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題名 企業中階主管的領導意涵及其在人力資源管理上的意義
作者 林士超
Lin, Shi Chao
貢獻者 劉兆明
Liu, Zhao-Ming
林士超
Lin, Shi Chao
日期 1995
上傳時間 28-四月-2016 15:18:30 (UTC+8)
摘要 本研究在回顧領導訓練現況與領導研究文獻之後，發現導訓練實務上的供需與現有領導理文獻有脫節的情形。面對這樣的現象，筆者認為研究者必須重新思考領導的意涵，先去探討「企業需要的領導究竟是什麼？」、「企業需要什麼樣的領導者？」、「領導可以訓練嗎？」等問題。先澄清領導的意涵，企業才能進一步思考領導訓練該訓練什麼或該選拔什麼樣的領導人才。
第一章緒論..........1\r\n第一節研究動機、問題與目的..........1\r\n一、研究動機：由領導訓練現況談起..........1\r\n二、研究目的..........8\r\n三、研究問題..........9\r\n第二節文獻探討..........11\r\n一、領導的意涵..........11\r\n二、領導的研究取向..........20\r\n三、領導意涵與領導訓練的關係..........35\r\n第三節研究取向..........45\r\n一、研究取向概述..........45\r\n二、個案研究取向..........48\r\n三、臨床研究取向..........49\r\n四、本研究與個案研究、臨床研究取向之異同..........51\r\n第二章研究方法..........55\r\n第一節研究對象..........55\r\n一、兩家大型民營企業相關背景的措述..........55\r\n二、受訪者..........63\r\n第二節研究步驟..........69\r\n第三節資料蒐集..........71\r\n一、文件資料的蒐集..........71\r\n二、訪談資料的蒐集..........72\r\n第四節資料分析..........76\r\n一、資料分析策略..........76\r\n二、資料分析程序..........77\r\n第三章觀點分析..........81\r\n第一節領導的意涵..........81\r\n一、與領導有關的概念..........81\r\n二、領導者的職責..........105\r\n三、領導的特性..........124\r\n第二節領導者所需具備的條件..........149\r\n一、人格特質..........149\r\n二、能力..........173\r\n第四章討論與建議..........211\r\n第一節本研究結果摘述..........211\r\n一、領導的意涵..........211\r\n二、領導者所需具備的條件：兩家企業的比較..........222\r\n三、小結..........224\r\n第二節本研究在領導理論上的意思..........230\r\n第三節領導意涵在人力資源管理上的意義..........233\r\n一、界定領導者所具備的條件..........234\r\n二、領導人才選拔..........235\r\n三、領導人才訓練..........241\r\n第四節本研究之貢獻與限制..........244\r\n一、本研究之貢獻..........244\r\n二、本研究之限制..........245\r\n第五節建議..........247\r\n一、對後續研究之建議..........247\r\n二、實務上之運用..........250\r\n參考文獻..........253\r\n中文部份..........253
參考文獻 英文部分\r\nBass,B.M.(1981). Stogdill`s handbook of leadership: a survey of theory andresearch.New York:Free Press.\r\nBass,B,M. (1983) ,Some observations about a general theory of leadership and interpersonal behavior. In W.R.Lassey & M.Sashkin\r\n(eds,), Leadership And Social Change(pp.22-38),San Diego:\r\nUniversity Associates.\r\nBass,B,M, (1985). Leadership and performance beyond expectations ,New York:Free Press.\r\nBass,B.M. (1990).Handbook of leadership:a survey of theory and research,New York:Free Press,\r\nBass,B.M. & Avolio,B.J.(1993).Transformational leadership a\r\nresponse to critiques,In M,M,Chemers & R,Ayman (eds,), Leadership Theory and Research:Perspectives and Directions(pp.49-80).San iego,CA:Acadedemic Press,\r\nBennis,W.(1986),Four traits of leadership.In J,N,Williamson (ed.), The Leader Manager(pp.79-89) .New York:John Wiley & Sons.\r\nBennis,W, (1993).Managing the dream:leadership in the 21st centry. In W. 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(1986) .Leader-member exchange model of leadership:a critique and future development.Academy of Management Review,11(3) ,618-634.\r\nField,R.H .G.(1979).A critique of Vroom-Yetton contingency model of leadership bebavior.Academy of Management,1l1l,249-257.\r\nFiedler,F.E. (1967). A theory of leadership effectiveness. New York:McGraw-Hill.\r\nFiedler,F.E . (l978) .Situational control and a dynamic theory of leadership.In B.King, S.Streufert, & F.E,Fiedler (eds,) (pp . 107-131),Washington,D,C, :V,H,Winston & Sons.\r\nFiedler,F,E,(1983),The contigency model- new directions for\r\nleadership utilization,In \\\\`,R.Lassey , & M.Sashkin (eds, ), Leadership And Social Change (3rd ed,)(pp,160-173). San Diego: University Associates,INC,\r\nFiedler,F,E \" & Chemers,M,M , (1984) , Improving leadership effectiveness: the leader match concept (2nd ed,) ,New York:John Wiley & Sons,\r\nFiedler,F,E \" & Mahar,L. (1979), A field experiment validating contingency model leadership training. 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Leadership in organizations (3rd ed.).Englewood Cliffs,NJ:Prentice Hall.\r\nYukI ,G., & Van Fleet D.D. (1991). Theory and research on leadership in organizations. Handbook of Industrial and Organizational Psychology , 507-619.\r\nZalenzik,A.(1993).Managers and leaders:are they different? In W.E.Rosenbach & R.L.Taylor (eds), Contemporary Issues In\r\nLeadership (3rd ed. )(pp.36-56) .Boulder:Westview Press.\r\nZig a rm i , P ., & Zig arm i , D. (1985 ) . Lea d e r s b i pan d the 0 n e ill i nute manager:leader`s guide/discussion Manual. Escondido,CA : Blanchard Training & Development.
描述 碩士
國立政治大學
心理學系
資料來源 http://thesis.lib.nccu.edu.tw/record/#B2002002904
資料類型 thesis
dc.contributor.advisor 劉兆明zh_TW
dc.contributor.advisor Liu, Zhao-Mingen_US
dc.contributor.author (作者) 林士超zh_TW
dc.contributor.author (作者) Lin, Shi Chaoen_US
dc.creator (作者) 林士超zh_TW
dc.creator (作者) Lin, Shi Chaoen_US
dc.date (日期) 1995en_US
dc.date.accessioned 28-四月-2016 15:18:30 (UTC+8)-
dc.date.available 28-四月-2016 15:18:30 (UTC+8)-
dc.date.issued (上傳時間) 28-四月-2016 15:18:30 (UTC+8)-
dc.identifier (其他 識別碼) B2002002904en_US
dc.identifier.uri (URI) https://ah.lib.nccu.edu.tw/item?item_id=99401-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學系zh_TW
dc.description.abstract (摘要) 本研究在回顧領導訓練現況與領導研究文獻之後，發現導訓練實務上的供需與現有領導理文獻有脫節的情形。面對這樣的現象，筆者認為研究者必須重新思考領導的意涵，先去探討「企業需要的領導究竟是什麼？」、「企業需要什麼樣的領導者？」、「領導可以訓練嗎？」等問題。先澄清領導的意涵，企業才能進一步思考領導訓練該訓練什麼或該選拔什麼樣的領導人才。zh_TW
dc.description.abstract (摘要) 第一章緒論..........1\r\n第一節研究動機、問題與目的..........1\r\n一、研究動機：由領導訓練現況談起..........1\r\n二、研究目的..........8\r\n三、研究問題..........9\r\n第二節文獻探討..........11\r\n一、領導的意涵..........11\r\n二、領導的研究取向..........20\r\n三、領導意涵與領導訓練的關係..........35\r\n第三節研究取向..........45\r\n一、研究取向概述..........45\r\n二、個案研究取向..........48\r\n三、臨床研究取向..........49\r\n四、本研究與個案研究、臨床研究取向之異同..........51\r\n第二章研究方法..........55\r\n第一節研究對象..........55\r\n一、兩家大型民營企業相關背景的措述..........55\r\n二、受訪者..........63\r\n第二節研究步驟..........69\r\n第三節資料蒐集..........71\r\n一、文件資料的蒐集..........71\r\n二、訪談資料的蒐集..........72\r\n第四節資料分析..........76\r\n一、資料分析策略..........76\r\n二、資料分析程序..........77\r\n第三章觀點分析..........81\r\n第一節領導的意涵..........81\r\n一、與領導有關的概念..........81\r\n二、領導者的職責..........105\r\n三、領導的特性..........124\r\n第二節領導者所需具備的條件..........149\r\n一、人格特質..........149\r\n二、能力..........173\r\n第四章討論與建議..........211\r\n第一節本研究結果摘述..........211\r\n一、領導的意涵..........211\r\n二、領導者所需具備的條件：兩家企業的比較..........222\r\n三、小結..........224\r\n第二節本研究在領導理論上的意思..........230\r\n第三節領導意涵在人力資源管理上的意義..........233\r\n一、界定領導者所具備的條件..........234\r\n二、領導人才選拔..........235\r\n三、領導人才訓練..........241\r\n第四節本研究之貢獻與限制..........244\r\n一、本研究之貢獻..........244\r\n二、本研究之限制..........245\r\n第五節建議..........247\r\n一、對後續研究之建議..........247\r\n二、實務上之運用..........250\r\n參考文獻..........253\r\n中文部份..........253-
dc.description.tableofcontents 第一章緒論..........1\r\n第一節研究動機、問題與目的..........1\r\n一、研究動機：由領導訓練現況談起..........1\r\n二、研究目的..........8\r\n三、研究問題..........9\r\n第二節文獻探討..........11\r\n一、領導的意涵..........11\r\n二、領導的研究取向..........20\r\n三、領導意涵與領導訓練的關係..........35\r\n第三節研究取向..........45\r\n一、研究取向概述..........45\r\n二、個案研究取向..........48\r\n三、臨床研究取向..........49\r\n四、本研究與個案研究、臨床研究取向之異同..........51\r\n第二章研究方法..........55\r\n第一節研究對象..........55\r\n一、兩家大型民營企業相關背景的措述..........55\r\n二、受訪者..........63\r\n第二節研究步驟..........69\r\n第三節資料蒐集..........71\r\n一、文件資料的蒐集..........71\r\n二、訪談資料的蒐集..........72\r\n第四節資料分析..........76\r\n一、資料分析策略..........76\r\n二、資料分析程序..........77\r\n第三章觀點分析..........81\r\n第一節領導的意涵..........81\r\n一、與領導有關的概念..........81\r\n二、領導者的職責..........105\r\n三、領導的特性..........124\r\n第二節領導者所需具備的條件..........149\r\n一、人格特質..........149\r\n二、能力..........173\r\n第四章討論與建議..........211\r\n第一節本研究結果摘述..........211\r\n一、領導的意涵..........211\r\n二、領導者所需具備的條件：兩家企業的比較..........222\r\n三、小結..........224\r\n第二節本研究在領導理論上的意思..........230\r\n第三節領導意涵在人力資源管理上的意義..........233\r\n一、界定領導者所具備的條件..........234\r\n二、領導人才選拔..........235\r\n三、領導人才訓練..........241\r\n第四節本研究之貢獻與限制..........244\r\n一、本研究之貢獻..........244\r\n二、本研究之限制..........245\r\n第五節建議..........247\r\n一、對後續研究之建議..........247\r\n二、實務上之運用..........250\r\n參考文獻..........253\r\n中文部份..........253zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#B2002002904en_US
dc.title (題名) 企業中階主管的領導意涵及其在人力資源管理上的意義zh_TW
dc.type (資料類型) thesisen_US
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