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作者(中文):翁芸萱
作者(外文):Weng, Yun-Hsuan
論文名稱(中文):反生產行為、組織承諾與離職傾向的關係:轉換型領導的調節效果
論文名稱(外文):The Relationship among Counterproductive Work Behavior, Organizational Commitment and Turnover Intention: The Role of Transformational Leadership
指導教授(中文):劉政宏
指導教授(外文):Liu, Cheng-Hong
口試委員(中文):陳學志
黃博聖
口試委員(外文):Chen, Hsueh-Chih
Huang, Po-Sheng
學位類別:碩士
校院名稱:國立清華大學
系所名稱:教育心理與諮商學系
學號:109096529
出版年(民國):111
畢業學年度:110
語文別:中文
論文頁數:52
中文關鍵詞:反生產行為組織承諾轉換型領導離職傾向
外文關鍵詞:Counterproductive work behaviorOrganizational commitmentTransformational LeadershipTurnover intention
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面對到同事不良行為的員工可能會導致該員工想要脫離該組織。本研究以此為基礎,提出了一個有調節的中介模型,首先想要探究此一關係的內在機制為何,亦即此關係是否會透過組織承諾這個中介變項起作用;再來本研究還希望能夠釐清,當主管的領導風格為轉換型領導時所帶來的調節效果,以及產生這種調節效果的內在機制。本研究以台灣地區的在職員工為研究對象,採問卷調查法收集數據,共取得有效樣本共396份,主要得出幾點研究發現:
(一)組織承諾在反生產行為與離職傾向間有顯著的中介作用,反生產行為會透過降低組織承諾來增加個體的離職傾向。
(二)轉換型領導對組織承諾與離職傾向間的關係有顯著的調節效果,主管為高轉換型領導的個體,組織承諾與離職傾向間的負向關係會更強。
(三)反生產行為透過組織承諾對離職傾向產生的間接效果也會受到轉換型領導的調節,當員工主管為高轉換型領導時,反生產行為透過組織承諾中介影響員工離職傾向的效果就越強。
An employee who is confronted with a colleague's misbehavior may cause the employee to want to leave the organization. This study proposes a mediation-moderation model of regulation based on this model. First, to investigate the internal mechanism of this positive influence, which means whether this positive influence works through the mediating variable of organizational commitment. Second, this study also hopes to clarify the regulation effect when the leadership style of supervisors is transformational leadership, and the internal mechanism of this regulation effect. In this study, a total of 396 valid samples were collected by questionnaire survey from employees in Taiwan, and several findings were obtained.
(1) Organizational commitment has a significant mediating effect between CWB and turnover intention, and CWB positively affects the turnover intention by reducing organizational commitment.
(2) Transformational leadership has a significant moderating effect on the relationship between organizational commitment and turnover intention, and the negative relationship between organizational commitment and propensity to leave is stronger when the employee's supervisor is a high transformational leader.
(3) The indirect effect of on turnover intention through organizational commitment is also moderated by transformational leadership, and the indirect effect of CWB mediated by organizational commitment on turnover intention is stronger when the employee's supervisor is a high transformational leader.
摘要 i
Abstract ii
目錄 iii
圖目錄 iv
表目錄 v
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 4
第二章 文獻探討 5
第一節 反生產行為與離職傾向 5
第二節 反生產行為、組織承諾以及離職傾向 10
第三節 轉換型領導的調節效果 14
第三章 研究方法 17
第一節 研究架構 17
第二節 研究對象 18
第三節 研究程序 20
第四節 研究工具 21
第四章 研究結果 30
第一節 描述性統計結果與各變量之相關 30
第二節 主要研究結果 33
第五章 討論與建議 40
第一節 研究結果的意涵 40
第二節 理論與實務意涵 42
第三節 研究限制與未來研究建議 43
參考文獻 44
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