墨家學說融入轉換型領導-以建立組織文化與提升壽險團隊績效

Incorporating Mohist Doctrine into Transformational Leadership-To Build Organizational Culture and Improve Life Insurance Team Performance

謝青惠(Ching-Hui Hsieh)

指導教授 ： 易青雲

中原大學/商學院/企業管理研究所/碩士(2022年)

https://doi.org/10.6840/cycu202200128

摘要

研究者在壽險業從業18年，有感於過去以交易型領導為激勵手段，一昧的追求數字，部屬容易因得到該數字而滿足，也容易在追求數字時，產生疑惑？正苦思要如何突破交易型領導方式，讓團隊成員建立有使命感的組織文化，適逢看到了「用兵之道，攻心為上，攻城為下；心戰為上，兵戰為下。」乃有意將對外用兵的戰術，轉化為另類型的領導團隊方式。要使團隊成員改變，應該要從“心”做改造，並收服部屬的心才是上策。
團隊領導者採取轉換型領導方式帶領團隊的過程中，除了可滿足部屬基本的經濟需求外，更可激發部屬的潛在的自我能力，使部屬可以承擔更大的責任，進而達成組織目標。所有的組織都有文化或價值觀，而這些都會影響人們的行為。在中國文化思想中墨家「兼愛」的思想核心與保險的『互助』不謀而合。
因此本研究希望結合墨家學說於轉換型領導，並使用行動研究法在實際實踐的過程中帶領團隊解決所遇到的問題與瓶頸，建立新的組織文化，並讓團隊經營績效不斷提升。
最後，本研究之中發現以墨家學說融入轉換型領導之新型態領導能夠有效的形成各營業處的組織文化，而這樣的新型態領導亦能有效的凝聚團隊的向心力並獲得良好的績效表現，而且不論是這樣的新型態領導對於工作績效的直接效果或是透過組織文化來間接影響團隊績效，這樣的新型態領導較能夠被組織接受，並形成正面的組織文化與向心力，使團隊的績效有提升的效果。

關鍵字

轉換型領導 ； 團隊績效 ； 組織文化 ； 行動研究

並列摘要

The researcher has worked in the life insurance industry for 18 years. He felt that in the past, transaction-oriented leadership was used as an incentive to pursue numbers. Subordinates were easily satisfied when they got the number, and they were easily confused when they pursued numbers. I was thinking hard about how to break through the transactional leadership style and let the team members establish an organizational culture with a sense of mission. It happened that "the way of using soldiers, attacking the heart is the top, attacking the city is the bottom; fighting the heart is the top, and the war is the bottom. "It is an intention to transform the tactics of external use of troops into another type of leadership team. To make team members change, it should be done from the "heart", and it is the best policy to conquer the hearts of subordinates.
In the process of team leaders adopting transformational leadership to lead the team, in addition to meeting the basic economic needs of subordinates, it can also stimulate the potential self-ability of subordinates, so that subordinates can take greater responsibility and achieve organizational goals. All organizations have cultures or values, and these influence people's behavior. In Chinese cultural thought, the ideological core of Mohist's "universal love" coincides with the "mutual aid" of insurance.
Therefore, this study hopes to combine the Mohist theory with transformational leadership, and use the action research method to lead the team to solve the problems and bottlenecks encountered in the actual practice process, establish a new organizational culture, and continuously improve the team's business performance.
Finally, in this research, it is found that the new type of leadership that integrates transformational leadership with Mohist theory can effectively form the organizational culture of each business office, and this new type of leadership can also effectively gather the team's centripetal force and achieve good performance. performance, and whether it is the direct effect of this new type of leadership on work performance or the indirect impact on team performance through organizational culture, this new type of leadership is more acceptable to the organization, and forms a positive organizational culture and centripetal force, so that Team performance has improved.

並列關鍵字

transformational leadership ； team performance ； organizational culture ； active research

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