探討陸軍組織文化對工作績效之影響-領導統御之中介效果

本文研究旨在探討陸軍組織文化對工作績效影響之研究，並以領導統御為中介變數，其研究構面包含「領導統御」、「組織文化」、「工作績效」，而各學者或專家均認為各項構面與工作績效有著密切因果之關係，然而國軍組織因單位特性及任務性質不同，而對組織文化及工作績效之影響程度反映皆不相同，藉由此探討來瞭解組織文化的各項因素對其之影響。陸軍司令部在政策上需精進及改善作法，並以政策作法上應求質不求量，執行嚴考核嚴淘汰提升部隊素質，以達到人力正成長，軍士官幹部要如何建立強化單位認同與組織文化，並營造優良工作環境，培育基層領導幹部與經驗傳承，並配合領導幹部的個人素質，再適切任務分配，有效團結擬聚與向心，帶領完成任務之執行成效進而提升基層幹部之工作績效。研究中為能了解影響基層幹部工作績效之因素，本研究收集了相關的研究文獻予以探討外，並通過問卷調查方式採用了便利抽樣方法，其對象則以陸軍北部地區某部隊之基層軍、士官幹部實施實證研究；共發出400份問卷，回收356份，其問卷回收率為89%，其通過驗證因素分析(CFA)之構面，以檢驗區別效度與收斂效度，並通過結構方程模型 (SEM) 之路徑分析來實證各種假設之間的關係，數據分析後結果，以研究結論之得出，構面中之領導統御、組織文化與作績效，均呈現正項顯著之關係，根據研究結果以提供後續研究者及決策部門具體建議之參考。

關鍵字

領導統御；組織文化；工作績效；結構方程模型

並列摘要

This thesis is to discuss whether the organizational cultures of army would influence job performance, and regards leading style as the intervening variable to explore the relationship between each research facets including leading style, organizational culture and job performance. Many scholars and experts consider these research facets closely affect each other. In order to realize how each research elements influence organizational culture, we implement an investigation into different armies which have different leading style and missions. As for the Army Headquarters, they need to strategically improve the management of human resources, and to emphasize the quality over the quantity to strengthen the overall human force. The officers should enhance their recognition of the units they serve in and realize the organizational culture. Furthermore, in order to integrate centripetal force, they should improve working environments, educate the recruits by sharing experiences, and properly distribute missions for effectively encouraging job performance. In order to realize what are some of the factors influencing the job performance, there are lots of related research references collected in this thesis to discuss. In addition, I implemented a questionnaire to a northern army unit by following the method of convenience sampling. Of 400 questionnaires that were sent out, nearly 356 were returned. The rate of return is up to 89%. This questionnaire is primarily to verify the CFA and to calculate the validity of the convergence and discriminant. Besides, by doing so, we can realize the result from the bond between the SEM and path analysis. The statement of result after analysis is that the relationship between leading style, organizational culture and job performance is positive and remarkable. The result of this research will be provided as a specific reference for following researchers and any decision-making departments.