國立高雄大學圖資館 |

語系: 繁體中文

說明(常見問題)

圖資館首頁

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

家長式領導、組織認同與工作績效關係之研究─以岡山本洲工業區為例 = A ...

吳國平

家長式領導、組織認同與工作績效關係之研究─以岡山本洲工業區為例 = A Study on the Relationships between Paternalistic Leadership, Organizational Identification and Work Performance-Using the Benjhou Industrial Park in Gangshan as an Example

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	A Study on the Relationships between Paternalistic Leadership, Organizational Identification and Work Performance-Using the Benjhou Industrial Park in Gangshan as an Example
作者:	吳國平,
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:	2013[民102]
面頁冊數:	90面圖，表格 : 30公分;
標題:	家長式領導
標題:	Paternalistic Leadership
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/53814707663439908829
附註:	參考書目：面76-82
附註:	102年10月31日公開
摘要註:	本研究係以家長式領導、組織認同及工作績效間之關係為探討主題，旨在確立家長式領導風格將影響組織認同與工作績效上的關係與表現，首先研究者探討領導理論、家長式領導、組織認同及工作績效上之相關文獻，再以文獻分析為依據，建立研究假設。其次檢驗家長式領導、組織認同及工作績效量表，以為實證的工具。以岡山本洲工業區為母群體，採問卷調查進行分析與比較，共250個樣本進行施測，回收有效問卷數為229份，以此檢定研究假設。本研究經實證統計分析結果如下：一、「家長式領導」對「組織認同」有顯著正向影響。二、「家長式領導」對「工作績效」有顯著正向影響。三、「組織認同」對「工作績效」有顯著正向影響。四、「家長式領導」會透過「組織認同」的中介效果影響「工作績效」。根據本研究結果，提出下列建議：一、「家長式領導」對「組織認同」與「工作績效」兩個變項均有正面且顯著之影響。因此建議領導者除運用家長式領導嚴格要求部屬工作績效外，更必須運用仁慈關心的柔性領導，讓部屬對組織產生認同，更強化提升工作績效。二、傳統產業有別於大型公司有完整的績效考核為管理工具，家長式領導兼顧情、理、法恩威並濟的管理藝術，提升部屬對組織的認同感有助於部屬接受挑戰並自我突破，以提高員工的工作績效更相對提升公司競爭力。 Using the relationships between paternalistic leadership, organizational identification, and work performance as the theme of exploration, this study aims to establish that the paternalistic leadership style has effects on the relationship and manifestation between organizational identification and work performance. The researcher first explores the relevant literatures on leadership theories, paternalistic leadership, organizational identification, and work performance, and then formulates the hypotheses of the study based on analysis of the literatures. Subsequently, paternalistic leadership, organizational identification, and work performance scale are examined as empirical tools. Using the Benjhou Industrial Park in Gangshan as the population, questionnaire surveys were conducted for analysis and comparisons. A total of 250 samples were drawn, out of which 229 valid questionnaires were collected and utilized to test the hypotheses of the study.Upon empirical statistical analysis, the study attained the following results:1.“Paternalistic leadership” has a significant, positive effect on “organizational identification”.2.“Paternalistic leadership” has a significant, positive effect on “work performance”.3.“Organizational identification” has a significant, positive effect on “work performance”.4.“Paternalistic leadership” can influence “work performance” via the mediating effects of “organizational identification”.Based on the results of the study, the following recommendations are rendered:1.“Paternalistic leadership” has positive and significant effects on both the variables of “organizational identification” and “work performance.” Hence, it is recommended that, in addition to exercising paternalistic leadership to sternly demand work performance from subordinates, leaders must also employ flexible leadership with benevolence and thoughtfulness, so as to grow subordinates’ identification with the organization, and strengthen and elevate their work performance.2.Traditional industries are different from large-sized companies, which have comprehensive performance appraisals available for use as a management tool. Paternalistic leadership is an art of management that combines feeling, reason and law, where severity is tempered with gentleness. Enhancing subordinates’ identification with the organization can help them accept challenge and give rise to self-breakthrough, so as to elevate employees’ work performance and relatively increase the company’s competitiveness.

家長式領導、組織認同與工作績效關係之研究─以岡山本洲工業區為例 = A Study on the Relationships between Paternalistic Leadership, Organizational Identification and Work Performance-Using the Benjhou Industrial Park in Gangshan as an Example
吳, 國平

家長式領導、組織認同與工作績效關係之研究─以岡山本洲工業區為例 = A Study on the Relationships between Paternalistic Leadership, Organizational Identification and Work Performance-Using the Benjhou Industrial Park in Gangshan as an Example / 吳國平撰 - [高雄市] : 撰者, 2013[民102]. - 90面 ; 圖，表格 ; 30公分.
參考書目：面76-82102年10月31日公開.
家長式領導Paternalistic Leadership

家長式領導、組織認同與工作績效關係之研究─以岡山本洲工業區為例 = A Study on the Relationships between Paternalistic Leadership, Organizational Identification and Work Performance-Using the Benjhou Industrial Park in Gangshan as an Example
LDR:05581nam0a2200289 450 001 389612
005 20170214094409.0
009 389612
010 0 $b 精裝
010 0 $b 平裝
100 $a 20170214d2013 k y0chiy05 e
101 1 $a chi $d chi $d eng
102 $a tw
105 $a ak am 000yy
200 1 $a 家長式領導、組織認同與工作績效關係之研究─以岡山本洲工業區為例 $d A Study on the Relationships between Paternalistic Leadership, Organizational Identification and Work Performance-Using the Benjhou Industrial Park in Gangshan as an Example $z eng $f 吳國平撰
210 $a [高雄市] $c 撰者 $d 2013[民102]
215 0 $a 90面 $c 圖，表格 $d 30公分
300 $a 參考書目：面76-82
300 $a 102年10月31日公開
314 $a 指導教授：黃英忠博士，杜佩蘭博士
328 $a 碩士論文--國立高雄大學高階經營管理碩士在職專班(EMBA)
330 $a 本研究係以家長式領導、組織認同及工作績效間之關係為探討主題，旨在確立家長式領導風格將影響組織認同與工作績效上的關係與表現，首先研究者探討領導理論、家長式領導、組織認同及工作績效上之相關文獻，再以文獻分析為依據，建立研究假設。其次檢驗家長式領導、組織認同及工作績效量表，以為實證的工具。以岡山本洲工業區為母群體，採問卷調查進行分析與比較，共250個樣本進行施測，回收有效問卷數為229份，以此檢定研究假設。本研究經實證統計分析結果如下：一、「家長式領導」對「組織認同」有顯著正向影響。二、「家長式領導」對「工作績效」有顯著正向影響。三、「組織認同」對「工作績效」有顯著正向影響。四、「家長式領導」會透過「組織認同」的中介效果影響「工作績效」。根據本研究結果，提出下列建議：一、「家長式領導」對「組織認同」與「工作績效」兩個變項均有正面且顯著之影響。因此建議領導者除運用家長式領導嚴格要求部屬工作績效外，更必須運用仁慈關心的柔性領導，讓部屬對組織產生認同，更強化提升工作績效。二、傳統產業有別於大型公司有完整的績效考核為管理工具，家長式領導兼顧情、理、法恩威並濟的管理藝術，提升部屬對組織的認同感有助於部屬接受挑戰並自我突破，以提高員工的工作績效更相對提升公司競爭力。 Using the relationships between paternalistic leadership, organizational identification, and work performance as the theme of exploration, this study aims to establish that the paternalistic leadership style has effects on the relationship and manifestation between organizational identification and work performance. The researcher first explores the relevant literatures on leadership theories, paternalistic leadership, organizational identification, and work performance, and then formulates the hypotheses of the study based on analysis of the literatures. Subsequently, paternalistic leadership, organizational identification, and work performance scale are examined as empirical tools. Using the Benjhou Industrial Park in Gangshan as the population, questionnaire surveys were conducted for analysis and comparisons. A total of 250 samples were drawn, out of which 229 valid questionnaires were collected and utilized to test the hypotheses of the study.Upon empirical statistical analysis, the study attained the following results:1.“Paternalistic leadership” has a significant, positive effect on “organizational identification”.2.“Paternalistic leadership” has a significant, positive effect on “work performance”.3.“Organizational identification” has a significant, positive effect on “work performance”.4.“Paternalistic leadership” can influence “work performance” via the mediating effects of “organizational identification”.Based on the results of the study, the following recommendations are rendered:1.“Paternalistic leadership” has positive and significant effects on both the variables of “organizational identification” and “work performance.” Hence, it is recommended that, in addition to exercising paternalistic leadership to sternly demand work performance from subordinates, leaders must also employ flexible leadership with benevolence and thoughtfulness, so as to grow subordinates’ identification with the organization, and strengthen and elevate their work performance.2.Traditional industries are different from large-sized companies, which have comprehensive performance appraisals available for use as a management tool. Paternalistic leadership is an art of management that combines feeling, reason and law, where severity is tempered with gentleness. Enhancing subordinates’ identification with the organization can help them accept challenge and give rise to self-breakthrough, so as to elevate employees’ work performance and relatively increase the company’s competitiveness.
510 1 $a A Study on the Relationships between Paternalistic Leadership, Organizational Identification and Work Performance-Using the Benjhou Industrial Park in Gangshan as an Example $z eng
610 0 $a 家長式領導 $a 組織認同 $a 工作績效
610 1 $a Paternalistic Leadership $a Organizational Identification $a Work Performance
681 $a 008M/0019 $b 349908 2661 $v 2007年版
700 1 $a 吳 $b 國平 $4 撰 $3 614478
712 0 2 $a 國立高雄大學 $b 高階經營管理碩士在職專班(EMBA) $3 166055
801 0 $a tw $b NUK $c 20131007 $g CCR
856 7 $z 電子資源 $2 http $u http://handle.ncl.edu.tw/11296/ndltd/53814707663439908829