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題名 公部門僕人式領導與員工建言行為之初探─以臺北、新北市第一線服務機關為例
A Preliminary Study of Servant Leadership and Employee Voice Behavior in Public Sector: A Case of Front-line Service Agencies in Taipei City Government and New Taipei City Government作者 賴苡修
Lai, Yi-Hsiu貢獻者 傅凱若
Fu, Kai-Jo
賴苡修
Lai, Yi-Hsiu關鍵詞 僕人式領導
員工建言行為
繁文縟節感知
科層化權威
個人-主管適配性
Servant leadership
Voice behavior
Perceived red tape
Hierachy of authority
Person-supervisor fit日期 2019 上傳時間 12-Feb-2019 15:50:01 (UTC+8) 摘要 領導力和組織行為是我國熱門研究領域。然而，在講求服務導向和組織變革的當代公共行政中，我國僕人式領導與員工建言行為研究尚在初探階段，有必要進一步檢視其因果關係，並關注官僚體制、人際互動、性別等議題。本研究採用多層次分析法，模型納入組織層次的僕人式領導、科層化權威、個人-主管性別配對，以及個體層次的員工建言行為、繁文縟節感知、個人-主管適配性等變項，藉以探討變項間的跨層次關係。本研究旨在探討公部門僕人式領導、繁文縟節感知對員工建言行為之影響，並檢驗科層化權威、個人-主管性別配對、僕人式領導的調節作用，以及個人-主管適配性之中介效果。本研究以臺北市與新北市政府所屬區公所、戶政事務所公務員為研究對象，共計回收來自43個機關的811份有效問卷。統計方法採描述性統計、獨立樣本t檢定、單因子變異數分析、積差相關分析與多層次分析法。本研究結果如下：一、有關僕人式領導、員工建言行為、繁文縟節感知、科層化權威、個人-主管適配性，目前臺北市與新北市政府公務員整體呈現中上認同程度。二、男性主管僕人式領導風格高於女性主管。三、相對於其他性別配對，女性主管對男性部屬展現較低度的僕人式領導作為。四、僕人式領導對員工建言行為呈現正向顯著影響。五、僕人式領導對個人-主管適配性呈現正向顯著影響。六、個人-主管適配性對員工建言行為呈現正向顯著影響。七、繁文縟節感知對員工建言行為呈現正向顯著影響。八、科層化權威對員工建言行為不具有顯著影響。九、「個人-主管適配性」在僕人式領導與員工建言行為之關係中，呈現部分中介效果。十、「個人-主管性別配對」在僕人式領導與員工建言行為之關係中，未呈現顯著調節效果。十一、「僕人式領導」在繁文縟節感知與員工建言行為之關係中，未呈現顯著調節效果。十二、「科層化權威」在繁文縟節感知與員工建言行為之關係中，呈現負向顯著調節效果。
Leadership and organizational behavior have been popular research domains in Taiwan for years. However, in contemporary public administration, which emphasizes service oriented and organizational change, the research on servant leadership and voice behavior in Taiwan is still in the preliminary phase. It is necessary to investigate its causal relationship and concern to bureaucracy, interpersonal interaction and gender. By multi-level analysis, the antecedents include the organizational-level variables such as servant leadership, hierachy of authority, gender dyads of superior-subordinate, and individual-level variables such as voice behavior, perceived red tape and person-supervisor fit for examining the effects of the cross-level situation.The puspose of this study is to examine the influence of servant leadership and perceived red tape on voice behavior, including the moderating role of hierachy of authority, gender dyads of superior-subordinate, servant leadership, and the mediating role of person-supervisor fit across the staffs of public sector. The valid samples were collected from 811 civil servants belonging to 43 district offices and household registration offices of Taipei City Government and New Taipei City Government. The statistical methods used for data analysis includes descriptive statistics, t-test, one-way ANOVA, Pearson’s correlation, and multi-level analysis. The study results showed as follows:1.Staffs of Taipei City Government and New Taipei City Government have an above average recongnition of servant leadership, voice behavior, perceived red tape, hierachy of authority, person-supervisor fit.2.The male supervisors overtop the female supervisors on servant leadership style.3.Female supervisors show lower servant leadership behavior to male subordinates than other superior-subordinate dyads.4.Servant leadership has a significantly positive effect on voice behavior.5.Servant leadership has a significantly positive effect on person-supervisor fit.6.Person-supervisor fit has a significantly positive effect on voice behavior.7.Perceived red tape has a significanly positive effect on voice behavior.8.Hierachy of authority has no significanly effect on voice behavior.9.Person-supervisor fit partly mediates the effect of servant leadership on voice behavior.10.Gender dyads of superior-subordinate doesn`t moderate the effect of servant leadership 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國立政治大學
公共行政學系
1012560351資料來源 http://thesis.lib.nccu.edu.tw/record/#G1012560351 資料類型 thesis dc.contributor.advisor 傅凱若 zh_TW dc.contributor.advisor Fu, Kai-Jo en_US dc.contributor.author (Authors) 賴苡修 zh_TW dc.contributor.author (Authors) Lai, Yi-Hsiu en_US dc.creator (作者) 賴苡修 zh_TW dc.creator (作者) Lai, Yi-Hsiu en_US dc.date (日期) 2019 en_US dc.date.accessioned 12-Feb-2019 15:50:01 (UTC+8) - dc.date.available 12-Feb-2019 15:50:01 (UTC+8) - dc.date.issued (上傳時間) 12-Feb-2019 15:50:01 (UTC+8) - dc.identifier (Other Identifiers) G1012560351 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/122295 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 公共行政學系 zh_TW dc.description (描述) 1012560351 zh_TW dc.description.abstract (摘要) 領導力和組織行為是我國熱門研究領域。然而，在講求服務導向和組織變革的當代公共行政中，我國僕人式領導與員工建言行為研究尚在初探階段，有必要進一步檢視其因果關係，並關注官僚體制、人際互動、性別等議題。本研究採用多層次分析法，模型納入組織層次的僕人式領導、科層化權威、個人-主管性別配對，以及個體層次的員工建言行為、繁文縟節感知、個人-主管適配性等變項，藉以探討變項間的跨層次關係。本研究旨在探討公部門僕人式領導、繁文縟節感知對員工建言行為之影響，並檢驗科層化權威、個人-主管性別配對、僕人式領導的調節作用，以及個人-主管適配性之中介效果。本研究以臺北市與新北市政府所屬區公所、戶政事務所公務員為研究對象，共計回收來自43個機關的811份有效問卷。統計方法採描述性統計、獨立樣本t檢定、單因子變異數分析、積差相關分析與多層次分析法。本研究結果如下：一、有關僕人式領導、員工建言行為、繁文縟節感知、科層化權威、個人-主管適配性，目前臺北市與新北市政府公務員整體呈現中上認同程度。二、男性主管僕人式領導風格高於女性主管。三、相對於其他性別配對，女性主管對男性部屬展現較低度的僕人式領導作為。四、僕人式領導對員工建言行為呈現正向顯著影響。五、僕人式領導對個人-主管適配性呈現正向顯著影響。六、個人-主管適配性對員工建言行為呈現正向顯著影響。七、繁文縟節感知對員工建言行為呈現正向顯著影響。八、科層化權威對員工建言行為不具有顯著影響。九、「個人-主管適配性」在僕人式領導與員工建言行為之關係中，呈現部分中介效果。十、「個人-主管性別配對」在僕人式領導與員工建言行為之關係中，未呈現顯著調節效果。十一、「僕人式領導」在繁文縟節感知與員工建言行為之關係中，未呈現顯著調節效果。十二、「科層化權威」在繁文縟節感知與員工建言行為之關係中，呈現負向顯著調節效果。 zh_TW dc.description.abstract (摘要) Leadership and organizational behavior have been popular research domains in Taiwan for years. However, in contemporary public administration, which emphasizes service oriented and organizational change, the research on servant leadership and voice behavior in Taiwan is still in the preliminary phase. It is necessary to investigate its causal relationship and concern to bureaucracy, interpersonal interaction and gender. By multi-level analysis, the antecedents include the organizational-level variables such as servant leadership, hierachy of authority, gender dyads of superior-subordinate, and individual-level variables such as voice behavior, perceived red tape and person-supervisor fit for examining the effects of the cross-level situation.The puspose of this study is to examine the influence of servant leadership and perceived red tape on voice behavior, including the moderating role of hierachy of authority, gender dyads of superior-subordinate, servant leadership, and the mediating role of person-supervisor fit across the staffs of public sector. The valid samples were collected from 811 civil servants belonging to 43 district offices and household registration offices of Taipei City Government and New Taipei City Government. The statistical methods used for data analysis includes descriptive statistics, t-test, one-way ANOVA, Pearson’s correlation, and multi-level analysis. The study results showed as follows:1.Staffs of Taipei City Government and New Taipei City Government have an above average recongnition of servant leadership, voice behavior, perceived red tape, hierachy of authority, person-supervisor fit.2.The male supervisors overtop the female supervisors on servant leadership style.3.Female supervisors show lower servant leadership behavior to male subordinates than other superior-subordinate dyads.4.Servant leadership has a significantly positive effect on voice behavior.5.Servant leadership has a significantly positive effect on person-supervisor fit.6.Person-supervisor fit has a significantly positive effect on voice behavior.7.Perceived red tape has a significanly positive effect on voice behavior.8.Hierachy of authority has no significanly effect on voice behavior.9.Person-supervisor fit partly mediates the effect of servant leadership on voice behavior.10.Gender dyads of superior-subordinate doesn`t moderate the effect of servant leadership on voice behavior.11.Servant leadership doesn`t moderate the effect of perceived red tape on voice behavior.12.Hierachy of authority negatively moderates the effect of perceived red tape on voice behavior. en_US dc.description.tableofcontents 第一章 緒論 1第一節 研究背景與動機 1第二節 研究目的與研究問題 6第三節 研究流程 9第四節 研究範圍 9第二章 文獻回顧 11第一節 僕人式領導 11第二節 員工建言行為 29第三節 繁文縟節 42第四節 科層化權威 48第五節 個人-主管適配性 55第三章 研究設計 61第一節 研究架構與假設 61第二節 研究對象與抽樣程序 76第三節 研究工具 78第四節 研究方法 88第四章 研究分析 91第一節 預試問卷結果 91第二節 正式問卷結果 94壹、信、效度分析 94貳、樣本背景資料分析 111參、各變項描述性統計分析 116肆、背景變項與各變項之差異分析 123伍、各變項之相關性分析 133第五章 多層次分析 135第一節 空模型分析 135第二節 員工建言行為之多層次分析 137第三節 促進型建言行為之多層次分析 149第四節 抑制型建言行為之多層次分析 155第五節 研究發現與討論 161第六章 結論與建議 180第一節 研究結論 180第二節 研究貢獻與管理意涵 186第三節 研究建議與限制 191參考文獻 197附錄 210附錄一：各機關問卷發送與回收列表 210附錄二：正式問卷 212附錄三：預試問卷效度分析結果 217附錄四、測量模型之驗證性分析表 220附錄五：各構面相關係數與區別效度檢定表 223附錄六：服務年資與各變項差異分析表 225附錄七：組織脈絡下公務員建言行為之多層次分析表(各構面) 232 zh_TW dc.format.extent 3759209 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G1012560351 en_US dc.subject (關鍵詞) 僕人式領導 zh_TW dc.subject (關鍵詞) 員工建言行為 zh_TW dc.subject (關鍵詞) 繁文縟節感知 zh_TW dc.subject (關鍵詞) 科層化權威 zh_TW dc.subject (關鍵詞) 個人-主管適配性 zh_TW dc.subject (關鍵詞) Servant leadership en_US dc.subject (關鍵詞) Voice behavior en_US dc.subject (關鍵詞) Perceived red tape en_US dc.subject (關鍵詞) Hierachy of authority en_US dc.subject (關鍵詞) Person-supervisor fit en_US dc.title (題名) 公部門僕人式領導與員工建言行為之初探─以臺北、新北市第一線服務機關為例 zh_TW dc.title (題名) A Preliminary Study of Servant Leadership and Employee Voice Behavior in Public Sector: A Case of Front-line Service Agencies in Taipei City Government and New Taipei City Government en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 史美強(譯)(1997)。官僚經驗：對現代組織方式之批評(Ralph Hummel原著)。臺北：五南。毛彥傑(2008)。個人與主管適配前因與後果之探討─中介與干擾的效果。國立臺灣大學商學研究所碩士論文，台北：未出版。呂育誠(2010)。鄉鎮市區公所人員對第一線官僚(street-level bureaucracy)概念的認知。府際關係研究通訊，11: 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