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中文論文名稱 主管轉型領導模式對部屬薪資表現的影響
英文論文名稱 The effects of leader's transformation leadership on followers' performances
校院名稱 淡江大學
系所名稱(中) 經濟學系經濟與財務碩士班
系所名稱(英) Master's Program in Economics and Finance, Department of Economics
學年度 108
學期 1
出版年 109
研究生中文姓名 李羽晨
研究生英文姓名 Yu-Chen Li
學號 606570108
學位類別 碩士
語文別 中文
口試日期 2020-01-08
論文頁數 29頁
口試委員 指導教授-林彥伶
委員-江莉莉
委員-李鈞元
中文關鍵字 領導  轉型領導  薪資  勞動表現 
英文關鍵字 Leadership  Transformational leadership  Wage  Labor market Performance 
學科別分類
中文摘要 領導的模式分為兩大類型,交易型領導跟轉換型領導.文獻上認為轉型領導比交易型領導來的好,且運用範圍廣泛,小從學校、家庭、同儕之間,大則一個團隊、軍中、企業,甚至國家.文獻方面轉型領導比較偏向於領導者行為的研究,或是轉型領導的行為特質對他人的影響,至於影響程度則是文獻上較少探討.本文探討轉型領導對部屬薪資表現的影響,並將轉型領導的特質分為四個模式進行估計.本文以所蒐集的問卷有填答者的基本資料與其認知的主管行為特質,共回收288份有效問卷.實證結果顯示,我們可以發現部屬對於主管轉型領導的感受程度越高時,對員工的表現影響越.當主管能熟悉與了解部屬的各項特質,並針對特質給予關懷與鼓勵,對於團隊績效的表現將帶來積極正面的效果,此結果正是轉型領導的意義.
英文摘要 There are two types of leadership: transactional leadership and transformational leadership. Some literature mentioned that transformational leadership is often better than transactional leadership. Transformational leadership is popularly applied in a school management, a family, a friend group, a team, in military, an enterprise, or even a country. Transformational leadership is more focused on the behaviors of leaders or the influences of behavioral characteristics of transformational leadership on subordinates in the literature. However the degree of influence is less discussed. This study examines the influence of transition leadership on the labor market performance of subordinates by separating the characteristics of transition leadership into four models for estimation. By market surveying method, 288 valid questionnaires were collected personal information of respondents and their cognitive characteristics of supervisor leadership. Our empirical results show that the higher the degree of subordinates' perception of the supervisor's transformational leadership, the greater the impact on employees' labor market performance. When the supervisor can have more familiar, understand, take care, and encouragement to their subordinates, it will bring positive effects to the labor market performance. Therefore, the meaning of the transformational leadership is improved.
論文目次 第一章 緒論 1
第二章 文獻回顧 4
2.1轉型領導 4
2.2畢馬龍效應 6
第三章 實證模型與資料 8
3.1 資料簡介 8
3.2 實證模型 9
第四章 實證結果與分析 11
第五章 結論 15
參考文獻 17
附錄一:問卷 28


表目錄
表 1:個人基本問項的敘述統計 20
表2: 轉型領導理論、行為模式、與問項的對應表 21
表3: 轉型領導特質問項敘述統計表 22
表4: 魅力領導的迴歸分析 23
表5: 願景理論的迴歸分析 24
表6: 層次需求理論的迴歸分析 25
表7: 道德發展與催化領導理論的迴歸分析 26
表8: 轉型領導理論總值的迴歸分析 27


圖目錄
圖 1:畢馬龍的自我實現預言模式 7

參考文獻 中文部分
吳任涵 (2016),主管領導風格、員工人格特質、工作投入與情緒勞動關聯之研究-以B公司為例,中國文化大學商學院國際企業管理學系碩士論文.

英文部分
Bass, B. M. (1985) Leadership and performance beyond expectations. New York: Free Press.
Bass, B. M. (1999). Two decades of research and development in transformational leadership. European journal of work and organizational psychology, 8(1), 9-32.
Burns, J.M. (1978) Leadership. New York. Harper & Row.
Conger, J. A., & Kanungo, R. N. (1998). Charismatic leadership in organizations. Sage Publications.
Conley, D. T., & Goldman, P. (1994). Ten propositions for facilitative leadership. Reshaping the principalship: Insights from transformational reform efforts, 237-262.
Dubinsky, A. J., Yammarino, F. J., Jolson, M. A., & Spangler, W. D. (1995). Transformational leadership: An initial investigation in sales management. Journal of Personal Selling & Sales Management, 15(2), 17-31.
Eden, D. (1984). Self-fulfilling prophecy as a management tool: Harnessing Pygmalion. Academy of management Review, 9(1), 64-73.
Eden, D. (1990). Pygmalion in management: Productivity as a self-fulfilling prophecy. Lexington, MA: Lexington Books.
Eden, D. (1992). Leadership and expectations: Pygmalion effects and other self-fulfilling prophecies in organizations. The Leadership Quarterly, 3(4), 271-305.
Eden, D., & Shani, A. B. (1982). Pygmalion goes to boot camp: Expectancy, leadership, and trainee performance. Journal of Applied Psychology, 67(2), 194.
Howell, J. M., & Avolio, B. J. (1993). Transformational leadership, transactional leadership, locus of control, and support for innovation: Key predictors of consolidated-business-unit performance. Journal of applied psychology, 78(6), 891.
Judge, T. A., & Piccolo, R. F. (2004). Transformational and transactional leadership: a meta-analytic test of their relative validity. Journal of applied psychology, 89(5), 755.
Kierein, N. M., & Gold, M. A. (2000). Pygmalion in work organizations: a meta‐analysis. Journal of Organizational Behavior, 21(8), 913-928.
Kohlberg, L. (1958). The development of modes of moral thinking and choice in the years 10 to 16. University of Chicago.
Kuhnert, K. W., & Lewis, P. (1987). Transactional and transformational leadership: A constructive/developmental analysis. Academy of Management review, 12(4), 648-657.
Maslow, A. H. (1943). A theory of human motivation. Psychological review, 50(4), 370.
Nanus, B. (1992). Visionary Leadership: Creating a Compelling Sense of Direction for Your Organization. Jossey-Bass Inc., 350 Sansome Street, San Francisco, CA 94104-1310.
Rosenthal, R., & Jacobson, L. (1968). Pygmalion in the classroom. The urban review, 3(1), 16-20.
Ross, S. M., & Offermann, L. R. (1997). Transformational leaders: Measurement of personality attributes and work group performance. Personality and Social Psychology Bulletin, 23(10), 1078-1086.
Smith, D., & Pearson, M. (1985). Debriefing in experience-based learning. Reflection: Turning experience into learning, 69-84.
Tichy, N.M., & Ulrich, D.O (1984). “The Leadership Challenge – A Call for the Transformational Leader" in Classical Readings of Organizational Behavior, edited by Ott, Parkes, & Simpson. Thomson-Wadsworth, Belmont, CA, 2008.
Weber, M. (1978). Max Weber on law in economy and society (20th century legal philosophy series). Berkeley: University of California Press.
Yammarino, F. J., & Atwater, L. E. (1993). Understanding self‐perception accuracy: Implications for human resource management. Human Resource Management, 32(2‐3), 231-247.
Yukl, G., & Van Fleet, D. D. (1992). Theory and research on leadership in organizations.


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