dc.contributor.advisor | 吳政達 | zh_TW |
dc.contributor.advisor | Wu, Cheng Ta | en_US |
dc.contributor.author (Authors) | 陳玫樺 | zh_TW |
dc.contributor.author (Authors) | Chen, Mei Hua | en_US |
dc.creator (作者) | 陳玫樺 | zh_TW |
dc.creator (作者) | Chen, Mei Hua | en_US |
dc.date (日期) | 2011 | en_US |
dc.date.accessioned | 17-Apr-2012 09:29:10 (UTC+8) | - |
dc.date.available | 17-Apr-2012 09:29:10 (UTC+8) | - |
dc.date.issued (上傳時間) | 17-Apr-2012 09:29:10 (UTC+8) | - |
dc.identifier (Other Identifiers) | G0098171006 | en_US |
dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/52830 | - |
dc.description (描述) | 碩士 | zh_TW |
dc.description (描述) | 國立政治大學 | zh_TW |
dc.description (描述) | 教育行政與政策研究所 | zh_TW |
dc.description (描述) | 98171006 | zh_TW |
dc.description (描述) | 100 | zh_TW |
dc.description.abstract (摘要) | 本研究旨在探討我國國民中學教師知覺領導者—成員交換關係、教師工作滿意度與教師離職傾向之實際情形,並瞭解領導者—成員交換關係對教師離職傾向的影響以及研究教師工作滿意度是否具有中介效果。 研究方法為文獻分析與問卷調查法。研究對象為桃園縣國民中學教師,共發出450份問卷,可用問卷共383份,可用率達85.11%。問卷回收後分別以因素分析、信度分析、描述性統計、t考驗、單因子變異數分析、Pearson積差相關、多元逐步迴歸及逐步階層迴歸分析等統計方法進行研究。根據研究結果與分析後歸納之結論如下:一、桃園縣國民中學教師知覺領導者—成員交換關係為中等程度,以「情感」之知覺程度為最高,「貢獻」之知覺程度最低。二、桃園縣國民中學教師在工作滿意的知覺為中等程度,以「自我實現」的知覺為最高,「工作壓力」之知覺為最低。三、桃園縣國民中學教師在離職傾向的知覺現況為低程度。四、不同背景變項的桃園縣國民中學教師知覺領導者—成員交換關係、教師工作滿意度與教師離職傾向的程度有差異。五、桃園縣國民中學教師領導者—成員交換關係、教師工作滿意度與教師離職傾向的知覺,彼此間具有顯著相關。六、領導者—成員交換關係與教師工作滿意度對教師離職傾向有顯著的聯合預測力,其中以「同僚關係」的預測力最高。七、教師工作滿意度在領導者—成員交換關係對教師離職傾向的影響上具有中介效果。 最後,根據研究結果提出建議,以供教育行政機關、國民中學學校校長、教師及後續研究之參考。 | zh_TW |
dc.description.abstract (摘要) | This study aims to investigate the current development of the junior high school leader-member exchange, teacher job satisfaction, and teacher turnover intention in Taoyuan County, and to discuss the influ- ence of leader-member exchange and teacher job satisfaction on teacher turnover intention and to test whether teacher job satisfaction is a signi- ficant mediator or not. The research process combines literature review and questionnaire method. Teachers in Taoyuan County public schools are the main survey subjects. Totally 450 questionnaires were distributed to schools, and 383 are valid, which the amount of usefulness is around 85.11%. The data is analyzed through the statistics method of factor analysis, reliability analy- sis, descriptive statistics, t-test, one-way ANOVA, Pearson product- moment correlation coefficient, multiple stepwise regression analysis and stepwise heirarchical regression analysis.The findings of the study are follows:1. Teachers in Taoyuan County public schools show median level of perception in leader-member exchange while “affect” is the highest, and “contribution” is the lowest.2. Teachers in Taoyuan County public schools show median level of perception in teacher job satisfaction while “self-actualization” is the highest, and “work intensity/load” is the lowest.3. Teachers in Taoyuan County public schools show low level of perception in teacher turnover intention.4. Teachers with different background show different opinions in leader-member exchange, teacher job satisfaction, and teacher turnover intention.5. The relations among leader-member exchange, teacher job satisfaction, and teacher turnover intention are significant.6. Leader-member exchange and teacher job satisfaction show significant predictability to teacher turnover intention while “colleague relationship” is the highest.7. Teacher job satisfaction functions as a significant mediator between leader-member exchange and teacher turnover intention. According to the above conclusions, the research proposed relevant suggestions to be referenced by education administrative organizations, junior high school principals and teachers, and future researches. | en_US |
dc.description.tableofcontents | 第一章 緒論•••••••••••••••••••••••••••••••••••••1第一節 研究動機•••••••••••••••••••••••••••••••••••••••1第二節 研究目的與待答問題•••••••••••••••••••••••••••••5第三節 重要名詞釋義•••••••••••••••••••••••••••••••••••7第四節 研究範圍與研究限制•••••••••••••••••••••••••••••9第二章 文獻探討••••••••••••••••••••••••••••••••13第一節 領導者—成員交換關係及其相關研究••••••••••••••13第二節 教師離職傾向及其相關研究••••••••••••••••••••••22第三節 教師工作滿意度及其相關研究••••••••••••••••••••34第四節 領導者—成員交換關係、教師離職傾向與教師工作滿意度之相關研究••••••••••••••••••••••••••••••••••44第三章 研究設計與實施••••••••••••••••••••••••••51第一節 研究架構與研究假設••••••••••••••••••••••••••••51第二節 研究實施與研究對象••••••••••••••••••••••••••••56第三節 研究工具••••••••••••••••••••••••••••••••••••••60第四節 資料處理與分析••••••••••••••••••••••••••••••••64第四章 研究結果與討論••••••••••••••••••••••••••67第一節 領導者—成員交換關係、教師離職傾向與教師工作滿意度之現況分析••••••••••••••••••••••••••••••••••67第二節 不同背景變項在領導者—成員交換關係、教師工作滿意度與離職傾向之差異分析••••••••••••••••••••••••73第三節 領導者—成員交換關係、教師工作滿意度與離職傾向之相關分析•••••••••••••••••••••••••••••••••••••108第四節 領導者—成員交換關係與教師工作滿意度對教師離職傾向之預測分析•••••••••••••••••••••••••••••••••112第五章 結論與建議•••••••••••••••••••••••••••••123第一節 結論•••••••••••••••••••••••••••••••••••••••••123第二節 建議•••••••••••••••••••••••••••••••••••••••••131參考文獻••••••••••••••••••••••••••••••••••••••••137附錄一••••••••••••••••••••••••••••••••••••••••••153附錄二••••••••••••••••••••••••••••••••••••••••••157附錄三••••••••••••••••••••••••••••••••••••••••••159表2-1 1985年前離職理論代表學者•••••••••••••••••••••••23表2-2 1985年至1995年離職理論代表學者•••••••••••••••••24表2-3 1995年至今離職理論代表學者•••••••••••••••••••••25表3-1 正式問卷抽樣教師樣本數分析表••••••••••••••••••••57表3-2 正式問卷回收情形分析表••••••••••••••••••••••••••58表3-3 樣本基本資料分配統計表••••••••••••••••••••••••••58表3-4 領導者—成員交換關係各構面題目一覽表••••••••••••60表3-5 教師工作滿意度各構面題目一覽表••••••••••••••••••62表4-1 領導者—成員交換關係調查表之描述性統計摘要表••••68表4-2 教師工作滿意度調查表之描述性統計摘要表••••••••••69表4-3 教師離職傾向調查表之描述性統計摘要表••••••••••••70表4-4 教師性別對領導者—成員交換關係之差異分析摘要表••73表4-5 教師性別對教師工作滿意度之差異分析摘要表••••••••74表4-6 教師性別對教師離職傾向之差異分析摘要表••••••••••75表4-7 教師年齡對領導者—成員交換關係之差異分析摘要表••76表4-8 教師年齡對教師工作滿意度之差異分析摘要表••••••••77表4-9 教師年齡對教師離職傾向之差異分析摘要表••••••••••79表4-10 教師服務年資對領導者—成員交換關係之差異分析摘要表•••••••••••••••••••••••••••••••••••••••••••••80表4-11 教師服務年資對教師工作滿意度之差異分析摘要表•••81表4-12 教師服務年資對教師離職傾向之差異分析摘要表•••••83表4-13 教師本校服務年資對領導者—成員交換關係之差異分析摘要表•••••••••••••••••••••••••••••••••••••••••••••84表4-14 教師本校服務年資對教師工作滿意度之差異分析摘要表•••••••••••••••••••••••••••••••••••••••••••••85表4-15 教師本校服務年資對教師離職傾向之差異分析摘要表•87表4-16 教師教育程度對領導者—成員交換關係之差異分析摘要表•••••••••••••••••••••••••••••••••••••••••••••88表4-17 教師教育程度對教師工作滿意度之差異分析摘要表•••89表4-18 教師教育程度對教師離職傾向之差異分析摘要表•••••90表4-19 教師現任職務對領導者—成員交換關係之差異分析摘要表•••••••••••••••••••••••••••••••••••••••••••••91表4-20 教師現任職務對教師工作滿意度之差異分析摘要表•••93表4-21 教師現任職務對教師離職傾向之差異分析摘要表•••••94表4-22 圈內/圈外人員對領導者—成員交換關係之差異分析摘要表•••••••••••••••••••••••••••••••••••••••••••••95表4-23 圈內/圈外人員對教師工作滿意度之差異分析摘要表••96表4-24 圈內/圈外人員對教師離職傾向之差異分析摘要表••••97表4-25 學校規模對領導者—成員交換關係之差異分析摘要表99表4-26 學校規模對教師工作滿意度之差異分析摘要表••••••100表4-27 學校規模對教師離職傾向之差異分析摘要表••••••••102表4-28 不同背景變項在知覺領導者—成員交換關係之差異分析摘要表••••••••••••••••••••••••••••••••••••••••103表4-29 不同背景變項在知覺教師工作滿意度之差異分析摘要表••••••••••••••••••••••••••••••••••••••••••••104表4-30 不同背景變項在知覺教師離職傾向之差異分析摘要表106表4-31 「領導者—成員交換關係」與「教師離職傾向」之相關摘要表••••••••••••••••••••••••••••••••••••••••••108表4-32 「領導者—成員交換關係」與「教師工作滿意度」之相關摘要表••••••••••••••••••••••••••••••••••••••••••109表4-33 「領導者—成員交換關係」與「教師離職傾向」之相關摘要表••••••••••••••••••••••••••••••••••••••••••110表4-34 領導者—成員交換關係、教師工作滿意度與離職傾向之相關摘要表••••••••••••••••••••••••••••••••••••••111表4-35 領導者—成員交換關係對教師離職傾向之逐步多元迴歸分析摘要表••••••••••••••••••••••••••••••••••••112表4-36 教師工作滿意度對教師離職傾向之逐步多元迴歸分析摘要表••••••••••••••••••••••••••••••••••••••••••113表4-37 領導者—成員交換關係與教師工作滿意度對教師離職傾向之逐步多元迴歸分析摘要表••••••••••••••••••••114表4-38 領導者—成員交換關係、教師工作滿意度對教師離職傾向預測摘要表••••••••••••••••••••••••••••••••••••115表4-39 領導者—成員交換關係對教師工作滿意度之逐步迴歸分析摘要表••••••••••••••••••••••••••••••••••••••117表4-40 教師工作滿意度在領導者—成員交換關係對教師離職傾向之階層迴歸分析摘要表••••••••••••••••••••••••117表4-41 領導者—成員交換關係對教師離職傾之預測力分析摘要表••••••••••••••••••••••••••••••••••••••••••••119圖2-1 教師離職模式••••••••••••••••••••••••••••••••••••29圖3-1 研究架構圖••••••••••••••••••••••••••••••••••••••51圖3-2 假設因果關係模式圖••••••••••••••••••••••••••••••53圖3-3 研究流程圖••••••••••••••••••••••••••••••••••••••56 | zh_TW |
dc.language.iso | en_US | - |
dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0098171006 | en_US |
dc.subject (關鍵詞) | 領導者—成員交換關係 | zh_TW |
dc.subject (關鍵詞) | 教師離職傾向 | zh_TW |
dc.subject (關鍵詞) | 教師工作滿意度 | zh_TW |
dc.subject (關鍵詞) | leader-member exchange | en_US |
dc.subject (關鍵詞) | teacher turnover intention | en_US |
dc.subject (關鍵詞) | teacher job satisfaction | en_US |
dc.title (題名) | 領導者—成員交換關係對教師離職傾向影響之研究:以教師工作滿意度為中介變項 | zh_TW |
dc.title (題名) | The study of the influences of leader-member exchange on teacher turnover intention: teacher job satisfaction as a mediator | en_US |
dc.type (資料類型) | thesis | en |
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