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研究生: 林雨屏
Lin, Yu-Ping
論文名稱: 威權領導、員工建言行為與主管建言評價關聯之研究-以傳統性為調節效果
The Relationship between Authoritarian Leadership, Employee Voice Behavior, and Managers’ Evaluation of Voice: The Moderating Effect of Traditionality
指導教授: 陳怡靜
Chen, Yi-Ching
學位類別: 碩士
Master
系所名稱: 科技應用與人力資源發展學系
Department of Technology Application and Human Resource Development
論文出版年: 2020
畢業學年度: 108
語文別: 中文
論文頁數: 95
中文關鍵詞: 威權領導員工建言行為主管建言評價傳統性
英文關鍵詞: Authoritarian Leadership, Employee Voice Behavior, Managers’ Evaluation of Voice, Traditionality
DOI URL: http://doi.org/10.6345/NTNU202001626
論文種類: 學術論文
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  • 本研究目的為探討威權領導、員工建言行為與主管建言評價之間的關聯性,以員工及主管的傳統性作為調節效果。採用問卷調查的方式,以便利抽樣形式,針對各產業之企業全職之員工及主管為研究對象,並採配對的方式發放問卷,由一位員工對一位主管,有效問卷共 126 對,有效回收率為 93.33%。研究結果顯示:(1) 威權領導與促進 性建言、抑制性建言具有負向影響;(2) 促進性建言、抑制性建言與主管建言評價具有正向影響,抑制性建言與研究預期假設相反;(3) 員工的傳統性在威權領導與促進性建言和抑制性建言之間具有強化之調節效果。最後,根據分析之結果進行討論,並提出管理上的實務意涵與未來的研究建議。

    The purpose of this study is to investigate the relationship between authoritarian leadership, employee voice behavior, and managers’ evaluation of voice, as well as the moderating effects of traditionality. By questionnaire survey, the data were collected from full-time employees and supervisors as paired from different organization and industry, and one employee matches one supervisor. The study collected 126 paired of valid questionnaires, and there is a 93.33% return rate. The results of the study show that: (1) There’s a negative influence between authoritarian leadership and promotive voice, prohibitive voice. (2) There’s a positive influence between promotive voice, prohibitive voice and managers’ evaluation of voice, and prohibitive voice is opposite of what is originally study expected. (3) Employee’s traditionality has a moderating effect in the relationship between authoritarian leadership and promotive voice, prohibitive voice. Finally, based on the results of the analysis, management implications and future research directions are discussed.

    謝 誌 i 中文摘要 iii ABSTRACT v 目 錄 vii 表 次 ix 圖 次 xi 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的 7 第三節 重要名詞釋義 8 第二章 文獻探討 11 第一節 威權領導 11 第二節 員工建言行為 16 第三節 主管建言評價 21 第四節 傳統性 23 第五節 各變項間的關聯性 27 第三章 研究設計與方法 33 第一節 研究架構與研究假設 33 第二節 研究流程 35 第三節 研究方法與對象 36 第四節 研究工具 38 第五節 資料分析方法 43 第四章 資料分析結果 45 第一節 敘述性統計 45 第二節 驗證性因素分析 51 第三節 相關分析 56 第四節 假設驗證 58 第五章 結論與建議 67 第一節 研究結果與討論 67 第二節 實務意涵 72 第三節 研究限制與未來研究建議 74 參考文獻 77 附 錄 89 附錄一 員工研究問卷 90 附錄二 主管研究問卷 93

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