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題名 僕人領導與員工工作活力與學習關係之研究:員工世代之調節角色
An Examination of the Relationship between Servant Leadership and Employee Thriving At Work :The Moderating Effect of Employee Generation作者 張嘉威
Cheung, Ka-Wai貢獻者 胡昌亞
Hu, Chang-Ya
張嘉威
Cheung, Ka-Wai關鍵詞 僕人領導
工作活力與學習
世代差異
Z世代
Y世代
Servant Leadership
Thriving at work
Generational Differences
Generation Z
Generation Y日期 2023 上傳時間 2-Aug-2023 13:29:36 (UTC+8) 摘要 本研究探討僕人領導風格對員工工作活力與學習的正向影響，並進一步檢驗員工世代是否調節前述正向關係。本研究採用便利抽樣，以229份有效樣本(Z世代 N=79 ，Y世代 N=150)進行分析。本研究以多元迴歸分析進行假設檢驗，分析結果發現僕人領導對員工活力與學習皆有正向影響。此外，員工世代調節僕人領導與員工學習間的正向關係，此正向關係在Z世代員工更強。然而，員工的世代並未調節僕人領導與活力的關係。最後也討論此研究的理論與實務的意涵，並提出研究限制以及未來研究的建議。本研究結果對理解僕人領導如何影響不同世代員工的工作活力和學習具有重要的意義。
This study examines the positive impact of servant leadership style on employee thriving at work (vitality and learning), and the potential moderating role of employee generation moderate in the aforementioned positive relationships. The study used convenience sampling and obtained a total of 229 valid samples (79 Generation Z employees and 150 Generation Y employees). Results of multiple regression analysis showed that servant leadership is positively related to both employee vitality and learning. Additionally, the employee generation only moderated the positive relationship between servant leadership and employee learning such that the positive relationship being stronger for Generation Z employees. The theoretical and practical implications of this study are discussed, as well as its limitations and suggestions for future research.參考文獻 王嘉瑜 (2012) 。 台灣職場企管主管丶80世代與70世代對80世代員工評價之差異比較。 未出版之碩士論文，實踐大學，企業管理學系碩士在職專班。吳佩旻。 〈Z世代地雷在哪？5大方向溝通無礙. 〉 《天下Cheers》。 https://www.cwlearning.com.tw/posts/09e4fc51-dc23-4f0a-a5ff-0e33fc4b95b1胡立宗(2022年11月2日)。〈Z世代在想什麼?這是一群「有原則的務實主義者」〉。《天下Cheers》。https://www.cheers.com.tw/article/article.action?id=5101341&page=2胡昌亞(2023年1月4日)。〈Z世代員工跟你我沒什麼不一樣〉。《哈佛商業評論》 https://www.hbrtaiwan.com/article/21720/gen-z-employees陳佩丶楊付丶石偉 ，2016。 公僕型領導：概念、測量、影響因素與實施效果。 心理科學進展 2016, Vol. 24, No. 1, 143–157.張嘉伶、黃鄭鈞、陳亞維、廖和明 ，2023 。 〈金融Z世代員工：如何留他的人、留她的心〉。《台灣銀行家》，161。梁巧恩 (2022年9月19日) 。〈【人才荒】2025年Z世代佔勞動人口約27% 資深HR︰離職率比30歲高〉。《ctgood job》 https://it.ctgoodjobs.hk/article/1318-31927/%E4%BA%BA%E6%89%8D%E8%8D%92-2025%E5%B9%B4z%E4%B8%96%E4%BB%A3%E4%BD%94%E5%8B%9E%E5%8B%95%E4%BA%BA%E5%8F%A3%E7%B4%8427-%E8%B3%87%E6%B7%B1hr-%E9%9B%A2%E8%81%B7%E7%8E%87%E6%AF%9430%E6%AD%B2%E9%AB%98游絨絨 (2023年1月12日) 。 〈中高階主管必學：僕人式領導]為部屬清除路上障礙，給他們更多發揮點子的空間〉。《科技報橘》https://buzzorange.com/techorange/2023/01/12/masters-of-scale-3/黃海艷 ，2013 。 服務型領導風格、工作滿意度對研發團隊創新行為的影響。當代經濟管理， 35(10).楊尚融 ，2023。 Y世代和Z世代職場態度差異之研究。 未出版碩士論文，國立政治大學，企業管理研究所。魏德翔 ，2016 。 以僕人式領導、服務氣候探討工作滿意度。 未出版碩士論文，元智大學，企經營管理碩士。Oliver Lee丶讀者太太(2019年3月11日)。〈想要吸引優秀人才，心甘情願為你打拚?請先成為懂得「服務團隊」的領導! 〉《天下雜誌 換日線》https://crossing.cw.com.tw/article/16652英文文獻Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84(2), 191–215. https://doi.org/10.1037/0033-295X.84.2.191Barbuto, J. E., Jr., & Wheeler, D. W. (2006). Scale development and construct clarification of servant leadership. Group & Organization Management, 31(3), 300–326.Cohen,J.,&Cohen,P.(1983).Applied Multiple Regression/ Correlation Analysis for the Behavioral Science (2nd ed.).Hillsdale,NJ:Erlbau.Demirbilek & Keser (2022). Leadership Expectations of Generation Z Teachers Working in Educational Organizations. Research in Educational Administration & Leadership Volume: 7, Issue: 1 / March 2022.Greenleaf, R. K. (1970). The servant as leader. Robert K. Greenleaf Publishing Center.Jaramillo, F., Grisaffe, D. B., Chonko, L. B., & Roberts, J. A. (2009). Examining the impact of servant leadership on salesperson`s turnover intention. Journal of Personal Selling and Sales Management, 29(4), 351–366.Kleine, A. K., Rudolph, C. W., & Zacher, H. (2019). Thriving at work: A meta‐analysis. J Organ Behav. 2019;40:973–999. https://doi.org/10.1002/job.2375Kupperschmidt, B. R. (2000). Multigeneration employees: Strategies for effective management. The Health Care Manger,19(1),65-76.Kaltiainen, J., & Hakanen, J. (2022). Changes in occupational well-being during COVID-19: the impact of age, gender, education, living alone, and telework in a Finnish four-wave population sample. Scandinavian journal of work, environment & health, 48(6), 457–467. https://doi.org/10.5271/sjweh.4033Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge. Oxford University Press.Maloni, M., Hiatt, M. S., & Campbell, S. (2019). Understanding the work values of Gen Z business students. The Internation Journal of Management Education, 17, 100320. https://doi.org/10.1016/j.ijme.2019.100320Maslow, A. (1998). Maslow on Management. John Wiley & Sons, Inc., New York.Boyd, N. M. (2015). Introducing thriving at work to the field of community psychology. Journal of Community Psychology, 43(6), 794–809. https://doi.org/10.1002/jcop.21752Niessen, C., Sonnentag, S., & Sach, F. (2012). Thriving at work—A diary study. Journal of Organizational Behavior, 33(4), 468–487.Paulin, D., & Suneson, K. (2012). Knowledge transfer, knowledge sharing and knowledge barriers–Three blurry terms in KM. The Electronic Journal of Knowledge Management, 10(1), 81-91.Paterson, T., Luthans, F., & Jueng, W. (2014). Thriving at work: Impact of psychological capital and supervisor support. Journal of Organizational Behavior, 35, 434–446.Prensky, M. (2003). Digital Game-Based Learning. Computers in Entertainment (CIE), 1, 21.https://doi.org/10.1145/950566.950596Robert C. Liden , Sandy J. Wayne , Hao Zhao , David Henderson. (2008). Servant leadership: Development of a multidimensional measure and multi-level assessment. The Leadership Quarterly 19. ScienceDirect.Robert C. Liden, Sandy J. Wayne, Chenwei Liao and Jeremy D. Meuser.(2013). Servant Leadership and Serving Culture: Influence on Individual and Unit Performance. Academy of Management Journal 57(5). https://doi.org/10.5465/amj.2013.0034Rosso, B. D., Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in organizational behavior, 30, 91-127.Sakdiyakorn, M., Golubovskaya, M., Solnet, D. (2021). Understanding Generation Z through collective consciousness: Impacts for hospitality work and employment. Internation Journal of Hospitality Mangement,94, 102822. https://doi.org/10.1016/j.ijhn.2020.102822Schroth, H. (2019). Are you ready for Gen Z in the workplace?. California Management Review, 61(3), 5-18.Gretchen Spreitzer, Kathleen Sutcliffe ,Jane Dutton, Scott Sonenshin, Adam M. Grant (2005). A Socially Embedded Model of Thriving at Work. Organization Science, 16(5), 537–549.Spreitzer, G. M., & Porath, C. (2012). Creating sustainable performance. Harvard Business Review, 90, 92–99.Paterson, T. A. (2014). Journal of Organizational Behavior, Journal of Organizational Behaviour. 35, 434–446.Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36(5), 1117-1142. https://doi.org/10.1177/0149206309352246Wang, N. (2017). We are all in this together!: examining the effect of peer pressure on eco-fashion consumption between Generation Z and Generation Y (Doctoral dissertation) Catolica Lisbon Business & Economics https://repositorio.ucp.pt/bitstream/10400.14/22752/1/152115086_Thesis_Nanxi%20Wang.pdf 描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
108363110資料來源 http://thesis.lib.nccu.edu.tw/record/#G0108363110 資料類型 thesis dc.contributor.advisor 胡昌亞 zh_TW dc.contributor.advisor Hu, Chang-Ya en_US dc.contributor.author (Authors) 張嘉威 zh_TW dc.contributor.author (Authors) Cheung, Ka-Wai en_US dc.creator (作者) 張嘉威 zh_TW dc.creator (作者) Cheung, Ka-Wai en_US dc.date (日期) 2023 en_US dc.date.accessioned 2-Aug-2023 13:29:36 (UTC+8) - dc.date.available 2-Aug-2023 13:29:36 (UTC+8) - dc.date.issued (上傳時間) 2-Aug-2023 13:29:36 (UTC+8) - dc.identifier (Other Identifiers) G0108363110 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/146417 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所(MBA學位學程) zh_TW dc.description (描述) 108363110 zh_TW dc.description.abstract (摘要) 本研究探討僕人領導風格對員工工作活力與學習的正向影響，並進一步檢驗員工世代是否調節前述正向關係。本研究採用便利抽樣，以229份有效樣本(Z世代 N=79 ，Y世代 N=150)進行分析。本研究以多元迴歸分析進行假設檢驗，分析結果發現僕人領導對員工活力與學習皆有正向影響。此外，員工世代調節僕人領導與員工學習間的正向關係，此正向關係在Z世代員工更強。然而，員工的世代並未調節僕人領導與活力的關係。最後也討論此研究的理論與實務的意涵，並提出研究限制以及未來研究的建議。本研究結果對理解僕人領導如何影響不同世代員工的工作活力和學習具有重要的意義。 zh_TW dc.description.abstract (摘要) This study examines the positive impact of servant leadership style on employee thriving at work (vitality and learning), and the potential moderating role of employee generation moderate in the aforementioned positive relationships. The study used convenience sampling and obtained a total of 229 valid samples (79 Generation Z employees and 150 Generation Y employees). Results of multiple regression analysis showed that servant leadership is positively related to both employee vitality and learning. Additionally, the employee generation only moderated the positive relationship between servant leadership and employee learning such that the positive relationship being stronger for Generation Z employees. The theoretical and practical implications of this study are discussed, as well as its limitations and suggestions for future research. en_US dc.description.tableofcontents 摘要 IAbstract II目次 III表次 IV圖次 V第一章 緒論 1第一節 研究動機 1第二節 研究目的 4第二章 文獻探討 5第一節 僕人領導丶工作活力學習之討論 5第二節 員工世代對僕人領導與工作活力與學習的調節效果 13第三章 研究方法 15第一節 抽樣設計方法 15第二節 變項定義與測量變數 16第三節 資料分析方法 18第四節 研究架構 19第四章 研究結果 20第一節 整體樣本描述 20第二節 相關分析 23第三節 迴歸分析 25第五章 結論與建議 28第一節 研究結果 28第二節 實務意涵 29第三節 研究限制與建議 31參考文獻 32 zh_TW dc.format.extent 802166 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0108363110 en_US dc.subject (關鍵詞) 僕人領導 zh_TW dc.subject (關鍵詞) 工作活力與學習 zh_TW dc.subject (關鍵詞) 世代差異 zh_TW dc.subject (關鍵詞) Z世代 zh_TW dc.subject (關鍵詞) Y世代 zh_TW dc.subject (關鍵詞) Servant Leadership en_US dc.subject (關鍵詞) Thriving at work en_US dc.subject (關鍵詞) Generational Differences en_US dc.subject (關鍵詞) Generation Z en_US dc.subject (關鍵詞) Generation Y en_US dc.title (題名) 僕人領導與員工工作活力與學習關係之研究:員工世代之調節角色 zh_TW dc.title (題名) An Examination of the Relationship between Servant Leadership and Employee Thriving At Work :The Moderating Effect of Employee Generation en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 王嘉瑜 (2012) 。 台灣職場企管主管丶80世代與70世代對80世代員工評價之差異比較。 未出版之碩士論文，實踐大學，企業管理學系碩士在職專班。吳佩旻。 〈Z世代地雷在哪？5大方向溝通無礙. 〉 《天下Cheers》。 https://www.cwlearning.com.tw/posts/09e4fc51-dc23-4f0a-a5ff-0e33fc4b95b1胡立宗(2022年11月2日)。〈Z世代在想什麼?這是一群「有原則的務實主義者」〉。《天下Cheers》。https://www.cheers.com.tw/article/article.action?id=5101341&page=2胡昌亞(2023年1月4日)。〈Z世代員工跟你我沒什麼不一樣〉。《哈佛商業評論》 https://www.hbrtaiwan.com/article/21720/gen-z-employees陳佩丶楊付丶石偉 ，2016。 公僕型領導：概念、測量、影響因素與實施效果。 心理科學進展 2016, Vol. 24, No. 1, 143–157.張嘉伶、黃鄭鈞、陳亞維、廖和明 ，2023 。 〈金融Z世代員工：如何留他的人、留她的心〉。《台灣銀行家》，161。梁巧恩 (2022年9月19日) 。〈【人才荒】2025年Z世代佔勞動人口約27% 資深HR︰離職率比30歲高〉。《ctgood job》 https://it.ctgoodjobs.hk/article/1318-31927/%E4%BA%BA%E6%89%8D%E8%8D%92-2025%E5%B9%B4z%E4%B8%96%E4%BB%A3%E4%BD%94%E5%8B%9E%E5%8B%95%E4%BA%BA%E5%8F%A3%E7%B4%8427-%E8%B3%87%E6%B7%B1hr-%E9%9B%A2%E8%81%B7%E7%8E%87%E6%AF%9430%E6%AD%B2%E9%AB%98游絨絨 (2023年1月12日) 。 〈中高階主管必學：僕人式領導]為部屬清除路上障礙，給他們更多發揮點子的空間〉。《科技報橘》https://buzzorange.com/techorange/2023/01/12/masters-of-scale-3/黃海艷 ，2013 。 服務型領導風格、工作滿意度對研發團隊創新行為的影響。當代經濟管理， 35(10).楊尚融 ，2023。 Y世代和Z世代職場態度差異之研究。 未出版碩士論文，國立政治大學，企業管理研究所。魏德翔 ，2016 。 以僕人式領導、服務氣候探討工作滿意度。 未出版碩士論文，元智大學，企經營管理碩士。Oliver Lee丶讀者太太(2019年3月11日)。〈想要吸引優秀人才，心甘情願為你打拚?請先成為懂得「服務團隊」的領導! 〉《天下雜誌 換日線》https://crossing.cw.com.tw/article/16652英文文獻Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84(2), 191–215. https://doi.org/10.1037/0033-295X.84.2.191Barbuto, J. E., Jr., & Wheeler, D. W. (2006). Scale development and construct clarification of servant leadership. Group & Organization Management, 31(3), 300–326.Cohen,J.,&Cohen,P.(1983).Applied Multiple Regression/ Correlation Analysis for the Behavioral Science (2nd ed.).Hillsdale,NJ:Erlbau.Demirbilek & Keser (2022). Leadership Expectations of Generation Z Teachers Working in Educational Organizations. Research in Educational Administration & Leadership Volume: 7, Issue: 1 / March 2022.Greenleaf, R. K. (1970). The servant as leader. Robert K. Greenleaf Publishing Center.Jaramillo, F., Grisaffe, D. B., Chonko, L. B., & Roberts, J. A. (2009). Examining the impact of servant leadership on salesperson`s turnover intention. Journal of Personal Selling and Sales Management, 29(4), 351–366.Kleine, A. K., Rudolph, C. W., & Zacher, H. (2019). Thriving at work: A meta‐analysis. J Organ Behav. 2019;40:973–999. https://doi.org/10.1002/job.2375Kupperschmidt, B. R. (2000). Multigeneration employees: Strategies for effective management. The Health Care Manger,19(1),65-76.Kaltiainen, J., & Hakanen, J. (2022). Changes in occupational well-being during COVID-19: the impact of age, gender, education, living alone, and telework in a Finnish four-wave population sample. Scandinavian journal of work, environment & health, 48(6), 457–467. https://doi.org/10.5271/sjweh.4033Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge. Oxford University Press.Maloni, M., Hiatt, M. S., & Campbell, S. (2019). Understanding the work values of Gen Z business students. The Internation Journal of Management Education, 17, 100320. https://doi.org/10.1016/j.ijme.2019.100320Maslow, A. (1998). Maslow on Management. John Wiley & Sons, Inc., New York.Boyd, N. M. (2015). Introducing thriving at work to the field of community psychology. Journal of Community Psychology, 43(6), 794–809. https://doi.org/10.1002/jcop.21752Niessen, C., Sonnentag, S., & Sach, F. (2012). Thriving at work—A diary study. Journal of Organizational Behavior, 33(4), 468–487.Paulin, D., & Suneson, K. (2012). Knowledge transfer, knowledge sharing and knowledge barriers–Three blurry terms in KM. The Electronic Journal of Knowledge Management, 10(1), 81-91.Paterson, T., Luthans, F., & Jueng, W. (2014). Thriving at work: Impact of psychological capital and supervisor support. Journal of Organizational Behavior, 35, 434–446.Prensky, M. (2003). Digital Game-Based Learning. Computers in Entertainment (CIE), 1, 21.https://doi.org/10.1145/950566.950596Robert C. Liden , Sandy J. Wayne , Hao Zhao , David Henderson. (2008). Servant leadership: Development of a multidimensional measure and multi-level assessment. The Leadership Quarterly 19. ScienceDirect.Robert C. Liden, Sandy J. Wayne, Chenwei Liao and Jeremy D. Meuser.(2013). Servant Leadership and Serving Culture: Influence on Individual and Unit Performance. Academy of Management Journal 57(5). https://doi.org/10.5465/amj.2013.0034Rosso, B. D., Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in organizational behavior, 30, 91-127.Sakdiyakorn, M., Golubovskaya, M., Solnet, D. (2021). Understanding Generation Z through collective consciousness: Impacts for hospitality work and employment. Internation Journal of Hospitality Mangement,94, 102822. https://doi.org/10.1016/j.ijhn.2020.102822Schroth, H. (2019). Are you ready for Gen Z in the workplace?. California Management Review, 61(3), 5-18.Gretchen Spreitzer, Kathleen Sutcliffe ,Jane Dutton, Scott Sonenshin, Adam M. Grant (2005). A Socially Embedded Model of Thriving at Work. Organization Science, 16(5), 537–549.Spreitzer, G. M., & Porath, C. (2012). Creating sustainable performance. Harvard Business Review, 90, 92–99.Paterson, T. A. (2014). Journal of Organizational Behavior, Journal of Organizational Behaviour. 35, 434–446.Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36(5), 1117-1142. https://doi.org/10.1177/0149206309352246Wang, N. (2017). We are all in this together!: examining the effect of peer pressure on eco-fashion consumption between Generation Z and Generation Y (Doctoral dissertation) Catolica Lisbon Business & Economics https://repositorio.ucp.pt/bitstream/10400.14/22752/1/152115086_Thesis_Nanxi%20Wang.pdf zh_TW
