織變革中的領導力：當代力學與美學觀點初探
12.	熟齡員工如何符合組織人力資源發展需求？朝向組織發展、生涯規劃至人力資源再運用的整合觀點
13.	領導成員交換關係、心理契約滿足與組織公民行為理論模型驗證：資源配置與社會資本觀點
14.	非營利組織績效評量指標之建構

QR Code

臺灣人文及社會科學引文索引資料庫系統

詳目顯示

臺灣人文及社會科學引文索引資料庫