台灣家族企業家長式領導與其領導效能關聯性之研究－以生理性別與性別角色為調節變項

A Study on the Relationship between Paternalistic Leadership and Leadership Effectiveness: Sex and Gender-Role Orientation as Moderators

張家瑋(Chia-Wei Chang)

指導教授 ： 吳美連

中原大學/商學院/企業管理學系/碩士(2008年)

https://doi.org/10.6840/cycu200800296

摘要

本研究旨在探討家族企業中「家長式領導」與「領導效能」的相互關聯，並了解不同生理性別及性別角色者在面對家長式領導時所產生的領導效能上的差異關係。本研究主要是以台灣家族企業的員工為研究對象，採用便利抽樣的方式進行問卷的發放，一共選擇了30家企業，每家發放15份，共計發放450份問卷，回收208份問卷，整體有效問卷回收率為46.2%，資料的分析上採用皮爾森相關分析、多元迴歸與階層迴歸分析。經研究分析後歸納出以下幾點結論：
1.家長式領導中仁慈領導與工作滿足和工作投入具有顯著相關，德行領導則與工作滿足、離職意願及目標達成度都具有顯著相關。表示，當主管仁慈領導程度愈高，部屬的工作滿足與工作投入愈高，反之則低。而主管德行領導愈高，部屬的工作滿足愈高，離職意願及目標達成度愈低。
2.生理性別與家長式領導的交互作用與領導效能不具有顯著相關，表示不同的生理性別在家長式領導下並不會產生不同的領導效能。此點支持學者(Bem,1975)主張生理性別對行為態度差異的解釋有不一致之結果時，應採心理性別的觀點較合適。
3.最後，本研究針對家長式領導中威權、仁慈與德行構面與領導效能之間的關係是否受到性別角色調節進行探討。研究發現，男性化特質與威權領導的交互作用後與領導效能中工作滿足有顯著相關；女性化特質則與德行領導的交互作用與領導效能中工作投入有顯著相關。此外，女性化特質則與仁慈領導交互作用後與領導效能中離職意願及目標達成度有顯著相關。表示當主管採行威權領導愈高且部屬偏向男性化特質程度愈高時，部屬的工作滿足愈低，當主管採行德行領導愈高且部屬偏向女性化特質程度愈高時，部屬的工作投入愈高，當主管採行仁慈領導愈高且部屬偏向女性化特質程度愈高時，部屬的離職意願及目標達成度愈低。

關鍵字

德行領導 ； 領導效能 ； 家長式領導 ； 威權領導 ； 仁慈領導

並列摘要

The purposes of this study are two folds. Firstly, this work examines the relationship between paternalistic leadership and leadership effectiveness. Secondly, this work investigates the moderating effect of sex and gender-role orientation on the aforementioned relationship. Participants of the study are collected by convenience sampling methods. We contacted 30 family businesses and distributed 15 questionnaires for each company. A total of 208 valid questionnaires were returned, yielding a valid response rate of 46.2%. Statistical analysis methods including Pearson’s correlation, multiple regressions and hierarchical regression were used to analyze data.Results of statistical analyses were summarized as follow:
1.Benevolence significantly predicts job satisfaction and job involvement and moral significantly predicts job satisfaction, turnover intention and goal attainment. In other words, when subordinates perceived their managers being more benevolent, they reported higher degree of job satisfaction and job involvement. When subordinates perceived their managers being more moral, they reported higher degree of job satisfaction, but lower degree of less turnover intention and goal attainment.
2.The correlation of the interaction term of paternalistic leadership and sex with leadership effectiveness is not significant. This result indicates that physiological sex did not moderating the relationship between paternalistic leadership and leader effectiveness.
3.While the correlations of the interaction term of authoritarianism leadership and masculinity gender-role orientation with job satisfaction is significant; the correlation of the interaction term of moral leadership and feminity gender-role orientation with job involvement is significant; the correlation of the interaction term of benevolence leadership and feminity gender-role orientation with turnover intention and goal attainment are significant. In other words, high masculine-oriented subordinates reported stronger relationship between authoritarianism leadership and leadership effectiveness than those of low masculine-oriented subordinates. Furthermore, more feminine-oriented subordinates reported stronger relationship between moral leadership and leadership effectiveness than those of low feminine-oriented subordinates. At last, more feminine-oriented subordinates reported stronger relationship between benevolence leadership and leadership effectiveness than those of low feminine-oriented subordinates.

並列關鍵字

Moral leadership ； Paternalistic leadership ； Authoritarian leadership ； Leadership effectiveness ； Benevolent leadership

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