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題名 女性領導者如何成為轉換型領導者：領導者之認定整合與組織場域之性別線索多樣性研究
To be a transformational leader: the study of female leader’s identity integration and contextual cues作者 林玫綺
Lin, Mei-Chi貢獻者 郭建志
Kuo, Chien-Chih
林玫綺
Lin, Mei-Chi關鍵詞 認定威脅
轉換型領導
組織中的性別線索多樣性
主管忠誠
主管知覺心理安全感
Identity integration
Transformational leadership
Diversity of gender-related cues in the organization
Loyalty to supervisors
Supervisors’ perceived psychological safety日期 2019 上傳時間 6-Dec-2019 09:22:05 (UTC+8) 摘要 Social congruity theory pointed out the great struggle for female leaders to fight against is the dilemma between the stereotypical gender role and leader prototype. The current study proposes a moderated mediation model to examine how female leader’s gender-manager identity integration (GMII), degree to which two social identities are perceived as compatible with or in opposition with each other, has its positive effect on helping them gain balance between the two possibly contradicting identities, and performing a blending leading style perceived by followers as transformational leadership. And in turn positively influences followers’ loyalty to supervisors. Further, according to interactionism in identity theory, diversity of gender-related cues in the organization has also been included in the model as it may strengthen the relationship between identity integration and transformational leadership and the overall mediation effect. Since little is known to the concrete behavioural pattern and mechanism of identity integration, the study not only contributes to the literature of identity integration, but also turns the table for female leaders in recognition of the advantage of combing the two social identities and fulfils the need of organizations calling for more transformational leaders in current trend. The current study acquired a sample of 32 managers and 87 employees. Though the results merely support the predicted relationship between GMII and transformational leadership, additional analysis focusing on the effect of identity integration within female leaders themselves found the interaction of GMII and gender-inclusive policies and practices have significant effect on elevating female managers’ perceived psychological safety. 參考文獻 Antonakis, J., Avolio, B. J., & Sivasubramaniam, N. (2003). Context and leadership: An examination of the nine-factor full-range leadership theory using the Multifactor Leadership Questionnaire. The leadership quarterly, 14(3), 261-295. https://doi.org/10.1016/S1048-9843(03)00030-4 Ashforth, B. E., Johnson, S. A., Hogg, M., & Terry, D. (2001). Which hat to wear. Social identity processes in organizational contexts, 32-48. Bakan, D. (1966). The duality of human existence: An essay on psychology and religion. Bass, & Avolio. (1995). MLQ multifactor leadership questionnaire: Mind Garden. Bass, B. M., & Avolio, B. J. (2000). Multifactor Leadership Questionnaire: MLQ; Sampler Set; Technical Report, Leader Form, Rater Form, and Scoring Key for MLQ Form 5x-short: Mind Garden. Becker, T. E., Billings, R. S., Eveleth, D. M., & Gilbert, N. L. (1996). Foci and bases of employee commitment: Implications for job performance. Academy of management journal, 39(2), 464-482. https://doi.org/10.5465/256788 Bem, S. L. (1974). The measurement of psychological androgyny. Journal of consulting and clinical psychology, 42(2), 155-162. https://doi.org/10.1037/h0036215 Bem, S. L., & Lewis, S. A. (1975). Sex role adaptability: One consequence of psychological androgyny. Journal of personality and Social Psychology, 31(4), 634-643. https://doi.org/10.1037/h0077098 Benet-Martínez, V., Lee, F., & Leu, J. (2006). Biculturalism and cognitive complexity: Expertise in cultural representations. Journal of Cross-cultural psychology, 37(4), 386-407. https://doi.org/10.1177/0022022106288476 Benet-Martínez, V., Leu, J., Lee, F., & Morris, M. W. (2002). Negotiating biculturalism: Cultural frame switching in biculturals with oppositional versus compatible cultural identities. Journal of Cross-cultural psychology, 33(5), 492-516. https://doi.org/10.1177/0022022102033005005 Benet‐Martínez, V., & Haritatos, J. (2005). Bicultural identity integration (BII): Components and psychosocial antecedents. Journal of personality, 73(4), 1015-1050. https://doi.org/10.1177/0022022106288476 Brenner, O., Tomkiewicz, J., & Schein, V. E. (1989). The relationship between sex role stereotypes and requisite management characteristics revisited. Academy of Management Journal, 32(3), 662-669. https://doi.org/10.2307/256439 Brewer, M. B., & Gardner, W. (1996). Who is this" We"? Levels of collective identity and self representations. 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國立政治大學
心理學系
106752005資料來源 http://thesis.lib.nccu.edu.tw/record/#G0106752005 資料類型 thesis dc.contributor.advisor 郭建志 zh_TW dc.contributor.advisor Kuo, Chien-Chih en_US dc.contributor.author (Authors) 林玫綺 zh_TW dc.contributor.author (Authors) Lin, Mei-Chi en_US dc.creator (作者) 林玫綺 zh_TW dc.creator (作者) Lin, Mei-Chi en_US dc.date (日期) 2019 en_US dc.date.accessioned 6-Dec-2019 09:22:05 (UTC+8) - dc.date.available 6-Dec-2019 09:22:05 (UTC+8) - dc.date.issued (上傳時間) 6-Dec-2019 09:22:05 (UTC+8) - dc.identifier (Other Identifiers) G0106752005 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/127730 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 心理學系 zh_TW dc.description (描述) 106752005 zh_TW dc.description.abstract (摘要) Social congruity theory pointed out the great struggle for female leaders to fight against is the dilemma between the stereotypical gender role and leader prototype. The current study proposes a moderated mediation model to examine how female leader’s gender-manager identity integration (GMII), degree to which two social identities are perceived as compatible with or in opposition with each other, has its positive effect on helping them gain balance between the two possibly contradicting identities, and performing a blending leading style perceived by followers as transformational leadership. And in turn positively influences followers’ loyalty to supervisors. Further, according to interactionism in identity theory, diversity of gender-related cues in the organization has also been included in the model as it may strengthen the relationship between identity integration and transformational leadership and the overall mediation effect. Since little is known to the concrete behavioural pattern and mechanism of identity integration, the study not only contributes to the literature of identity integration, but also turns the table for female leaders in recognition of the advantage of combing the two social identities and fulfils the need of organizations calling for more transformational leaders in current trend. The current study acquired a sample of 32 managers and 87 employees. Though the results merely support the predicted relationship between GMII and transformational leadership, additional analysis focusing on the effect of identity integration within female leaders themselves found the interaction of GMII and gender-inclusive policies and practices have significant effect on elevating female managers’ perceived psychological safety. en_US dc.description.tableofcontents Table of Contents Abstract i Table of Contents ii Table of Tables v Table of Figures vii Chapter 1. Introduction 1 Chapter 2. Theory and Hypotheses 7 Identity integration 7 Identity integration and perceived transformational leadership 9 GMII and Followers’ loyalty to supervisors via transformational leadership 11 Moderating role of diversity of gender-related cues in the organization 15 Chapter 3. Method 18 Participant and procedure 18 Measures 21 Chapter 4. Result 33 Analysis 33 Correlation 33 Model comparison 37 Direct, indirect effect and moderated mediation 38 Discussion 42 Chapter 5. Additional Analysis 43 Method 45 Results 48 Discussion 52 Chapter 6. General Discussion 53 Limitations and Future research 57 References 59 Appendix 65 Questionnaire for supervisors in Time 1 65 Questionnaire for supervisors in Time 2 70 Questionnaire for subordinates in Time 1 73 Questionnaire for subordinates in Time 2 77 zh_TW dc.format.extent 2105515 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0106752005 en_US dc.subject (關鍵詞) 認定威脅 zh_TW dc.subject (關鍵詞) 轉換型領導 zh_TW dc.subject (關鍵詞) 組織中的性別線索多樣性 zh_TW dc.subject (關鍵詞) 主管忠誠 zh_TW dc.subject (關鍵詞) 主管知覺心理安全感 zh_TW dc.subject (關鍵詞) Identity integration en_US dc.subject (關鍵詞) Transformational leadership en_US dc.subject (關鍵詞) Diversity of gender-related cues in the organization en_US dc.subject (關鍵詞) Loyalty to supervisors en_US dc.subject (關鍵詞) Supervisors’ perceived psychological safety en_US dc.title (題名) 女性領導者如何成為轉換型領導者：領導者之認定整合與組織場域之性別線索多樣性研究 zh_TW dc.title (題名) To be a transformational leader: the study of female leader’s identity integration and contextual cues en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) Antonakis, J., Avolio, B. J., & Sivasubramaniam, N. (2003). Context and leadership: An examination of the nine-factor full-range leadership theory using the Multifactor Leadership Questionnaire. The leadership quarterly, 14(3), 261-295. https://doi.org/10.1016/S1048-9843(03)00030-4 Ashforth, B. E., Johnson, S. A., Hogg, M., & Terry, D. (2001). Which hat to wear. Social identity processes in organizational contexts, 32-48. Bakan, D. (1966). The duality of human existence: An essay on psychology and religion. Bass, & Avolio. (1995). MLQ multifactor leadership questionnaire: Mind Garden. Bass, B. M., & Avolio, B. J. (2000). Multifactor Leadership Questionnaire: MLQ; Sampler Set; Technical Report, Leader Form, Rater Form, and Scoring Key for MLQ Form 5x-short: Mind Garden. Becker, T. E., Billings, R. S., Eveleth, D. M., & Gilbert, N. L. (1996). Foci and bases of employee commitment: Implications for job performance. Academy of management journal, 39(2), 464-482. https://doi.org/10.5465/256788 Bem, S. L. (1974). The measurement of psychological androgyny. Journal of consulting and clinical psychology, 42(2), 155-162. https://doi.org/10.1037/h0036215 Bem, S. L., & Lewis, S. A. (1975). Sex role adaptability: One consequence of psychological androgyny. Journal of personality and Social Psychology, 31(4), 634-643. https://doi.org/10.1037/h0077098 Benet-Martínez, V., Lee, F., & Leu, J. (2006). Biculturalism and cognitive complexity: Expertise in cultural representations. Journal of Cross-cultural psychology, 37(4), 386-407. https://doi.org/10.1177/0022022106288476 Benet-Martínez, V., Leu, J., Lee, F., & Morris, M. W. (2002). Negotiating biculturalism: Cultural frame switching in biculturals with oppositional versus compatible cultural identities. Journal of Cross-cultural psychology, 33(5), 492-516. https://doi.org/10.1177/0022022102033005005 Benet‐Martínez, V., & Haritatos, J. (2005). Bicultural identity integration (BII): Components and psychosocial antecedents. Journal of personality, 73(4), 1015-1050. https://doi.org/10.1177/0022022106288476 Brenner, O., Tomkiewicz, J., & Schein, V. E. (1989). The relationship between sex role stereotypes and requisite management characteristics revisited. Academy of Management Journal, 32(3), 662-669. https://doi.org/10.2307/256439 Brewer, M. B., & Gardner, W. (1996). Who is this" We"? Levels of collective identity and self representations. Journal of personality and Social Psychology, 71(1), 83-93. https://doi.org/10.1037/0022-3514.71.1.83 Brislin, R. W. (1986). Research instruments. Field methods in cross-cultural research, 8, 137-164. Broverman, I. K., Vogel, S. R., Broverman, D. M., Clarkson, F. E., & Rosenkrantz, P. S. (1972). Sex‐role stereotypes: A current appraisal1. Journal of Social issues, 28(2), 59-78. https://doi.org/10.1111/j.1540-4560.1972.tb00018.x Chen, Z. X., Tsui, A. S., & Farh, J. L. (2010). Loyalty to supervisor vs. organizational commitment: Relationships to employee performance in China. Journal of occupational and organizational psychology, 75(3), 339-356. https://doi.org/10.1348/096317902320369749 Cheng, B. S. (1995). Chinese CEO’s employee categorization and managerial behavior. In Symposium on Indigenous Behavior in Effective Management and Organizations, sponsored by the International Association of Applied Psychology, Guangzhou, China. Cheng, C.-Y., Sanchez-Burks, J., & Lee, F. (2007). Identity integration and innovation. http://dx.doi.org/10.2139/ssrn.973870 Cheng, C.-Y., Sanchez-Burks, J., & Lee, F. (2008a). Connecting the dots within: Creative performance and identity integration. Psychological Science, 19(11), 1178-1184. https://doi.org/10.1111/j.1467-9280.2008.02220.x Cheng, C.-Y., Sanchez-Burks, J., & Lee, F. (2008b). Taking advantage of differences: Increasing team innovation through identity integration. In Diversity and Groups (pp. 55-73): Emerald Group Publishing Limited. https://doi.org/10.1016/S1534-0856(08)11003-9 Conger, J. A., & Kanungo, R. N. (1998). Charismatic leadership in organizations: Sage Publications. http://dx.doi.org/10.4135/9781452204932 Devine, P. G., & Monteith, M. J. (1999). Automaticity and control in stereotyping. Diekman, A. B., & Eagly, A. H. (2000). Stereotypes as dynamic constructs: Women and men of the past, present, and future. Personality and social psychology bulletin, 26(10), 1171-1188. https://doi.org/10.1177/0146167200262001 Duehr, E. E., & Bono, J. E. (2006). Men, women, and managers: are stereotypes finally changing? Personnel Psychology, 59(4), 815-846. https://doi.org/10.1111/j.1744-6570.2006.00055.x Eagly, A. H. (1987). Sex differences in social behavior: A social-role interpretation. Hillsdale, NJ: Lawrence Erlbaum Associates, Inc. Eagly, A. H. (2007). Female leadership advantage and disadvantage: Resolving the contradictions. 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