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題名 國立高中職校長衝突管理、行政溝通與教師工作滿意度關係之研究
A Study on the Relationships among Principals’ Conflict Management, Administrative Communication, and Teachers’ Job Satisfaction
作者 莊勝利
貢獻者 秦夢群<br>張奕華
莊勝利
關鍵詞 衝突管理
行政溝通
教師工作滿意度
Conflict Management
Administrative Communication
Teachers’ Job Satisfaction
日期 2006
上傳時間 17-Sep-2009 15:14:23 (UTC+8)
摘要 本研究主旨在探究國立高中職教師對於校長衝突管理、行政溝通行為的知覺與教師工作滿意度相關性，以及不同教師個人變項、學校變項等因素與校長衝突管理、行政溝通、以及教師作滿意度的相關性，同時進行理論模式驗證，並提出研究結論與建議。
本研究採問卷調查法，針對國立高中職教師對於校長衝突管理、行政溝通行為的知覺與教師工作滿意度相關性進行探究。本研究首先經由文獻探討與分析，建立研究架構與理論模式。在問卷發展方面，共分為預試問卷與正式問卷二部份，首先在預試問卷方面，以192位國立高中職現職教師為預試樣本，進行信度與因素分析，正式問卷則依據預試問卷的分析結果發展而成。正式問卷以台灣區國立高中職學校教師樣本，採分層隨機抽樣方式，共計回收有效樣本為642份。研究資料的統計處理與分析方面，包括描述統計、t考驗、變異數分析、相關分析以及線性結構方程模式等統計方法。

本研究之主要研究結果如下:

一、目前國立高中職教師對於校長衝突管理、行政溝通行為的知覺是正面的，教師工作滿意度整體上是高的。
二、校長衝突管理的方式與行政溝通行為之間呈現顯著正相關。
三、校長衝突管理的方式與教師工作滿意度之間呈現顯著正相關。
四、校長行政溝通行為與教師工作滿意度之間呈現顯著正相關。
五、不同教師個人變項與校長衝突管理、行政溝通、以及教師工作滿意度等部分因素呈顯著差異。
六、服務不同背景變項學校的教師對於校長衝突管理、行政溝通的知覺、以及教師工作滿意度等部份因素呈顯著差異。
七、教師對於校長衝突管理、行政溝通行為的知覺能有效解釋教師工作滿意度。

根據上述的研究結果，本研究提建議如下:

一、對教育行政主管機關的建議

(一) 加強國立高中職校長解決組織衝突的能力、以及行政溝通能力。
(二) 適度增加教師薪資，以及升遷的機會。
(三) 國立高中職學校規模不宜太大，最好在40班以下。

二、對國立高中職校長的建議

(一) 加強學校行政領導，以提高教師工作滿意度。
(二) 提高解決組織衝突，以及行政溝通的能力。
(三) 重視教師個人變項對校長衝突管理、行政溝通、以及教師工作滿意度不同知覺反應。
(四) 重視學校變項對校長管理、行政溝通、以及教師工作滿意度的影響。

三、對未來研究之建議

(一) 研究對象方面: 擴大研究對象範圍，提高研究價值。
(二) 研究方法方面: 量化研究方面可以增加校長自評，此外，可輔以質化研究，如訪談、實地觀察等，以使研究層面更臻完善。
(三)研究內容方面:　探討其他研究變項，建構新的架構模式。
The purpose of this study is to explore the relationships among principals’ conflict management, administrative communication, and teachers’ job satisfaction. The relationships between background variables of teachers, and schools and principals’ conflict management, administrative communication, and teachers’ job satisfaction were also examined. A theoretical model was constructed and confirmed, and some research conclusions were made and suggestions were offered as well.
This study adopted the questionnaire survey, exploring the relationships among principals’ conflict management, administrative communication, and teachers’ job satisfaction. First, a research frame, and theoretical model were built based on the literature analysis. As for the development of the questionnaires, 192 public senior high school teachers were chosen as the pre-test samples. Based on the reliability analysis, and validity analysis of the pre-test samples, the formal questionnaires were developed. There were 642 public senior high school teachers who were randomly chosen as the research subjects. Their questionnaires were used as the research data, and some statistical techniques such as descriptive statistics, t-test, ANOVA, correlation analysis, and SEM were employed.
The major findings from this study are as follows:
1. The perceptions from the senior high school teachers about principals’ conflict management, administrative communication are positive, and teachers’ job satisfaction are high.
2. Principals’ conflict management styles and administrative communication are positively correlated.
3. Principals’ conflict management styles and teachers’ job satisfaction are positively correlated.
4. Principals’ administrative communication and teachers’ job satisfaction are positively correlated.
5. With different personal background variables , the perceptions of teachers on principals’ conflict management styles, administrative communication, and teachers’ job satisfaction are in parts significantly different.
6. With different school background variables, the perceptions of teachers on principals’ conflict management styles, administrative communication, and teachers’ job satisfaction are in parts significantly different.
7. The perceptions of teachers on principals’ conflict management styles and administrative communication can effectively explain the teachers’ job satisfaction.

The suggestions made by this study are as follows:

A. The suggestions to the educational administrative institutes:

1. Develop public senior high school principals’ capabilities to handle organizational conflict, and administrative communication.
2. Raise teachers’ salary, and provide more chances of promotion.
3. Limit school size under 40 classes.

B. The suggestions to public senior high school principals:

1. Strengthen school administrative leadership to raise teachers’ job satisfaction.
2. Equipped well with the capabilities of handling organizational conflict, and administrative communication.
3. Place stress on the effects of teachers’ personal background variables on principals’ conflict management styles, administrative communication, and teachers’ job satisfaction.
4. Place stress on the effects of school background variables on principals’ conflict management styles, administrative communication, and teachers’ job satisfaction.

C. The suggestions to the research in the future:

1. The research subjects: expand the research subjects to raise the value of the study.
2. The research methods: Besides the quantitative methods, qualitative methods such as the visiting survey, case study, may be used to get holistic research results.
3. The research contents: Explore other variables, and establish new research frames.
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描述 博士
國立政治大學
教育研究所
92152507
95
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0921525071
資料類型 thesis
dc.contributor.advisor 秦夢群<br>張奕華zh_TW
dc.contributor.author (Authors) 莊勝利zh_TW
dc.creator (作者) 莊勝利zh_TW
dc.date (日期) 2006en_US
dc.date.accessioned 17-Sep-2009 15:14:23 (UTC+8)-
dc.date.available 17-Sep-2009 15:14:23 (UTC+8)-
dc.date.issued (上傳時間) 17-Sep-2009 15:14:23 (UTC+8)-
dc.identifier (Other Identifiers) G0921525071en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/33074-
dc.description (描述) 博士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 教育研究所zh_TW
dc.description (描述) 92152507zh_TW
dc.description (描述) 95zh_TW
dc.description.abstract (摘要) 本研究主旨在探究國立高中職教師對於校長衝突管理、行政溝通行為的知覺與教師工作滿意度相關性，以及不同教師個人變項、學校變項等因素與校長衝突管理、行政溝通、以及教師作滿意度的相關性，同時進行理論模式驗證，並提出研究結論與建議。
本研究採問卷調查法，針對國立高中職教師對於校長衝突管理、行政溝通行為的知覺與教師工作滿意度相關性進行探究。本研究首先經由文獻探討與分析，建立研究架構與理論模式。在問卷發展方面，共分為預試問卷與正式問卷二部份，首先在預試問卷方面，以192位國立高中職現職教師為預試樣本，進行信度與因素分析，正式問卷則依據預試問卷的分析結果發展而成。正式問卷以台灣區國立高中職學校教師樣本，採分層隨機抽樣方式，共計回收有效樣本為642份。研究資料的統計處理與分析方面，包括描述統計、t考驗、變異數分析、相關分析以及線性結構方程模式等統計方法。

本研究之主要研究結果如下:

一、目前國立高中職教師對於校長衝突管理、行政溝通行為的知覺是正面的，教師工作滿意度整體上是高的。
二、校長衝突管理的方式與行政溝通行為之間呈現顯著正相關。
三、校長衝突管理的方式與教師工作滿意度之間呈現顯著正相關。
四、校長行政溝通行為與教師工作滿意度之間呈現顯著正相關。
五、不同教師個人變項與校長衝突管理、行政溝通、以及教師工作滿意度等部分因素呈顯著差異。
六、服務不同背景變項學校的教師對於校長衝突管理、行政溝通的知覺、以及教師工作滿意度等部份因素呈顯著差異。
七、教師對於校長衝突管理、行政溝通行為的知覺能有效解釋教師工作滿意度。

根據上述的研究結果，本研究提建議如下:

一、對教育行政主管機關的建議

(一) 加強國立高中職校長解決組織衝突的能力、以及行政溝通能力。
(二) 適度增加教師薪資，以及升遷的機會。
(三) 國立高中職學校規模不宜太大，最好在40班以下。

二、對國立高中職校長的建議

(一) 加強學校行政領導，以提高教師工作滿意度。
(二) 提高解決組織衝突，以及行政溝通的能力。
(三) 重視教師個人變項對校長衝突管理、行政溝通、以及教師工作滿意度不同知覺反應。
(四) 重視學校變項對校長管理、行政溝通、以及教師工作滿意度的影響。

三、對未來研究之建議

(一) 研究對象方面: 擴大研究對象範圍，提高研究價值。
(二) 研究方法方面: 量化研究方面可以增加校長自評，此外，可輔以質化研究，如訪談、實地觀察等，以使研究層面更臻完善。
(三)研究內容方面:　探討其他研究變項，建構新的架構模式。		zh_TW
dc.description.abstract (摘要) The purpose of this study is to explore the relationships among principals’ conflict management, administrative communication, and teachers’ job satisfaction. The relationships between background variables of teachers, and schools and principals’ conflict management, administrative communication, and teachers’ job satisfaction were also examined. A theoretical model was constructed and confirmed, and some research conclusions were made and suggestions were offered as well.
This study adopted the questionnaire survey, exploring the relationships among principals’ conflict management, administrative communication, and teachers’ job satisfaction. First, a research frame, and theoretical model were built based on the literature analysis. As for the development of the questionnaires, 192 public senior high school teachers were chosen as the pre-test samples. Based on the reliability analysis, and validity analysis of the pre-test samples, the formal questionnaires were developed. There were 642 public senior high school teachers who were randomly chosen as the research subjects. Their questionnaires were used as the research data, and some statistical techniques such as descriptive statistics, t-test, ANOVA, correlation analysis, and SEM were employed.
The major findings from this study are as follows:
1. The perceptions from the senior high school teachers about principals’ conflict management, administrative communication are positive, and teachers’ job satisfaction are high.
2. Principals’ conflict management styles and administrative communication are positively correlated.
3. Principals’ conflict management styles and teachers’ job satisfaction are positively correlated.
4. Principals’ administrative communication and teachers’ job satisfaction are positively correlated.
5. With different personal background variables , the perceptions of teachers on principals’ conflict management styles, administrative communication, and teachers’ job satisfaction are in parts significantly different.
6. With different school background variables, the perceptions of teachers on principals’ conflict management styles, administrative communication, and teachers’ job satisfaction are in parts significantly different.
7. The perceptions of teachers on principals’ conflict management styles and administrative communication can effectively explain the teachers’ job satisfaction.

The suggestions made by this study are as follows:

A. The suggestions to the educational administrative institutes:

1. Develop public senior high school principals’ capabilities to handle organizational conflict, and administrative communication.
2. Raise teachers’ salary, and provide more chances of promotion.
3. Limit school size under 40 classes.

B. The suggestions to public senior high school principals:

1. Strengthen school administrative leadership to raise teachers’ job satisfaction.
2. Equipped well with the capabilities of handling organizational conflict, and administrative communication.
3. Place stress on the effects of teachers’ personal background variables on principals’ conflict management styles, administrative communication, and teachers’ job satisfaction.
4. Place stress on the effects of school background variables on principals’ conflict management styles, administrative communication, and teachers’ job satisfaction.

C. The suggestions to the research in the future:

1. The research subjects: expand the research subjects to raise the value of the study.
2. The research methods: Besides the quantitative methods, qualitative methods such as the visiting survey, case study, may be used to get holistic research results.
3. The research contents: Explore other variables, and establish new research frames.		en_US
dc.description.tableofcontents 第一章 緒論
第一節 研究背景與動機………………………………………1
第二節 研究目的與研究問題…………………………………5
第三節 名詞釋義………………………………………………7
第四節 研究方法與步驟………………………………………9
第五節 研究範圍與限制………………………………………10
第二章 文獻探討
第一節 組織衝突理論分析與相關研究………………………13
第二節 行政溝通的理論分析與相關研究……………………36
第三節 教師工作滿意度的理論分析與相關研究……………57
第四節 校長衝突策略、行政溝通、以及教師工作滿意度相
關研究…………………………………………………75
第三章 研究設計與實施
第一節 研究架構………………………………………………79
第二節 研究方法………………………………………………81
第三節 研究對象………………………………………………82
第四節 研究工具………………………………………………83
第五節 資料處理與分析方法…………………………………86
第六節 預試問卷統計分析……………………………………90
第四章 研究結果分析與討論
第一節 國立高中職學校校長衝突策略、行政溝通、與教師工作滿意度相關現況分析…………………………………111
第二節 校長衝突管理、行政溝通、教師工作滿意度相關之分析………………………………………………………120
第三節 背景變項對校長衝突管理、行政溝通、教師工作滿意度差異性分析……………………………………………..123
第四節 理論模式適配度考驗…………………………..………151
第五節 綜合討論………………………………………………155
第五章 結論與建議
第一節 研究結論………………………………………………167
第二節 建議……………………………………………………177

參考文獻
壹、中文部分……………………………………………………184
貳、英文部分……………………………………………………190


附錄
附錄一：高中職校長衝突管理、行政溝通與教師工作滿意度相關預試量表…………………………………………………………211
附錄二：高中職校長衝突管理、行政溝通與教師工作滿意度相關量表……………………………………………………………217
表次

表　2-1 衝突策略運用情境…………………………………………29

表　3-1 校長衝突策略運用問卷各層面題號編配表………………83

表　3-2 校長行政溝通行為問卷各層面題號編配表………………84

表　3-3 教師工作滿意度問卷各層面題號編配表…………………85

表　3-4 整體模式適配考驗之適配建議指標………………………88

表　3-5 校長衝突管理預試量表信度分析結果摘要表……………91

表　3-6 校長行政溝通行為預試量表信度分析結果摘要表………92

表　3-7 教師工作滿意度預試量表信度分析結果摘要表…………93

表　3-8 校長衝突管理預試量表高分組與低分組平均數T考驗結果摘要表………………………………………………………95

表　3-9 校長行政溝通預試量表高分組與低分組平均數差異性考驗結果摘要表…………………………………………………97

表　3-10教師工作滿意度預試量表高分組與低分組平均數差異性考驗結果摘要表………………………………………………99

表　3-11校長衝突管理量表解釋總變異量表（未刪題）……………102

表　3-12校長衝突管理量表解釋總變異量表（刪題）………………102

表　3-13校長衝突管理整體模式適配考驗結果摘要………………103

表　3-14校長衝突管理量表驗證性因素分析摘要表………………105

表　3-15校長行政溝通整體模式適配考驗結果摘要………………108

表　3-16校長行政溝通量表驗證性因素分析摘要表………………109

表　3-17教師工作滿意度量表解釋總變異量表……………………110

表　4-1 正式問卷回收概狀表………………………………………112

表　4-2 國立高中職校長衝突管理量表之平均數和標準差摘要表……………………………………………………………115

表　4-3 高中職校長衝突管理現況分析摘要表……………………115

表　4-4 國立高中職校長行政溝通量表之平均數、標準差摘要表……………………………………………………………116

表　4-5 國立高中職校長行政溝通現況分析表……………………117

表　4-6 國立高中職學校教師工作滿意度量表之平均數、標準差摘要表……………………………………………………………118

表　4-7 國立高中職學校教師工作滿意度現況分析摘要表………119

表　4-8 校長衝突管理量表各因素與與校長行政溝通因素相關表……………………………………………………………121

表　4-9 校長衝突管理量表各因素與教師工作滿意度各因素之相關表……………………………………………………………122

表　4-10校長行政溝通與教師工作滿意度各因素之相關表………123

表　4-11不同性別教師對校長衝突量表 t考驗結果摘要表………124

表　4-12不同性別教師在校長行政溝通量表 t考驗結果摘要……125

表　4-13不同性別教師工作滿意度量表 t考驗結果摘要表………126

表　4-14不同年齡教師次數分配表…………………………………126

表　4-15不同年齡教師在校長衝突管理之變異數分析摘要表……128

表　4-16不同年齡教師在校長行政溝通行為變異數分析結果摘要表……………………………………………………………129

表　4-17不同年齡教師在教師工作滿意度量表變異數分析摘要表……………………………………………………………130

表　4-18教師不同服務年資分配表…………………………………131

表　4-19不同服務年資教師在校長衝突管理之變異數分析結果摘要表……………………………………………………………132

表　4-20不同服務年資教師在校長行政溝通行為變異數分析結果摘要表…………………………………………………………133

表　4-21不同服務年資教師在教師工作滿意度之變異數分析摘要表……………………………………………………………135

表　4-22不同學歷教師人次分配表…………………………………136

表　4-23不同學歷教師在校長衝突管理之比較的平均數與標準差……………………………………………………………136

表　4-24不同學歷教師在校長行政溝通行為量表得分平均數考驗摘要表…………………………………………………………137

表　4-25不同學歷教師在教師工作滿意度平均數考驗摘要表……137

表　4-26高中高職學校次數分配表…………………………………138
表　4-27不同學校性質（高中職）校長在校長衝突管理之平均數考驗摘要表………………………………………………………139

表　4-28不同學校性質（高中職）在校長行政溝通行為之平均數考驗摘要表………………………………………………………139

表　4-29不同學校性質（高中職）在教師工作滿意度平均數考驗摘要表……………………………………………………………140

表　4-30不同學校歷史的次數分配表………………………………141

表　4-31不同學校歷史在校長衝突管理的變異數分析表…………142

表　4-32不同學校歷史在校長行政溝通行為變異數分析摘要表…143

表　4-33不同學校歷史在教師工作滿意度變異數分析摘要表……144

表　4-34不同學校所在地次數分配表………………………………145

表　4-35不同學校所在地在校長衝突管理平均數考驗摘要表……145

表　4-36不同學校所在地在校長行政溝通行為平均數考驗摘要表……………………………………………………………146

表　4-37不同學校所在地在教師工作滿意度平均數考驗摘要表……………………………………………………………147

表　4-38不同學校規模（班級數）分配次數表………………………147

表　4-39不同學校班級數在校長衝突管理之變異數分析摘要表…148

表　4-40不同學校班級數在校長行政溝通行為變異數分析摘要表……………………………………………………………149

表　4-41不同學校班級數在教師工作滿意度變異數分析摘要表…150

表　4-42理論模式參考估計顯著性考驗與標準化參數……………152

表　4-43整體模式適配考驗之適配度摘要表………………………153



圖次

圖　2-1 關心焦點與衝突策略圖……………………………………28

圖　2-2 一般溝通模式圖……………………………………………42

圖　2-3 Porter－Lawler 的動機模式圖 ……………………………65

圖　2-4 工作滿意系統圖……………………………………………68

圖　3-1 本研究架構圖………………………………………………80

圖　3-2 線性結構關係模式圖………………………………………81

圖　3-3 校長衝突管理、行政溝通行為與教師工作滿意關係之路徑……………………………………………………………87

圖　3-4 校長衝突管理量表模式標準化參數 ……………………104

圖　3-5 校長行政溝通模式標準化參數 …………………………107

圖　4-1 理論模型之完全標準化路徑係數圖 ……………………154		zh_TW
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dc.language.iso en_US-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0921525071en_US
dc.subject (關鍵詞) 衝突管理zh_TW
dc.subject (關鍵詞) 行政溝通zh_TW
dc.subject (關鍵詞) 教師工作滿意度zh_TW
dc.subject (關鍵詞) Conflict Managementen_US
dc.subject (關鍵詞) Administrative Communicationen_US
dc.subject (關鍵詞) Teachers’ Job Satisfactionen_US
dc.title (題名) 國立高中職校長衝突管理、行政溝通與教師工作滿意度關係之研究zh_TW
dc.title (題名) A Study on the Relationships among Principals’ Conflict Management, Administrative Communication, and Teachers’ Job Satisfactionen_US
dc.type (資料類型) thesisen
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