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作者(中文):郭丹癸
作者(外文):Kuo, Tan-Kuei
論文名稱(中文):靈性領導與員工幸福感之關係:以心理資本為調節變項
論文名稱(外文):The Relationship between Spiritual Leadership and Employee Well-Being:The Moderating Effect Of The Psychological Capital
指導教授(中文):張婉菁
指導教授(外文):Chang, Wan-Jing
口試委員(中文):夏榕文
李慧潔
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教育心理與諮商碩士在職專班
學號:109098503
出版年(民國):113
畢業學年度:112
語文別:中文
論文頁數:101
中文關鍵詞:靈性領導員工幸福感心理資本自我決定論擴展-積聚理論
外文關鍵詞:Spiritual LeadershipEmployee Well-beingPsychological CapitalSelf-Determination TheoryBroaden-and-Build Theory
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提升員工幸福感一直是企業經營與人力資源管理關注的核心,而主管領導行為被認為是影響員工幸福感的關鍵因素。靈性領導作為一種既關注組織目標又兼顧個人價值全面且獨特的領導方式,在現今內外在環境快速變動的時代更顯重要。因此,本研究基於自我決定論及擴展-積聚理論,探討靈性領導與員工幸福感間之關係,並驗證心理資本四構面在此關係間的調節效果。
本研究採用問卷調查法,以台灣企業之全職員工為對象,回收有效問卷404份,並以迴歸分析進行假設驗證。研究結果顯示,靈性領導與員工幸福感間具正向關係。心理資本的希望在靈性領導與員工幸福感間具正向調節效果,而心理資本中的自我效能、希望、復原力以及樂觀在兩者之間具部份中介效果。
在理論意涵方面,本研究拓展了靈性領導因果模型的框架,並延伸心理資本在靈性領導與員工幸福感之間的應用範疇。在實務運作上,建議企業可於內部推動靈性領導,包括實施靈性領導培訓計劃及評估機制、鼓勵全員實踐內在生活。同時,透過主管成功經驗分享、公開表揚與激勵員工成就等方式協助員工發展心理資本。此外,員工可在組織內建立人際支持網絡、參與志願服務等,藉以增強使命感與歸屬感。透過本研究提供的理論洞見和實務建議,期望能協助組織更有效地融合靈性領導以提升員工幸福感。
關鍵字:靈性領導、員工幸福感、心理資本、自我決定論、擴展-積聚理論
Enhancing employee well-being has always been a core focus of corporate management and human resource management, with supervisory leadership behavior is recognized as a key factor influencing employee well-being. Spiritual leadership, as a comprehensive and distinctive leadership style that addresses both organizational goals and personal values, is increasingly important in today's rapidly changing internal and external environments. Therefore, this study is based on self-determination theory and the broaden-and-build theory to examine the relationship between spiritual leadership and employee well-being, and to verify the moderating effects of four dimensions of psychological capital in this relationship.
This study used a questionnaire survey method to examine full-time workers in Taiwan. . A total of 404 valid questionnaires were collected, and the hypothesis was verified by regression analysis. The research results indicate that there is a positive relationship between spiritual leadership and employee well-being. The hope of psychological capital has a positive moderating effect between spiritual leadership and employee well-being, while self-efficacy, hope, resilience and optimism within psychological capital have a partial mediating effect between spiritual leadership and employee well-being.
In terms of theoretical implications, this study extends the framework of the causal model of spiritual leadership and expands the application scope of psychological capital in the relationship between spiritual leadership and employee well-being. In terms of practical implications, it is recommended that enterprises internally promote spiritual leadership. This can be achieved through implementing training programs and evaluation mechanisms for spiritual leadership, as well as encouraging all employees to practice inner life. Meanwhile, assisting employees in developing psychological capital can be facilitated through sharing successful experiences by supervisors, publicly recognizing and rewarding employee achievements. Furthermore, employees can enhance their sense of mission and belonging by fostering interpersonal support networks within the organization and participating in volunteer services. Through the theoretical insights and practical recommendations provided by this study, it is hoped that organizations can integrate spiritual leadership more effectively to enhance employee well-being.
Keywords: Spiritual Leadership, Employee Well-being, Psychological Capital, Self-Determination Theory, Broaden-and-Build Theory
摘要
致謝辭
目錄
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 名詞解釋 4
第二章 文獻探討與假設推論 6
第一節 靈性領導 6
第二節 員工幸福感 16
第三節 心理資本 27
第四節 靈性領導與員工幸福感間之關係 35
第五節 心理資本子構面在靈性領導與員工幸福感間之調節效果 36
第三章 研究方法 39
第一節 研究架構與假設 39
第二節 研究對象及施測程序 40
第三節 研究工具 41
第四節 資料分析方法 44
第四章 研究結果 46
第一節 樣本結構 46
第二節 前置分析 49
第三節 假設驗證 59
第四節 額外分析(中介分析) 62
第五節 結果討論 64
第五章 結論與建議 67
第一節 研究結論 67
第二節 理論與實務意涵 68
第三節 研究限制與未來研究建議 72
參考文獻 74
附錄 93
附錄一:本研究正式問卷 93
附錄二:項目分析結果 98


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