華人組織內隱領導風格情境模式之實證研究

An empirical study on the situational model of Chinese organizational implicit leadership style

呂慈恩(Tzu-En Lu)

指導教授 ： 尤克強

元智大學/管理學院/管理研究所/博士(2008年)

摘要

華人組織內隱領導風格情境模式之實證研究

目前多數領導理論都是由西方發展出來的，但由於東西方文化形成有相當不同的歷史背景，西方的研究理念與用語未必能賦予東方人士同樣的感受與意義，因此為了能從華人自己的觀點理解華人文化裡的領導模式，本論文擬提出一有關「華人組織內隱領導風格情境模式」的本土化理論，期能在東西方之不同領導體系與術語中找尋共通之處。
本研究主要在探討華人內隱領導風格與組織文化情境的配適關係，目的在瞭解領導者在不同情境下之領導風格典型及其如何帶領組織轉型，試圖發展出-「華人組織內隱領導風格情境模式」。文中進行三個研究來推導模型的建構。研究一：從中國古籍文獻與歷史人物個案及其人格特質切入，歸納出四種華人內隱領導風格典型分別為—「俠」、「將」、「相」、「梟」，並依據人物的性格特質發展問卷加以驗證之；研究二：主要在強調「內隱領導」的內涵，因此對華人內隱領導風格問卷再次實證之；研究三：探討在不同的組織文化情境模式中何種領導風格型態最為有效。
本文以組織文化、組織生命週期演變的階段作為領導之情境條件，歸納出開創期、成長期、成熟期、與衰退期之四種對應的文化情境：追隨型文化、活力型文化、官僚型文化、與僵固型文化。最後本研究得到以下之結論：

1.在追隨型組織文化下，「俠」型領導風格最為有效。
2.在活力型組織文化下，「將」型領導風格最為有效。
3.在官僚型組織文化情境(成熟期)下，「相」型領導風格最為有效。
4.在僵固型組織文化情境(衰退期)下，「梟」型領導風格最為有效。

關鍵字

內隱領導；俠型領導風格；將型領導風格；相型領導風格；梟雄型領導風格；組織文化；追隨型文化；活力型文化；官僚型文化；僵固型文化；組織生命週期

並列摘要

An empirical study on the situational model of Chinese organizational implicit leadership style

The majority of leadership theory was developed by the West lately. Due to different culture and history, the western research and terminology seldom bring the Orientals the same feeling and meanings. This thesis tries to provide a local theory, "the situational model of Chinese organizational implicit leadership style", to help Chinese to understand the model of Chinese leadership by the point of Chinese themselves and also to find the common points between the West and the East from different system of leadership and terminology .
The major of this research is to investigate the fit relations between the Chinese implicit leadership style and the situation of the organizational culture. It aims to know what typical types of leadership one leader will have under different situations and how he will lead his organization in transition and finally develops "the situational model of Chinese organizational implicit leadership style". Three studies were included here to lead us to get structures. Study I, based on the ancient Chinese literature and historical cases, four types of Chinese implicit leadership were generalized as Xia, Jiang, Xiang, and Xiao Xiong, which were concluded via questionnaire according to the characteristics of some ancient persons. Study II, to highlight the "implicit leadership", the questionnaire was used again and proved that the style of leadership of Chinese is implicit. Study III, to discuss which style of leadership is the most effective one in different situational models of organizational culture.
This thesis shows the organizational culture as followed culture, vitalized culture, bureaucratic culture and stagnant culture and organizational life cycle as the start-up stage, the growth stage, the maturity stage and the decline stage to fit relations. The conclusions are as in the followings:
1. In the followed organizational culture, Xia is the most effective leadership style.
2. In the vitalized organizational culture, Jiang is the most effective leadership style.
3. In the situation of the bureaucratic organizational culture (maturity stage), Xiang is the most effective leadership style.
4. In the situation of the stagnant organizational culture (decline stage), Xiao Xiong is the most effective leadership style.

並列關鍵字

Implicit Leadership； Xia Leadership Style； Jiang Leadership Style； Xiang Leadership Style； Xiao Xiong Leadership Style； Organizational Culture； Followed Culture； Vitalized Culture； Bureaucratic Culture； Stagnant Culture； Organizational Life Cycle

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