Please use this identifier to cite or link to this item: https://ah.lib.nccu.edu.tw/handle/140.119/130627
題名: 僕人領導與工作績效-新北市政府部屬對主管滿意度中介效應之實證分析
A Study of the Relationship between Servant Leadership and Job Performance:A Case of Exploring the Mediating Role of Satisfaction with Supervisors in New Taipei City
作者: 郝玲玉
Hao, Ling-Yuh
貢獻者: 詹中原
Jan, Chung-Yuang
郝玲玉
Hao, Ling-Yuh
關鍵詞: 僕人領導
工作績效
部屬對主管滿意度
脈胳績效
績效指標
Servant leadership
Job performance
Satisfaction with supervisors
Contextual performance
Evaluation indicators
日期: 2020
上傳時間: 1-Jul-2020
摘要: 在迅速多變的時代,領導的重要性,不言而喻。在眾多領導風格中,僕人領導近年來逐漸受到重視,然而台灣以行政機關為對象之研究才剛剛起步,尚有待更為深入的探討。\n本文目的在瞭解新北市政府主管僕人領導、部屬工作績效及對主管滿意度之現況,並分析三者間關聯性,以結構性問卷針對23個一級機關科長以下公務人員進行樣本調查,回收有效問卷248份(回收率71%)。\n本文採用Van Dierendonck等人(2017)提出的五項領導特質、Borman與Motowildo(1993)提出的二項績效活動及Scarpello與Vandenberg(1987)提出的部屬對主管滿意度項目,進行實證研究。研究結果發現:\n一、有關僕人領導、工作績效、部屬對主管滿意度,公務人員整體呈現中上認同程度。\n二、不同年齡、公務年資及單位屬性公務人員對僕人領導知覺具顯著差異。\n三、不同年齡及公務年資公務人員對工作績效與部屬對主管滿意度知覺具顯著差異。\n四、不同性別主管與僕人領導間並無顯著差異。\n五、僕人領導對工作績效呈現正向顯著影響。\n六、僕人領導對部屬對主管滿意度呈現正向顯著影響。\n七、部屬對主管滿意度對工作績效呈現正向顯著影響。\n八、部屬對主管滿意度在僕人領導與工作績效之間具有完全中介效果。\n本文建議行政機關主管在領導過程中,應採行僕人領導作法,尤重「賦權」、「謙虛」及「支持」層面,且主管應提供明確的指示為提升部屬滿意度的重要環節,並強化脈胳績效評估指標等措施。行政機關並應重視、制定及落實培訓、績效管理與晉升政策、制度、法規間之關聯性。
In this era of rapid change, the importance of leadership is self-evident. Among the many leadership styles, servant leadership has gradually been valued in recent years, and the relevant research of Taiwan government agencies has just started, so, it is still necessary to have further discusses.\nThe purpose of this study is to understand the current situation of servant leadership, job performance and satisfaction with supervisors of New Taipei City, and analyzes the ways in which these are associated. Data were collected through a sample survey using a structured questionnaire of civil servants of section chief rank below in 23 agencies; 248 valid responses were received yielding a return rate of 71%.\nThis study draws on the five traits proposed by Van Dierendonck et al.(2017), two performance activities identified by Borman and Motowildo(1993)and the items of satisfaction with supervisors proposed by Scarpello and Vandenberg(1987), applies these three dimensions to an empirical survey of local government agencies.\nAccording to the study findings:\n1. Civil servants of New Taipei City Government have an above average recognition of servant leadership, job performance and satisfaction with supervisors.\n2. Different age, seniority and unit attribute civil servants perceived servant leadership with significant differences.\n3. Different age and seniority civil servants perceived job performance and satisfaction with supervisors with significant differences.\n4. There is no significant difference between different gender supervisors and servant leadership.\n5. Servant leadership has a significantly positive effect on job performance and satisfaction with supervisors.\n6. Servant leadership has a significantly positive effect on satisfaction with supervisors.\n7. Satisfaction with supervisors has a significantly positive effect on job performance.\n8. Satisfaction with supervisors fit fully mediates the effect of servant leadership on job performance.\nThis study recommends several things as following. When exercising leadership, supervisors should adopt the techniques of servant leadership, with particular emphasis on the "empowerment", "modesty" and "support" levels, and provide clear instructions as an important link to improve the satisfaction with supervisors, also, have to set evaluation indicators of contextual performance to enhance overall performance. Administrative authority should have to formulate, implement and attach importance to the correlation of policies, systems and decrees between training, performance management and promotion.
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Minneapolis, MN : University of Minnesota, Industrial Relations Center, Word Adjustment Project.
描述: 碩士
國立政治大學
行政管理碩士學程
107921041
資料來源: http://thesis.lib.nccu.edu.tw/record/#G0107921041
資料類型: thesis
Appears in Collections:學位論文

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