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台資中小企業幹部領導風格與工作績效之研究 = A Study of Ta...

劉小蘭

台資中小企業幹部領導風格與工作績效之研究 = A Study of Taiwan-Funded SMEs’ Leadership Style and Job Performance：An Observation from Taiwan Enterprises in Xiamen : 以廈門台企為例

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	A Study of Taiwan-Funded SMEs’ Leadership Style and Job Performance：An Observation from Taiwan Enterprises in Xiamen
副題名:	以廈門台企為例
作者:	劉小蘭,
其他團體作者:	國立高雄大學
出版地:	[高雄市]
出版者:	撰者;
出版年:	2012[民101]
面頁冊數:	98面圖，表格 : 30公分;
標題:	組織文化
標題:	Organizational culture
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/75046502412969409241
附註:	參考書目：面73-85
摘要註:	本土企業前往中國大陸發展，首要面對「用人」問題，領導風格會影響員工的工作績效，因此，為讓台資企業在大陸的永續發展，值得深入探討影響員工工作績效之因素為何。本研究目的在探討組織文化、領導風格、員工職能、創新能力對工作績效之關係，進一步深入探討組織文化對於組織內主管領導風格之影響，並以創新能力及員工職能當作中介變數，找出主管領導風格與員工工作績效是否具有顯著關係。本研究採用文獻分析法與問卷調查以蒐集、探討國內外相關文獻，作為擬定研究架構與編製調查問卷內容之依據，並以中國廈門市各個產業公司之主管及員工為研究對象，總計發出495份問卷，回收461份有效問卷，再以敘述性統計分析、相關分析、t 檢定、變異數分析、迴歸分析等統計方法進行資料分析驗證，對研究資料進行假設檢定。本研究獲致以下之研究結果：組織文化對於領導風格，領導風格對於工作績效，領導風格對於創新能力，創新能力對於工作績效，領導風格對於員工職能，員工職能對於工作績效，員工職能對於創新能力皆有正面且顯著影響。創新能力與員工職能扮演領導風格及工作績效之關係的中介效果。人口統計變項對於構面上會有看法上的差異。因而本研究所獲致之管理意涵 :從領導風格來探討員工的工作績效並肯定領導行為對於企業在提升員工工作績效上，具有顯著效果以及建立以績效為導向之升遷制度，提供員工職涯發展路徑。本研究最後依據所驗證的架構理論與管理上的意涵，提出後續研究者未來進一步研究建議。 The development of local enterprises in China, first step should face of the "employer" issue, the leadership style will affect the employees' job performance, therefore, for the sustainable development of Taiwan enterprises in China, it is worth to discuss what factors that affect employee job performance.The purpose of this study explores the Organizational culture, Leadership style, Innovation capability, Job Performance and Employee Competence, and explores the relationship between Organizational culture and Leadership style, and make Innovation capacity and Employee Competence as an intermediary variableand try to find out if it exists significant relationship between leadership style and employee’s job performance.This study adopted both Documentary Analysis and Questionnaire Survey. Documentary Analysis used to explore the international relative data to make the framework and organize the questionnaire content. The participants in this study were department in Amoy . The data collections were conducted by the method of Questionnaire survey. The total of 495 copies of questionnaire had been issued and received 461effectively. The samples were examined carefully and made hypothesis testing by a series of statistic methods including Descriptive Statistics, Correlation Analysis, Factor Analysis, T Test, ANOVA Analysis, and Regression Analysis.The results of the tests revealed: Organizational culture for Leadership style, Leadership style for Innovation capability, Innovation capability for Job Performance,Leadership style for Employee Competence, Employee Competence for Job Performance all have the significant correlation. Innovation capacity and Employee Competence as an intermediary variable between Leadership style and Job Performance. Significant differences among demographic variables exist significant differences.Through the study we have reached the following management meaning :It is true that leadership can play a significant role on Job Performance, and build a system to provide employee’s career planning. And promotion system based on performance can provide staff a better way of working career.

台資中小企業幹部領導風格與工作績效之研究 = A Study of Taiwan-Funded SMEs’ Leadership Style and Job Performance：An Observation from Taiwan Enterprises in Xiamen : 以廈門台企為例
劉, 小蘭

台資中小企業幹部領導風格與工作績效之研究 = A Study of Taiwan-Funded SMEs’ Leadership Style and Job Performance：An Observation from Taiwan Enterprises in Xiamen : 以廈門台企為例 / 劉小蘭撰 - [高雄市] : 撰者, 2012[民101]. - 98面 ; 圖，表格 ; 30公分.
參考書目：面73-85.
組織文化Organizational culture

台資中小企業幹部領導風格與工作績效之研究 = A Study of Taiwan-Funded SMEs’ Leadership Style and Job Performance：An Observation from Taiwan Enterprises in Xiamen : 以廈門台企為例
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