北區國立大學學務人員對直屬主管家長式領導知覺、主管忠誠、組織承諾及其關係之研究

A Study of the Relationship among Perception of Paternalistic Leadership of Directive Supervisors, Supervisory Loyalty, and Organizational Commitment among Student Affairs Administrators in Northern National Universities

陳立芬(Li-Fen Chen)

指導教授 ： 張雪梅

國立臺灣師範大學/教育學院/公民教育與活動領導學系在職進修碩士班/碩士(2009年)

摘要

本論文主要的研究目的，是在探討北區國立大學之學務人員對直屬主管家長式領導類型的知覺、主管忠誠與學務組織承諾之差異與相關情形，並瞭解個人背景因素、學務人員對直屬主管領導類型知覺及主管忠誠，對學務組織承諾的解釋力情形。
本研究採用問卷調查法，研究對象為北區國立大學學生事務處非主管職之學生事務人員，共計16所國立大學，發出623份問卷，回收433份問卷，實得有效問卷419份，有效回收率67.3%；並以「北區國立大學學務人員直屬主管領導類型、主管忠誠與學務組織承諾調查問卷」為研究工具，根據學務人員填答的問卷結果，以描述性統計、t考驗、單因子變異數分析、皮爾遜積差相關及階層迴歸分析等統計方法進行資料處理分析，回答研究問題。
歸納本研究結論如下：一、不同性別、年齡、進用類別、服務單位及直屬主管專兼任別學務人員對直屬主管家長式領導類型的知覺有顯著差異。二、不同性別、教育程度、進用類別、服務單位及直屬主管專兼任別學務人員的主管忠誠有顯著差異。三、不同性別、年齡、教育程度、服務單位及直屬主管專兼任別學務人員的學務組織承諾有顯著差異。四、學務人員對直屬主管威權領導類型知覺與主管忠誠及學務組織承諾有顯著負相關。五、學務人員對直屬主管仁慈或德行領導類型知覺與主管忠誠及學務組織承諾有顯著正相關。六、學務人員主管忠誠與學務組織承諾有顯著正相關。七、學務人員個人背景變項、對直屬主管領導類型知覺、主管忠誠對學務組織承諾具有49.1%的解釋力。
最後根據研究結果說明本研究結論與研究限制，並對相關單位與主管以及未來研究方向提出建議。

關鍵字

主管忠誠 ； 直屬主管 ； 家長式領導 ； 組織承諾 ； 學務人員

並列摘要

This research aimed to investigate the difference in and the relationship among the perception of paternalistic leadership of directive supervisors, supervisory loyalty, and organizational commitment among student affairs administrators in northern national universities. It also explored the explanatory power of student affairs administrators’ background variables, perception of paternalistic leadership of directive supervisors, and supervisory loyalty for their organizational commitment.
Questionnaire survey method was adopted. The subjects were student affairs administrators holding non-supervisory positions in the student affairs department of northern national universities. A total of 623 questionnaires were distributed to 16 universities. Of 423 responses obtained, 419 responses were valid. The valid response rate was 67.3%. The research instrument was “The Questionnaire on Perception of Leadership Type of Directive Supervisors, Supervisory Loyalty, and Organizational Commitment among Student Affairs Administrators in Northern National Universities”. The responses of student affairs administrators were analyzed to find answers to the research issues.
Conclusions were as follows: (1) Significant differences in the perception of leadership type of directive supervisors existed among student affairs administrators of different genders, ages, employment types, service institutions, and whose directive supervisors had a different position status (full-time/part-time). (2) Significant differences in supervisory loyalty existed among student affairs administrators of different genders, education levels, employment types, service institutions, and whose directive supervisors had a different position status. (3) Significant differences in organizational commitment existed among student affairs administrators of different genders, ages, education levels, service institutions, and whose directive supervisors had a different position status. (4) There was a significant negative relationship between student affairs administrators’ perception of their directive supervisors’ leadership as the authoritarianism type and their supervisory loyalty and organizational commitment. (5) There was a significant positive relationship between student affairs administrators’ perception of their directive supervisors’ leadership as the benevolence or the morality type and their supervisory loyalty and organizational commitment. (6) A significant positive relationship existed between student affairs administrators’ supervisory loyalty and organizational commitment. (7) Student affairs administrators’ background variables, perception of the leadership type of their directive supervisors, and supervisory loyalty explained 49.1% of the variance of their organizational commitment. Finally, based on the above findings, conclusions and research constraints were explained, and suggestions for authorities concerned, supervisors, and future researchers were also proposed.

並列關鍵字

supervisory loyalty ； directive supervisor ； paternalistic leadership ； organizational commitment ； student affairs administrators

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