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題名 幼稚園僕人領導、組織信任與工作滿意關係之研究
The relationship between servant leadership, organizational trust and job satisfaction in kindergarten
作者 林素君
Lin,Su-Jun
貢獻者 吳政達
Wu,Cheng-Ta
林素君
Lin,Su-Jun
關鍵詞 僕人領導
組織信任
同事信任
領導信任
工作滿意
Servant leadership
Organizational trust
Faulty trust
Leader trust
Job satisfaction
日期 2007
上傳時間 17-九月-2009 14:46:49 (UTC+8)
摘要 本研究旨在探討僕人領導、組織信任與工作滿意之間的關係，並以組織信任為中介變項，檢驗組織信任在僕人領導對工作滿意關係上的影響與效果。本研究將組織信任分為同事信任與領導信任兩個層面，採用Barbuto和Wheeler所發展出的僕人領導問卷、改編自Jorde-Bloom的幼兒教師工作滿意調查問卷以及自編的組織信任問卷為研究工具，對台北市公私立幼稚園教師進行問卷調查，共發出608份問卷，有效問卷共256份，有效問卷回收率為42.1％。本研究採用結構方程模式（SEM）驗證僕人領導、組織信任與工作滿意之間的影響與效果，並根據研究結果獲得以下結論，最後提出建議作為後續研究及幼教政策與行政實務之參考。
一、僕人領導對同事信任、領導信任與工作滿意皆有顯著的正向影響。
二、組織信任的兩個研究層面中，同事信任對工作滿意有正向的顯著影響關係，領導信任對工作滿意也有正向的影響。
三、組織信任在僕人領導對工作滿意的中介影響關係上顯示：同事信任在僕人領導對工作滿意的影響上有顯著的中介效果；領導信任在僕人領導對工作滿意的影響上也有顯著的中介效果。
四、將同事信任與領導信任為中介變項的結構模式分析結果兩相比較後發現：（一）僕人領導對領導信任的影響高於對同事信任的影響；（二）領導信任在僕人領導對工作滿意影響路徑上的中介效果高於同事信任的中介效果。研究證實領導信任是僕人領導對工作滿意發揮影響的關鍵。
This research aims to explore the relationship among servant leadership, organizational trust and job satisfaction. Organization trust was hypothesized as a mediator between servant leadership and job satisfaction. Two dimensions of organization trust were examined: faculty trust and leader trust. Survey data were collected from 256 kindergarten teachers and analyzed by using structural equation modeling (SEM) methods. The findings of the study revealed that: (1) servant leadership positively influenced faculty trust, leader trust and job satisfaction; (2) the influence of organizational trust on job satisfaction implied that both faculty trust and leader trust have a positive influence on job satisfaction; (3) both faculty trust and leader trust significantly influenced the mediating effect of servant leadership on job satisfaction; (4) the impact of servant leader on leader trust was higher than that on faculty trust, and leader trust had higher mediating effect than faculty trust. The result indicated that leader trust acted as a significant mediator between servant leadership and job satisfaction. Managerial implications and some suggestions for future research were provided at the end of this thesis.
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描述 碩士
國立政治大學
幼兒教育所
93157015
96
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0093157015
資料類型 thesis
dc.contributor.advisor 吳政達zh_TW
dc.contributor.advisor Wu,Cheng-Taen_US
dc.contributor.author (作者) 林素君zh_TW
dc.contributor.author (作者) Lin,Su-Junen_US
dc.creator (作者) 林素君zh_TW
dc.creator (作者) Lin,Su-Junen_US
dc.date (日期) 2007en_US
dc.date.accessioned 17-九月-2009 14:46:49 (UTC+8)-
dc.date.available 17-九月-2009 14:46:49 (UTC+8)-
dc.date.issued (上傳時間) 17-九月-2009 14:46:49 (UTC+8)-
dc.identifier (其他 識別碼) G0093157015en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/32885-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 幼兒教育所zh_TW
dc.description (描述) 93157015zh_TW
dc.description (描述) 96zh_TW
dc.description.abstract (摘要) 本研究旨在探討僕人領導、組織信任與工作滿意之間的關係，並以組織信任為中介變項，檢驗組織信任在僕人領導對工作滿意關係上的影響與效果。本研究將組織信任分為同事信任與領導信任兩個層面，採用Barbuto和Wheeler所發展出的僕人領導問卷、改編自Jorde-Bloom的幼兒教師工作滿意調查問卷以及自編的組織信任問卷為研究工具，對台北市公私立幼稚園教師進行問卷調查，共發出608份問卷，有效問卷共256份，有效問卷回收率為42.1％。本研究採用結構方程模式（SEM）驗證僕人領導、組織信任與工作滿意之間的影響與效果，並根據研究結果獲得以下結論，最後提出建議作為後續研究及幼教政策與行政實務之參考。
一、僕人領導對同事信任、領導信任與工作滿意皆有顯著的正向影響。
二、組織信任的兩個研究層面中，同事信任對工作滿意有正向的顯著影響關係，領導信任對工作滿意也有正向的影響。
三、組織信任在僕人領導對工作滿意的中介影響關係上顯示：同事信任在僕人領導對工作滿意的影響上有顯著的中介效果；領導信任在僕人領導對工作滿意的影響上也有顯著的中介效果。
四、將同事信任與領導信任為中介變項的結構模式分析結果兩相比較後發現：（一）僕人領導對領導信任的影響高於對同事信任的影響；（二）領導信任在僕人領導對工作滿意影響路徑上的中介效果高於同事信任的中介效果。研究證實領導信任是僕人領導對工作滿意發揮影響的關鍵。		zh_TW
dc.description.abstract (摘要) This research aims to explore the relationship among servant leadership, organizational trust and job satisfaction. Organization trust was hypothesized as a mediator between servant leadership and job satisfaction. Two dimensions of organization trust were examined: faculty trust and leader trust. Survey data were collected from 256 kindergarten teachers and analyzed by using structural equation modeling (SEM) methods. The findings of the study revealed that: (1) servant leadership positively influenced faculty trust, leader trust and job satisfaction; (2) the influence of organizational trust on job satisfaction implied that both faculty trust and leader trust have a positive influence on job satisfaction; (3) both faculty trust and leader trust significantly influenced the mediating effect of servant leadership on job satisfaction; (4) the impact of servant leader on leader trust was higher than that on faculty trust, and leader trust had higher mediating effect than faculty trust. The result indicated that leader trust acted as a significant mediator between servant leadership and job satisfaction. Managerial implications and some suggestions for future research were provided at the end of this thesis.en_US
dc.description.tableofcontents 第一章 緒論
第一節 研究動機....................................................................................................1
第二節 研究目的與問題........................................................................................6
第三節 重要名詞釋義............................................................................................7

第二章 文獻探討
第一節 僕人領導的基本概念與相關研究............................................................9
第二節 組織信任的基本概念與相關研究..........................................................25
第三節 工作滿意的基本概念與相關研究..........................................................38

第三章 研究方法
第一節 研究架構與假設......................................................................................51
第二節 研究對象與抽樣......................................................................................53
第三節 研究工具..................................................................................................54
第四節 資料分析的方法......................................................................................60
第五節 問卷的信效度檢驗..................................................................................63

第四章 研究結果與討論
第一節 樣本資料描述性分析..............................................................................75
第二節 樣本資料相關分析與差異比較..............................................................78
第三節 結構關係模式的檢定..............................................................................87

第五章 結論與建議
第一節 結論..........................................................................................................91
第二節 建議..........................................................................................................93

參考文獻
中文文獻................................................................................................................97
西文文獻..............................................................................................................100

附錄一 研究問卷......................................................................................................113
附錄二 問卷說明函..................................................................................................117
附錄三 ECJSS中文版使用授權書..........................................................................118


表目次
表2-1 各學者所提出的僕人領導特徵......................................................................15
表2-2 常被研究者所引用的信任定義......................................................................26
表2-3 不同研究者所提出的信任衡量要素..............................................................34
表2-4 Diham和Scott的三因素模式內涵..................................................................42
表2-5 國內幼稚園教師工作滿意相關研究..............................................................45
表3-1 台北市公私立幼稚園分佈..............................................................................53
表3-2 問卷數統計......................................................................................................53
表3-3 幼稚園教師僕人領導知覺問卷內容..............................................................55
表3-4 組織信任問卷內容..........................................................................................56
表3-5 幼兒教師工作滿意調查問卷內容..................................................................58
表3-6 僕人領導模式調整前後適配指標比較..........................................................65
表3-7 僕人領導問卷信度分析..................................................................................66
表3-8 題項調整後的僕人領導問卷內容..................................................................66
表3-9 組織信任模式調整前後適配指標比較..........................................................68
表3-10 組織信任問卷信度分析................................................................................69
表3-11 題項調整後的組織信任問卷內容................................................................69
表3-12 工作滿意模式調整前後適配指標比較........................................................71
表3-13 工作滿意問卷信度分析................................................................................72
表3-14 題項調整後的工作滿意問卷內容................................................................72
表4-1 基本資料特徵描述..........................................................................................76
表4-2 各潛在變項與個別因素的平均分數及標準差..............................................77
表4-3 基本資料與潛在變項之相關..........................................................................78
表4-4 潛在變項之相關..............................................................................................78
表4-5 潛在變項各因素之相關及共變矩陣..............................................................79
表4-6 不同性質幼稚園的樣本檢定..........................................................................80
表4-7 不同規模幼稚園的樣本檢定..........................................................................81
表4-8 不同規模幼稚園的事後比較—同事信任......................................................81
表4-9 不同年齡的樣本檢定......................................................................................81
表4-10 擔任行政職務與否的樣本檢定....................................................................82
表4-11 不同教師幼教年資樣本檢定........................................................................82
表4-12 不同教師現園任職年資樣本檢定................................................................83
表4-13 不同教師教育程度樣本檢定........................................................................83
表4-14 不同教師教育程度事後比較—同事信任....................................................84
表4-15 不同園長任職年資樣本檢定........................................................................84
表4-16 不同園長任職年資事後比較—僕人領導....................................................85
表4-17 不同園長任職年資事後比較—同事信任....................................................85
表4-18 不同園長任職年資事後比較—領導信任....................................................86
表4-19 不同園長任職年資事後比較—工作滿意....................................................86
表4-20 以同事信任為中介的直接、間接、整體效果................................................88
表4-21 以領導信任為中介的直接、間接、整體效果...............................................89
表4-22 分別以同事信任及領導信任為中介的整體模式適配指標值比較............90



圖目次
圖2-1 Farling、Stone和Winston的僕人領導模式.....................................................18
圖2-2 Russell和Stone的僕人領導模式一.................................................................19
圖2-3 Russell和Stone的僕人領導模式二.................................................................19
圖2-4 林思伶的服務領導的後續研究架構..............................................................21
圖2-5 Patterson的僕人領導模式................................................................................22
圖2-6 Winston的僕人領導模式.................................................................................22
圖2-7 Patterson與Winston僕人領導模式的結合.....................................................22
圖2-8 Maye等人的二元信任模式.............................................................................31
圖2-9 Costigan等人的組織內部信任的多元層面觀點模式....................................32
圖2-10 Dietz和Den Hartog的信任的歷程模式........................................................33
圖2-11 Maslow的需求層次論....................................................................................40
圖2-12 傳統與Herzberg理論對於滿意與不滿意兩者關係的不同看法................41
圖2-13 Diham和Scott的三因素模式........................................................................42
圖3-1 研究架構圖......................................................................................................51
圖3-2 SEM模式路徑圖（一）......................................................................................62
圖3-3 SEM模式路徑圖（二）......................................................................................62
圖3-4 僕人領導問卷資料初次CFA..........................................................................64
圖3-5 僕人領導問卷資料題項調整後CFA..............................................................65
圖3-6 組織信任問卷資料初次CFA..........................................................................67
圖3-7 組織信任問卷資料題項調整後CFA..............................................................68
圖3-8 工作滿意問卷資料初次CFA..........................................................................70
圖3-9 工作滿意問卷資料題項調整後CFA..............................................................71
圖4-1 以同事信任為中介的結構模式與檢定值......................................................87
圖4-2 以領導信任為中介的結構模式與檢定值......................................................89		zh_TW
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dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0093157015en_US
dc.subject (關鍵詞) 僕人領導zh_TW
dc.subject (關鍵詞) 組織信任zh_TW
dc.subject (關鍵詞) 同事信任zh_TW
dc.subject (關鍵詞) 領導信任zh_TW
dc.subject (關鍵詞) 工作滿意zh_TW
dc.subject (關鍵詞) Servant leadershipen_US
dc.subject (關鍵詞) Organizational trusten_US
dc.subject (關鍵詞) Faulty trusten_US
dc.subject (關鍵詞) Leader trusten_US
dc.subject (關鍵詞) Job satisfactionen_US
dc.title (題名) 幼稚園僕人領導、組織信任與工作滿意關係之研究zh_TW
dc.title (題名) The relationship between servant leadership, organizational trust and job satisfaction in kindergartenen_US
dc.type (資料類型) thesisen
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