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題名 轉換型領導對行政績效影響之研究：以臺北市區公所為例
The Relationship between Transformational Leadership and Administrative Performance : A Case Study of the District Office of the Taipei City
作者 高秋鳳
貢獻者 孫本初
高秋鳳
關鍵詞 轉換型領導
行政績效
transformational leadership
administrative performance
日期 2005
上傳時間 14-Sep-2009 12:34:06 (UTC+8)
摘要 本研究旨在探討區公所的公務人員對直屬長官實施轉換型領導時的評價之差異性、對行政績效上的評價之差異情形，及探討轉換型領導與行政績效間之關係。
     本研究之實證調查部份，採用問卷調查法，以台北市各區公所的公務人員為研究範圍，針對12行政區公所採分層比例隨機抽樣法，以55％之比例為抽樣基準，總計抽取795份樣本進行施測，取得回收有效問卷714份。研究問卷內容包含員工個人基本資料、轉換型領導量表及行政績效量表。問卷調查資料運用電腦統計套裝軟體SPSS for Windows 10.0版，以描述性統計分析、t檢定、單因子變異數分析、及Person積差相關係數等統計分析方法進行資料處理。
     本研究經實證分析，歸納結論如次：
     一、就「轉換型領導」各構面平均數比率的得分情形而言，其中以「理想化的影響力」得分最高（71.02%），其次依序為「個別化的關懷」（68.16%），「交易領導」（68.10%），得分最低的為「才智的激發」（68.03%）。
     二、就「行政績效」各構面平均數比率的得分情形而言，其中以「組織目標達成程度」得分最高（82.67%），其次依序為「組織資源運用程度」（81.76%），「員工服務品質」（80.53%），得分最低的則為「領導滿意度」（69.70%）。
     三、個人基本屬性對直屬長官在實施轉換型領導時的評價之各構面之差異情形，其中因年齡、機關年資、主管或非主管、職等、是否於私人企業服務過與機關別的不同而有顯著差異。
     四、個人基本屬性對行政績效的評價之各構面之差異情形，其中因年齡、公務員年資、機關年資、主管或非主管、職等、是否於私人企業服務過與機關別的不同而有顯著差異。
     五、轉換型領導與行政績效呈現高度正相關。
     最後，本研究依據研究結果提出若干建議，做為後續研究之參考。
     
     關鍵字：轉換型領導、行政績效
Using the civil servants in the twelve district offices of Taipei City as a sample space, this study aims to probe their evaluations for transformational leadership and the administrative performance. Also, it investigates the relations between the transformational leadership and the administrative
     performance of the civil servants.
     This study uses questionnaire survey as the research method. Research samples come from the civil servants in the district offices of Taipei City. The samples are selected by stratified random sampling method. 55 percent of the personnel from each sampled department form the sample space. 714 out of 795 distributed samples are successfully returned. The questions in the questionnaire include personal information and the quantifiable measurements for both the transformational leadership and the administrative performance. Obtained data are then processed with SPSS for Windows 10.0. The performed processes include the analysis of Descriptive Statistics Analysis, the t-Test, the
     One-Way ANOVA and the Pearson Product Moment Correlation .
     After the empirical analysis, we have come to the conclusions as below:
     1. On the mean ratio of transformational leadership facet, the idealized influence wins the highest points (71.02%) , with the individualized consideration seconds to it (68.16%), followed by the transactional leadership
     (68.10%), and the intellectual stimulation (68.03%).
     2. On the mean ratio of administrative performance facet, the organization goal achievement comes on top with 82.67%, with the organization effectiveness resource using seconds to it (81.76%), followed by the service quality of
     employee (80.53%) and the leadership satisfaction (69.70%).
     3. The responses of employee on the transformational leadership differ significantly according to their ages, departments, serving years in the current organization, positions (manager or non-manager, scale of positions),
     and whether have served in private business or not, classified in agency.
     4. The administrative performance also differs significantly due to their ages, departments, serving years in the current organization, positions (manager or non-manager, scale of positions), whether have served in private business
     or not, classified in agency and the total serving years.
     5. In general, the transformational leadership and the administrative
     performance are positively related.
     
     With this study, the author intends to come up with a result that provides
     some help to the related researches in the future.
     
     
     Keyword：transformational leadership , administrative performance
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吳明隆
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三、網站
全國博碩士論文資訊網(http://datas.ncl.edu.tw/)。
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吳昆基
民92 領導方式、組織文化對組織效與公共工程重建績效影響之研究 : 以參與南投縣公共工程重建人員為例，南華大學管理研究所碩士論文。
呂育誠　　
民79　行政機關效能評量之理論依據，政治大學公共行政究所碩士論文。
呂欣茹　
民87 護理主管的「轉化型領導」特質探討及其教育訓練介入成效之評值 -以某地區教學醫院為例，國防醫學院護理研究所碩士論文。
李青芬譯（Robbins, Stephen P.原著）　
民91　組織行為學，台北：華泰文化事業股份有限公司。
李明寰　
民88 轉換型領導於人力資源管理之運用-一個後現代的觀點」，人事管理，第60期，頁25-32。
周正儀　
民88　企業領導者情緒商數對領導型態與效能之研究，中國文化大學國際企業管理研究所碩士論文。
林水波　
民86　「領導者的廣結善緣角色」，人事月刊，第120期，頁7-13。
林秀蔥　
民86　「組織中授能的過程與領導策略（上）（下）」，人事月刊，第24卷第6期，頁38-53。
林冠宏　
民92　轉換型領導、組織認同、組織溝通對領導效能影響之研究:以臺南縣政府組織變革為例，國立中正大學企業管理研究所碩士論文。
林建宏　
民92　轉換型領導方式對提升警察組織士氣之研究，國立臺北大學公共行政暨政策學系研究所碩士論文。
林信耀
民90　轉換型領導對教育行政機關績效影響之研究: 以北高兩直轄市政府教育局為例，中國文化大學政治學研究所碩士論文。
林淑貞　
民87　我國縣（市）選舉委員會生產力評估之研究－－資料包絡分析法（ DEA）觀點，國立中興大學公共政策研究所。
林維林　
民84　轉換型、交易型領導行為與領導效能關係之研究-以台灣省政府建設廳為個案分析，東海大學公共行政學系碩士論文。
林蕙質　
民91　國民中學校長性別角色、轉換型領導與學校效能關係之研究，國立政治大學行政管理碩士學程碩士論文。
林憲正譯（John C. Maxwell原著）　
民86　領導EQ，台北：昭文社。
金耀基　
民81　中國社會與文化，香港：牛津大學出版社。
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民88　「人事部門的新責任」，人事月刊，第29卷第3期，頁22-27。
孫本初　　
民89　轉換型領導對台北市政府行政績效影響之研究，台北：台北市政府研究發展考核委員會編印。
民94 公共管理，臺北：智勝文化公司。
孫美容　
民87　我國就業服務機構組織績效研究，國立政治大學勞工研究所碩士論文。
康志強　
民87　領導者-成員交換理論與領導風格對組織績效的影響之模擬，國立中正大學資訊管理學系碩士論文。
張振清　
民94　領導行為與工作滿足關係之研究─以國防部文官體系為例，國立政治大學行政管理碩士學程碩士論文。
張潤書
民87 行政學，臺北：三民書局股份有限公司。
張慈娟　
民85　國民小學校長教學領導與學校效能之研究，國立新竹師範學院國民教育研究所碩士論文。
張慶勳　
民85　國小校長轉化、互易領導影響學校組織文化特性與組織效能之研究，國立高雄師範大學教育學系博士論文。
張潤書　　
民87　行政學，修定初版，台北：三民書局。
張篤群譯（Emmett C. Murphy原著）　
民88　領導智商：對新一代領導人個人發展過程的科學研究，台北：智庫文化。
許士軍　　
民81　管理學，台北：東華書局。
民89 「走向創新時代的組織績效評估」，高翠霜譯，Kaplan﹐Robert. And Norton P.原著績效評估之序文，臺北：天下文化。
許正昌　
民93　轉換型領導對機關行政績效影響認知之研究 : 以臺北縣鄉鎮市清潔隊為個案，中國文化大學政治研究所碩士論文。
許哲銘　
民88　領導心經，台北：風和出版社。
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民84　第五項修練，台北：天下文化。
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民86　「領導的策略和方法」，人事月刊，第24卷第1期，頁8-14。
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民85　轉換型領導對警政服務品質之影響研究，政治大學公共行政研究所碩士論文。
康志強
描述 碩士
國立政治大學
行政管理碩士學程
93921074
94
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0093921074
資料類型 thesis
dc.contributor.advisor 孫本初zh_TW
dc.contributor.author (Authors) 高秋鳳zh_TW
dc.creator (作者) 高秋鳳zh_TW
dc.date (日期) 2005en_US
dc.date.accessioned 14-Sep-2009 12:34:06 (UTC+8)-
dc.date.available 14-Sep-2009 12:34:06 (UTC+8)-
dc.date.issued (上傳時間) 14-Sep-2009 12:34:06 (UTC+8)-
dc.identifier (Other Identifiers) G0093921074en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/31935-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 行政管理碩士學程zh_TW
dc.description (描述) 93921074zh_TW
dc.description (描述) 94zh_TW
dc.description.abstract (摘要) 本研究旨在探討區公所的公務人員對直屬長官實施轉換型領導時的評價之差異性、對行政績效上的評價之差異情形，及探討轉換型領導與行政績效間之關係。
     本研究之實證調查部份，採用問卷調查法，以台北市各區公所的公務人員為研究範圍，針對12行政區公所採分層比例隨機抽樣法，以55％之比例為抽樣基準，總計抽取795份樣本進行施測，取得回收有效問卷714份。研究問卷內容包含員工個人基本資料、轉換型領導量表及行政績效量表。問卷調查資料運用電腦統計套裝軟體SPSS for Windows 10.0版，以描述性統計分析、t檢定、單因子變異數分析、及Person積差相關係數等統計分析方法進行資料處理。
     本研究經實證分析，歸納結論如次：
     一、就「轉換型領導」各構面平均數比率的得分情形而言，其中以「理想化的影響力」得分最高（71.02%），其次依序為「個別化的關懷」（68.16%），「交易領導」（68.10%），得分最低的為「才智的激發」（68.03%）。
     二、就「行政績效」各構面平均數比率的得分情形而言，其中以「組織目標達成程度」得分最高（82.67%），其次依序為「組織資源運用程度」（81.76%），「員工服務品質」（80.53%），得分最低的則為「領導滿意度」（69.70%）。
     三、個人基本屬性對直屬長官在實施轉換型領導時的評價之各構面之差異情形，其中因年齡、機關年資、主管或非主管、職等、是否於私人企業服務過與機關別的不同而有顯著差異。
     四、個人基本屬性對行政績效的評價之各構面之差異情形，其中因年齡、公務員年資、機關年資、主管或非主管、職等、是否於私人企業服務過與機關別的不同而有顯著差異。
     五、轉換型領導與行政績效呈現高度正相關。
     最後，本研究依據研究結果提出若干建議，做為後續研究之參考。
     
     關鍵字：轉換型領導、行政績效		zh_TW
dc.description.abstract (摘要) Using the civil servants in the twelve district offices of Taipei City as a sample space, this study aims to probe their evaluations for transformational leadership and the administrative performance. Also, it investigates the relations between the transformational leadership and the administrative
     performance of the civil servants.
     This study uses questionnaire survey as the research method. Research samples come from the civil servants in the district offices of Taipei City. The samples are selected by stratified random sampling method. 55 percent of the personnel from each sampled department form the sample space. 714 out of 795 distributed samples are successfully returned. The questions in the questionnaire include personal information and the quantifiable measurements for both the transformational leadership and the administrative performance. Obtained data are then processed with SPSS for Windows 10.0. The performed processes include the analysis of Descriptive Statistics Analysis, the t-Test, the
     One-Way ANOVA and the Pearson Product Moment Correlation .
     After the empirical analysis, we have come to the conclusions as below:
     1. On the mean ratio of transformational leadership facet, the idealized influence wins the highest points (71.02%) , with the individualized consideration seconds to it (68.16%), followed by the transactional leadership
     (68.10%), and the intellectual stimulation (68.03%).
     2. On the mean ratio of administrative performance facet, the organization goal achievement comes on top with 82.67%, with the organization effectiveness resource using seconds to it (81.76%), followed by the service quality of
     employee (80.53%) and the leadership satisfaction (69.70%).
     3. The responses of employee on the transformational leadership differ significantly according to their ages, departments, serving years in the current organization, positions (manager or non-manager, scale of positions),
     and whether have served in private business or not, classified in agency.
     4. The administrative performance also differs significantly due to their ages, departments, serving years in the current organization, positions (manager or non-manager, scale of positions), whether have served in private business
     or not, classified in agency and the total serving years.
     5. In general, the transformational leadership and the administrative
     performance are positively related.
     
     With this study, the author intends to come up with a result that provides
     some help to the related researches in the future.
     
     
     Keyword：transformational leadership , administrative performance		en_US
dc.description.tableofcontents 目　次
     第一章 緒論…………………………………………………..……...1
     1
     第一節 研究動機與目的…………………………………..…….1
     第二節 研究方法與限制…………………………………...…....3
     第三節 研究範圍與流程…...……………………………………5
     第二章 文獻探討…………………………………………………...6
     6
     第一節 轉換型領導的內涵… ………………………...………..6
     第二節 行政績效的內涵…………………………...…………..29
     第三節 轉換型領導與行政績效之關係………………….….37
     第三章 研究設計…………………………………………………47
     51
     第一節 研究架構與研究假設…………………………………47
     第二節 問卷設計………………………………………………...51
     第三節 抽樣設計………………………………………...….…...53
     第四節 問卷內容信度與效度之檢視……………………......54
     第五節 統計分析方法…………………………………………..62
     第四章 結果分析……………………………….………………....64
     68
     第一節 人口統計變項資料之特性分析…………………….64
     第二節 研究變項之描述性分析………………………...……71
     第三節 人口統計變項資料對轉換型領導之差異性分析83
     第四節 人口統計變項資料對行政績效之差異性分析…107
     第五節 轉換型領導與行政績效之相關分析……………131
     第五章 結論……………………………….………................…....141
     143
     第一節 研究發現……………………………………...………..141
     第二節 建議………………………………...………………...…147
     參考書目……………………………………………………......…...152
     154
     附錄：正式問卷……………………………………………………..165
     167		zh_TW
dc.language.iso en_US-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0093921074en_US
dc.subject (關鍵詞) 轉換型領導zh_TW
dc.subject (關鍵詞) 行政績效zh_TW
dc.subject (關鍵詞) transformational leadershipen_US
dc.subject (關鍵詞) administrative performanceen_US
dc.title (題名) 轉換型領導對行政績效影響之研究：以臺北市區公所為例zh_TW
dc.title (題名) The Relationship between Transformational Leadership and Administrative Performance : A Case Study of the District Office of the Taipei Cityen_US
dc.type (資料類型) thesisen
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dc.relation.reference (參考文獻) 康志強　zh_TW
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dc.relation.reference (參考文獻) 張振清　zh_TW
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dc.relation.reference (參考文獻) 張慶勳　zh_TW
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dc.relation.reference (參考文獻) 張篤群譯（Emmett C. Murphy原著）　zh_TW
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dc.relation.reference (參考文獻) 郭進隆譯（Peter Senge原著）　zh_TW
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dc.relation.reference (參考文獻) 陳庚金　zh_TW
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dc.relation.reference (參考文獻) 陳譓森　　zh_TW
dc.relation.reference (參考文獻) 民85　轉換型領導對警政服務品質之影響研究，政治大學公共行政研究所碩士論文。zh_TW
dc.relation.reference (參考文獻) 康志強zh_TW