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題名 家長式領導對工作意義感的影響：工作目的與正向自我的中介效果
The impact of paternalistic leadership on meaningfulness of work: The mediating effect of work purpose and positive self-perceptions
作者 楊秉毅
Yang, Bing-Yi
貢獻者 林姿葶
Lin, Tzu-Ting
楊秉毅
Yang, Bing-Yi
關鍵詞 家長式領導
工作意義感
社會訊息處理觀點
工作目的
正向自我
paternalistic leadership
work meaningfulness
social information processing theory
work purpose
positive self-perceptions
日期 2016
上傳時間 14-Nov-2016 16:14:28 (UTC+8)
摘要 在高工時的社會下，工作對於生活的比重愈來愈高，工作意義感對個人的重要性也與日俱增，因此，如何提升員工的工作意義感便成為了企業組織需面對的課題。過往探討工作意義感的研究顯示，除了工作特徵外，人際互動亦會對工作意義感有所影響，其中又以領導行為對於部屬工作意義感的型塑具有關鍵的重要地位。然而，對於領導行為的影響歷程，目前卻較少有量化的實徵研究出現，尤其是作為普遍於華人文化中的領導風格，家長式領導如何影響部屬的工作意義感，對華人企業主管在管理上更是格外重要。有鑑於此，本研究立基於社會訊息處理理論，探究家長式領導對於部屬工作意義感的影響，並探討工作目的與正向自我的中介效果。透過兩階段問卷施測，共收集190份有效問卷。研究結果發現仁慈領導能顯著預測工作意義感，而正向自我與工作目的在其中的中介作用則獲得部分支持。最後針對研究結果進行討論，說明理論貢獻、管理意涵、研究限制及未來研究方向。
In modern society, employees are working longer hours than ever before. Therefore, finding meaning of work is important to employee today, and how to contribute to the perceived meaningfulness of work become a critical issue for every enterprise to face. This research model based on social information processing theory offers a theoretical approach for examining the causal effects of paternalistic leadership, a prevalent leadership style in Chinese business organizations, and the mediating role of work purpose and positive self-perceptions on subordinate meaningfulness of work. Using data form Taiwanese firms including 190 employees, results from structured equation modeling techniques supported partly our hypothesized model. Overall, this study supports and adds to the range of positive self-perceptions effects associated with paternalistic leadership and are suggestive of interventions that organizations can make to improve work meaningfulness of workers. Implications for the theory and practice of leadership are discussed.
參考文獻 Anuradha, M. V., Srinivas, E. S., Singhal, M., & Ramnarayan, S. (2014). To work or not to work: Construction of meaning of work and making work choices. Vikalpa: The Journal for Decision Makers, 39(02), 7-19.
Amabile, T., & Kramer, S. (2012). How leaders kill meaning at work. McKinsey Quarterly, 1, 124-131.
Amabile, T. M., Hill, K. G., Hennessey, B. A., & Tighe, E. M. (1994). The Work Preference Inventory: assessing intrinsic and extrinsic motivational orientations. Journal of Personality and Social Psychology, 66(5), 950-967.
Arnold, K. A., Turner, N., Barling, J., Kelloway, E. K., & McKee, M. C. (2007). Transformational leadership and psychological well-being: the mediating role of meaningful work. Journal of Occupational Health Psychology, 12(3), 193-203.
Ashforth, B. E., & Kreiner, G. E. (1999). “How can you do it?” Dirty work and the challenge of constructing a positive identity. Academy of Management Review, 24(3), 413-434.
Avolio, B. J., Zhu, W., Koh, W., & Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior, 25(8), 951-968.
Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Englewood Cliffs: Prentice-Hall.
Bandura, A. (1988). Organisational applications of social cognitive theory. Australian Journal of Management, 13(2), 275-302.
Barroso Castro, C., Villegas Perinan, M. M., & Casillas Bueno, J. C. (2008). Transformational leadership and followers` attitudes: The mediating role of psychological empowerment. The International Journal of Human Resource Management, 19(10), 1842-1863.
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Bellah, R. N., Madsen, R., Sullivan, W. M., Swidler, A., & Tipton, S. M. (1985). Habits of the heart: Individualism and commitment in American life. Univ of California Press.
Bono, J. E., & Judge, T. A. (2003). Self-concordance at work: Toward understanding the motivational effects of transformational leaders. Academy of Management Journal, 46(5), 554-571.
Bowie, N. E. (1998). A Kantian theory of meaningful work. Journal of Business Ethics, 17(9), 1083-1092.
Brief, A. P., & Nord, W. R. (1990). Work and meaning: Definitions and interpretations. In A. P. Brief & W. R. Nord (Eds.), Meanings of occupational work (pp. 1–19). Lexington: Lexington Books.
Chan, S. C., Huang, X., Snape, E., & Lam, C. K. (2013). The Janus face of paternalistic leaders: Authoritarianism, benevolence, subordinates` organization‐based self‐esteem, and performance. Journal of Organizational Behavior, 34(1), 108-128.
Chiu, C. Y., & Yang, C. F. (1987). Chinese subjects` dilemmas: Humility and cognitive laziness as problems in using rating scales. Bulletin of the Hong Kong Psychological Society, 18, 39-50.
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描述 碩士
國立政治大學
心理學系
103752015
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0103752015
資料類型 thesis
dc.contributor.advisor 林姿葶zh_TW
dc.contributor.advisor Lin, Tzu-Tingen_US
dc.contributor.author (Authors) 楊秉毅zh_TW
dc.contributor.author (Authors) Yang, Bing-Yien_US
dc.creator (作者) 楊秉毅zh_TW
dc.creator (作者) Yang, Bing-Yien_US
dc.date (日期) 2016en_US
dc.date.accessioned 14-Nov-2016 16:14:28 (UTC+8)-
dc.date.available 14-Nov-2016 16:14:28 (UTC+8)-
dc.date.issued (上傳時間) 14-Nov-2016 16:14:28 (UTC+8)-
dc.identifier (Other Identifiers) G0103752015en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/103989-
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) 103752015zh_TW
dc.description.abstract (摘要) 在高工時的社會下，工作對於生活的比重愈來愈高，工作意義感對個人的重要性也與日俱增，因此，如何提升員工的工作意義感便成為了企業組織需面對的課題。過往探討工作意義感的研究顯示，除了工作特徵外，人際互動亦會對工作意義感有所影響，其中又以領導行為對於部屬工作意義感的型塑具有關鍵的重要地位。然而，對於領導行為的影響歷程，目前卻較少有量化的實徵研究出現，尤其是作為普遍於華人文化中的領導風格，家長式領導如何影響部屬的工作意義感，對華人企業主管在管理上更是格外重要。有鑑於此，本研究立基於社會訊息處理理論，探究家長式領導對於部屬工作意義感的影響，並探討工作目的與正向自我的中介效果。透過兩階段問卷施測，共收集190份有效問卷。研究結果發現仁慈領導能顯著預測工作意義感，而正向自我與工作目的在其中的中介作用則獲得部分支持。最後針對研究結果進行討論，說明理論貢獻、管理意涵、研究限制及未來研究方向。zh_TW
dc.description.abstract (摘要) In modern society, employees are working longer hours than ever before. Therefore, finding meaning of work is important to employee today, and how to contribute to the perceived meaningfulness of work become a critical issue for every enterprise to face. This research model based on social information processing theory offers a theoretical approach for examining the causal effects of paternalistic leadership, a prevalent leadership style in Chinese business organizations, and the mediating role of work purpose and positive self-perceptions on subordinate meaningfulness of work. Using data form Taiwanese firms including 190 employees, results from structured equation modeling techniques supported partly our hypothesized model. Overall, this study supports and adds to the range of positive self-perceptions effects associated with paternalistic leadership and are suggestive of interventions that organizations can make to improve work meaningfulness of workers. Implications for the theory and practice of leadership are discussed.en_US
dc.description.tableofcontents 目錄 iv
表目錄 vi
圖目錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻回顧 5
第一節 工作意義與工作意義感 5
第二節 領導者與工作意義感 11
第三節 家長式領導 13
第四節 家長式領導與工作意義感 17
第五節 影響工作意義感的心理機制 19
第六節 家長式領導與影響工作意義感的心理機制 23
第七節 心理機制對家長式領導與工作意義感的中介效果 27
第三章 研究方法 31
第一節 研究對象與工具 31
第二節 資料分析 42
第四章 研究結果 44
第一節 相關分析結果 44
第二節 階層迴歸分析結果 47
第三節 結構方程模組SEM分析結果 55
第五章 討論與建議 58
第一節 研究結果討論 58
第二節 理論貢獻與管理意涵 64
第三節 研究限制與未來研究方向 67
參考文獻 69
附錄一 第一階段問卷 78
附錄二 第二階段問卷 82		zh_TW
dc.format.extent 1853574 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0103752015en_US
dc.subject (關鍵詞) 家長式領導zh_TW
dc.subject (關鍵詞) 工作意義感zh_TW
dc.subject (關鍵詞) 社會訊息處理觀點zh_TW
dc.subject (關鍵詞) 工作目的zh_TW
dc.subject (關鍵詞) 正向自我zh_TW
dc.subject (關鍵詞) paternalistic leadershipen_US
dc.subject (關鍵詞) work meaningfulnessen_US
dc.subject (關鍵詞) social information processing theoryen_US
dc.subject (關鍵詞) work purposeen_US
dc.subject (關鍵詞) positive self-perceptionsen_US
dc.title (題名) 家長式領導對工作意義感的影響：工作目的與正向自我的中介效果zh_TW
dc.title (題名) The impact of paternalistic leadership on meaningfulness of work: The mediating effect of work purpose and positive self-perceptionsen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) Anuradha, M. V., Srinivas, E. S., Singhal, M., & Ramnarayan, S. (2014). To work or not to work: Construction of meaning of work and making work choices. Vikalpa: The Journal for Decision Makers, 39(02), 7-19.
Amabile, T., & Kramer, S. (2012). How leaders kill meaning at work. McKinsey Quarterly, 1, 124-131.
Amabile, T. M., Hill, K. G., Hennessey, B. A., & Tighe, E. M. (1994). The Work Preference Inventory: assessing intrinsic and extrinsic motivational orientations. Journal of Personality and Social Psychology, 66(5), 950-967.
Arnold, K. A., Turner, N., Barling, J., Kelloway, E. K., & McKee, M. C. (2007). Transformational leadership and psychological well-being: the mediating role of meaningful work. Journal of Occupational Health Psychology, 12(3), 193-203.
Ashforth, B. E., & Kreiner, G. E. (1999). “How can you do it?” Dirty work and the challenge of constructing a positive identity. Academy of Management Review, 24(3), 413-434.
Avolio, B. J., Zhu, W., Koh, W., & Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior, 25(8), 951-968.
Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Englewood Cliffs: Prentice-Hall.
Bandura, A. (1988). Organisational applications of social cognitive theory. Australian Journal of Management, 13(2), 275-302.
Barroso Castro, C., Villegas Perinan, M. M., & Casillas Bueno, J. C. (2008). Transformational leadership and followers` attitudes: The mediating role of psychological empowerment. The International Journal of Human Resource Management, 19(10), 1842-1863.
Baumeister, R. F. (1991a). Life has no meaning? In R. F. Baumeister (Ed.), Meanings of life (pp. 3–11). New York: The Guilford Press.
Baumeister, R. F. (1991b). Coming to terms with meaning. In R. F. Baumeister (Ed.), Meanings of life (pp. 12–28). New York: The Guilford Press.
Baumeister, R. F. (1991c). The four needs for meaning. In R. F. Baumeister (Ed.), Meanings of life (pp. 29–57). New York: The Guilford Press.
Bellah, R. N., Madsen, R., Sullivan, W. M., Swidler, A., & Tipton, S. M. (1985). Habits of the heart: Individualism and commitment in American life. Univ of California Press.
Bono, J. E., & Judge, T. A. (2003). Self-concordance at work: Toward understanding the motivational effects of transformational leaders. Academy of Management Journal, 46(5), 554-571.
Bowie, N. E. (1998). A Kantian theory of meaningful work. Journal of Business Ethics, 17(9), 1083-1092.
Brief, A. P., & Nord, W. R. (1990). Work and meaning: Definitions and interpretations. In A. P. Brief & W. R. Nord (Eds.), Meanings of occupational work (pp. 1–19). Lexington: Lexington Books.
Chan, S. C., Huang, X., Snape, E., & Lam, C. K. (2013). The Janus face of paternalistic leaders: Authoritarianism, benevolence, subordinates` organization‐based self‐esteem, and performance. Journal of Organizational Behavior, 34(1), 108-128.
Chiu, C. Y., & Yang, C. F. (1987). Chinese subjects` dilemmas: Humility and cognitive laziness as problems in using rating scales. Bulletin of the Hong Kong Psychological Society, 18, 39-50.
Cooley, C. H. (1992). Human nature and the social order. New Brunswick: Transaction Publishers.
Crocker, J., & Wolfe, C. T. (2001). Contingencies of self-worth. Psychological Review, 108(3), 593-623.
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