主管真誠領導對員工創造力影響-心理賦權與主動積極工作行為中介效果之驗證

The Influences of Authentic Leadership on Employee Creativity: The Mediating Effect of Empowerment and Practive Work Behavior

蘇琡珺(Shu-Chun Su)

指導教授 ： 莊立民

長榮大學/管理學院/高階管理碩士在職專班(EMBA)/碩士(2013年)

https://doi.org/10.6833/CJCU.2013.00034

摘要

新世紀的來臨，面對快速環境的變動，傳統固有的思考模式受到
了嚴重衝擊；公務行政機關為了因應這些迎面而來的挑戰，勢必要不
斷創新、突破僵局、開創新機、積極改革。在新政府運動時代，公務
員相關服務技能必須改變與更新，規劃深一層的職涯發展計畫，才能
永續經營發展並成為符合民眾要求的大有為政府。
基於上述研究觀點，本研究以主管「真誠領導｣為主要的自變項，
員工的「創造力｣為主要依變項，探討「真誠領導---員工創造力｣關
係模式，並加入「心理賦權｣、「主動積極工作行為｣中介變項，形成
「真誠領導---心理賦權主動積極工作行為---員工創造力｣之中介模
式，以強化探討關係模式中構念間相互影響歷程之探討。
本研究以臺南市政府一級行政機關公務人員為施測對象，採取立
意抽樣方式共發出300 份問卷，共計回收有效問卷295 份，有效回收
率98%，並應用敘述統計分析、變異數分析、探索性因素分析、信效
度分析、迴歸分析、結構方程模式等統計方法驗證本研究之假設。根
據統計分析結果歸納出研究結論如下:1、真誠領導與員工創造力無顯
著正向關係；2、真誠領導與心理賦權有顯著正向關係；3、心理賦權
與員工創造力無顯著正向關係；4、真誠領導與主動積極工作行為有
顯著正向關係；5、主動積極工作行為與員工創造力有顯著正向關係；
6、心理賦權對真誠領導與員工創造力之間不具有中介效果；7、主動
積極工作行為對真誠領導與員工創造力之間具有中介效果。最後就本
研究之結論做深入探討並提供實務建議，以供學術界與公部門參酌。

關鍵字

真誠領導 ； 心理賦權 ； 主動積極工作行為 ； 員工創造力 ； 結構方程模式

並列摘要

With the coming of new era, the conventional thinking approach is
challenged under the rapid changing environment. To deal with the
difficulties confronted, the governmental entities should make
innovations aggressively, and thus grasp new opportunities in time. In the
era of reinventing government movement, the service skills of public
servants should be updated and improved. As a more sophisticated career
development plan is established, the government may meet nationals’
expectation under perpetual going-concern operation.
According to the research perspectives above, this research set the
“authentic leadership” of supervisor as main independent variable, and
“creativity” of subordinates as main dependent variable, to discuss the
relationship between authentic leadership and creativity. Further,
“psychological empowerment” and “active working behavior” were
added as intervening variables to form an intervening model to discuss
the interactive effects among them.
This research took the first level public servants from Tainan City
government as samples. 300 portions of questionnaires were distributed
in the way of purposive sampling, with 295 valid portions returned and
98% of valid response rate. The hypotheses of this research were verified
through descriptive statistics, ANOVA, explorative factor analysis,
validity and reliability analysis, regression and structural equation model.
Following conclusions were made through the statistical results: 1. There
is no significant positive relationship between authentic leadership and
creativity. 2. There is significant positive relationship between authentic
leadership and psychological empowerment. 3. There is no significant
positive relationship between psychological empowerment and creativity.
4. There is significant positive relationship between authentic leadership
IV
and active working behavior. 5. There is significant positive relationship
between active working behavior and creativity. 6. There is no
intervening effect of psychological empowerment in the relationship
between authentic leadership and creativity. 7. There is intervening effect
of active working behavior in the relationship between authentic
leadership and creativity. In the last part, this research made in-depth
discussion over the conclusions, and proposed practical recommendations
for academic and governmental fields.

並列關鍵字

Authentic Leadership ； Active Working Behavior ； Subordinates’ Creativity ； Structural Equation Model ； Psychological Empowerment

參考文獻

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