大學圖書館館長領導風格與圖書館組織氣氛關係之研究

The Research of the Relationship between the Directors' Leadership Style and the Organization Climate of University Libraries in Taiwan

張秀琴(Hsiu-chin Chang)

指導教授 ： 黃明月

國立臺灣師範大學/教育學院/社會教育學系在職進修碩士班/碩士(2002年)

摘要

本研究旨在瞭解國內大學圖書館館長的領導風格與圖書館組織氣氛之
現況，並探求館長領導風格與圖書館組織氣氛間之關係。
為達上述目的，本研究編製「大學圖書館館長領導風格與圖書館組織
氣氛問卷」實施問卷調查，蒐集相關資料。研究對象為國內公私立大學圖
書館1045位館員，採普查方式，計回收666份問卷，剔除廢卷29份，計得
有效問卷637份，有效回收率為61%。再分別以項目分析、因素分析、信度
分析、描述統計、t考驗、單因子變異數分析、Pearson積差相關、卡方考
驗等統計方法，進行統計分析，獲得以下結論：
大學圖書館館長的領導風格強調工作目標的達成，比較缺乏關懷的作
為。大學圖書館組織氣氛，以館長的「監督」行為及館員的「親和」行為
最為明顯。大學圖書館館長領導風格類型以「高倡導高關懷」及「低倡導
低關懷」居多，其餘依次為「高倡導低關懷」、「低倡導高關懷」。大學
圖書館組織氣氛類型分佈平均，依序為「開放型」、「封閉型」、「隔閡
型」、「投入型」。「高倡導高關懷」的領導風格較容易產生「開放型」
的組織氣氛，「低倡導低關懷」的領導風格較容易產生「封閉型」的組織
氣氛。館長的「關懷」行為是影響圖書館組織氣氛的重要因素。大學圖書
館館長領導風格與圖書館組織氣氛有顯著相關。
大學圖書館館長領導風格在圖書館、館長及館員部分變項上有顯著差
異。包括：圖書館的館藏規模，館長的性別、學歷、圖書館相關學科系所
畢業、專兼任，以及館員的性別、經常與讀者接觸、圖書館相關學科系所
畢業。
大學圖書館組織氣氛在圖書館、館長及館員部分變項上有顯著差異。
包括：圖書館的性質、館藏規模，館長的性別、年齡、學歷、任職時間、
圖書館相關學科系所畢業、專兼任，以及館員的性別、年齡、工作時間、
圖書館相關學科系所畢業。
根據研究發現及結論，本研究針對大學圖書館館長提出以下幾點建
議：
一、重視並加強領導專業知能。
二、採取「高倡導高關懷」的領導風格。
三、營造「開放型」的組織氣氛。
四、加強與館員之間的溝通，傳遞「關懷」的訊息。
五、館長不宜變動太快，並應縮短館員對新任館長「疏離」感的時間。
六、重視館員之間的個別差異。
最後分別從研究主題、研究方法、研究對象、研究工具等方面，提出
對後續研究之建議。

關鍵字

大學圖書館 ； 圖書館館長 ； 領導風格 ； 組織氣氛

並列摘要

The purpose of this research is to explore the directors’
leadership style, organization climate, and the relationship
between the two in domestic university libraries. To achieve
the purpose, the researcher conducted a questionnaire survey
investigating 1045 university librarians. Among them, 666
questionnaires were returned and 637 were usable ones. The
usable return rate of the survey is 61%. Several statistics
methods, including item analysis, factor analysis, t-test, one-
way ANOVA, Pearson’s correlation and chi-square test, were
used to evaluate the validity and reliability of the research
tool and analyze the returned data. The conclusions of this
research are：
Directors tend to put more emphases on achievement of
institutions’ objectives and lack consideration. “Directive
behaviors of directors” and “intimate behaviors of
librarians” are the most significant behaviors in organization
climate of university libraries. Most Directors’ leadership
styles are “high-initiating structure and high-consideration”
and “low-initiating structure and low-consideration”. “high-
initiating structure and low-consideration” and “low-
initiating structure and high-consideration” are the
minorities in rank. Organization climate of university
libraries are distributed into four types equally, they are
“open climate”, “closed climate”, “disengaged climate”
and “engaged climate” in rank. The leadership style of “high-
initiating structure and high-consideration” tends to lead to
“open climate”, and the leadership style of “low-initiating
structure and low-consideration” tends to lead to “closed
climate”. The “consideration” behaviors of directors
affected the organization climate of university libraries the
most. There are significant relationship between directors’
leadership style and organization climate of university
libraries.
Directors’ leadership style varies with several “library”,
“director” and “librarian” variables, include: collection
scale of libraries, sex, diploma, professional status of
library and information science, full or part time of
directors, and sex, frequent contact with library readers ,
professional status of library and information science of
librarians.
Organization climate of university libraries varies with
several “library”, “director” and “librarian” variables,
include: status, collection scale of libraries, sex, age,
diploma, working years as directors’ position, professional
status of library and information science, full or part time of
directors, and sex, age, working years in libraries,
professional status of library and information science of
librarians.
According to the conclusions of the research, the researcher
proposes six suggestions for university library directors as
following：
1. To emphasize and improve the profession of leadership.
2. Perform “high-initiating structure and high-consideration”
leadership style.
3. Develop “open climate” in the library.
4. Improve the communication with librarians and convey
consideration to them.
5. Rotation rate of directors should not be too high. And try
to shorten the disengaged period between librarians and new
directors.
6. Pay attention to the individual differences among librarians.
Besides, the researcher also gives some suggestions about
research topics, methods, targets and tools for further
research.

並列關鍵字

university libraries ； library director ； leadership style ； organization climate

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