轉型領導、學習式目標導向、表現式目標導向、與員工角色行為之關係

The Relationships among Transformational Leadership, Learning Goal Orientation, Performance Goal Orientation, and Employee Role Behaviors

蔡啟通(Chi-Tung Tsai)

《管理學報》 28卷5期 (2011/10) Pp. 493-520

https://doi.org/10.6504/JOM.2011.28.05.05

摘要

本研究探討員工知覺的轉型領導(TFL)及學習式目標導向(LGO)分別與其角色行為（創新行為和組織公民行為）之關係。再者，本研究也欲檢測員工LGO對於TFL與創新行為的關係之干擾效果是否會受到表現式目標導向(PGO)高低的干擾。最後，本研究亦欲檢驗員工LGO對於TFL與組織公民行為的關係之干擾效果是否會受到PGO高低的干擾。本研究之受測對象為台灣地區電子公司497位員工，實得有效問卷303份。結果顯示，員工知覺的轉型領導愈高，其愈會積極表現出創新行為，也愈會積極表現出組織公民行為。員工的學習式目標導向愈高，其亦愈會積極表現出組織公民行為。員工LGO對於TFL與其創新行為的關係之干擾效果會受到PGO高低的干擾。當員工PGO高時，LGO會對TFL與其創新行為之關係產生干擾效果。亦即，若員工PGO高且LGO低時，則員工知覺到的TFL與其表現出之創新行為呈顯著正相關；然而，若員工PGO高且LGO高時，則員工知覺到的TFL與其表現出創新行為之正向關聯性較低。相對而言，當員工PGO低時，LGO不會對TFL與其創新行為之關係生產干擾效果。最後，員工LGO對於TFL與其組織公民行為的關係之干擾效果亦會受到PGO高低的干擾。當員工PGO高時，LGO會對TFL與其組織公民行為之關係產生干擾效果。亦即，若員工PGO高且LGO低時，則員工知覺到的TFL與其表現出之組織公民行為呈顯著正相關；然而，若員工PGO高且LGO高時，則員工知覺到的TFL與其表現出組織公民行為之正向關聯性較低。相對而言，當員工PGO低時，LGO不會對TFL與其組織公民行為之關係產生干擾效果。

關鍵字

轉型領導 ； 學習式目標導向 ； 表現式目標導向 ； 創新行為 ； 組織公民行為

並列摘要

With heightened levels of competition and an uncertain economic environment, many hospitality organizations are encouraging employees' positive role behaviors to better compete and survive. Recently, several researchers have speculated that overall job performance is a function not only of in-role behavior such as innovative behavior hut also of extra-role behavior such as organizational citizenship behavior. It is critical, then, that facilitating employees' role behaviors (innovative behaviors and organizational citizenship behaviors) have the attention of enterpriser and managers in today's electronic information organizations.While research has demonstrated the independent influences of perception of transformational leadership (TEL) and learning goal orientation (LGO) on employees' role behaviors, little research has examined how these elements of goal Orientation and TFL influence each other in predicting employees' role behaviors. The purpose of this study is to explore the relationship between TFL and the employees' role behaviors, this study also examines whether the moderating effect of employees' LGO on the relation between TFL and the employees' innovative behaviors are, in turn, moderated by employees' performance goal orientation (PGO). Finally, this research also investigates whether the interacting effect of TEL and employee' LGO on their organizational citizenship behaviors are, in turn, moderated by employees' PGO.Survey data on 303 employees of electronic company in Taiwan suggest that the employees who placed more importance on their TFL were more likely to perform innovative behaviors and organizational citizenship behaviors. In addition, results of regression analysis indicated the employees who placed more importance on their LGO were more likely to perform organizational citizenship behaviors, Furthermore, hierarchical regression analyses revealed the three-way interaction effect of TEL, LGO, and PGO significantly lead to high levels of innovative behaviors. When employees who perceived the high-PGO, the TFL had more of a positive impact on employees' innovative behaviors when LGO seas low rather than high. In contrast, employees who perceived the low-PGO and high levels of the TFL exhibited higher level of innovative behaviors, regardless of the level of the LGO. Finally, hierarchical regression analyses also revealed the interacting effect of TEL and employee' LGO on their organizational citizenship behaviors are, in turn, moderated by employees' PGO. When employees who perceived the high-PGO, the TEL had also more of a positive impact on employees' organizational citizenship behaviors when LGO was low rather than high. In contrast, employees who perceived the low-PGO and high levels of the TFL exhibited higher level of organizational citizenship behaviors, regardless of the level of the LGO. In conclusion, only when an employee's PGO was stronger and his or her LGO was weaker; were higher perceived TEL accompanied by increasing in role behaviors.

並列關鍵字

Transformation Leadership ； Learning Goal Orientation ； Performance Goal Orientation ； Innovative Behavior ； Organizational Citizenship Behavior

參考文獻

丁興祥、李美枝、陳皎眉(1988)。社會心理學。台北:國立空中大學。

王安智(2004)。從轉型式領導到創造性績效產出的心理歷程(碩士論文)。國立臺灣大學心理學研究所。

程炳林(2002)。多重目標導向、動機問題與調整策略之交互作用。師大學報。47(1)，39-58。

黃品全、蔣明親(2007)。轉換型領導對旅館餐廳服務人員行為態度之影響：社會認定與自我肯定之認知機制。觀光研究學報。13(1)，1-22。

蔡啟通(2006)。領導者部屬交換與員工創新行為：組織正義之中介效果及組織特性之干擾效果。管理學報。23(2)，171-193。