領導風格、自我效能對組織情感承諾之影響-以創新型組織文化中介檢定

The Influence of Leadership Style and Self-Efficacy on Organizational Affective Commitment –An Intervening Test for Organizational Innovative Culture

張成瑋(Cheng-Wei Chang)

指導教授 ： 莊育詩

健行科技大學/商學院/國際企業經營系碩士在職專班/碩士(2016年)

摘要

人是群居的動物，所以一切的活動很難離開這個範圍，一般產業界講求的不外乎人、機、料、工、法，所以人的管理是產業界最應重視的環節，縱使一間公司有再好的機台設備、原物料供應源、作業表準，最後若沒有人員可以去執行，那所有的理想都只是空談。因此本研究是針對電子設備製造產業的基層員工為研究對象，共計發放250份問卷，回收222份問卷，扣除8份無效問卷，共計回收214份有效問卷，有效回收率85.6％。並以結構方程模型(SEM)進行假說檢定分析及中介檢定分析。研究結果發現領導風格對組織情感承諾有顯著影響、領導風格對組織情感承諾中創新型文化具中介效果、員工的自我效能對組織情感承諾中創新型文化具有完全中介效果、員工自我效能對組織情感承諾無顯著關係。所以本研究結果發現員工對組織情感承諾的高低，除了受到主管領導風格影響外，也會因本身自我效能驅使傾向選擇創新型文化間接對組織情感承諾產生影響，所以企業除了重視本身的領導風格外也必須檢討企業本身的文化是否符合時代需求，不斷求新求變才能留住人才讓企業能永續發展。

關鍵字

領導風格 ； 自我效能 ； 組織情感承諾 ； 創新型文化

並列摘要

Humans are social animals, and all of their activities are almost confined to the society. Man, machine, material, measurement, and method are the five elements for manufacturing process management. Among them, human management is the most critical section in the industry. Even if a company has the best equipment, sufficient supply of raw materials, and standard operation procedure, all efforts will be in vain if no personnel can do implementation. This study is aimed at the grass-roots workers in electronic equipment manufacturing industry. A total of 250 questionnaires were sent out and 222 of them were returned with 8 invalid. There were 214 valid questionnaires, with validity rate of 85.6%. Hypothesis test and intervening test analyses were carried out with structural equation modeling (SEM). The results show that leadership style has a significant influenceon affective commitment to the organization, leadership style has a mediating effect on the innovation culture in organizational affective commitment, employees’ self-efficacy has a full mediating effect on the innovation culture in organizational affective commitment, and employees’ self-efficacy has an insignificant influence on affective commitment to the organization. The results also show thatthe level of employees’ commitment to their organization not only is affected by the superintendent’s leadership style, but also will indirectly affect the organization affective commitment because the employees, driven by their own self-efficacy, tend to select innovative culture. Therefore, an enterprise should both value its leadership style and examine its culture to see if it keeps up with the times. Only with constant innovation willan enterprise retain talent and achieve sustainable development.

並列關鍵字

leadership style ； self-efficacy ； organizational affective commitment ； innovative culture

參考文獻

參考文獻

中文文獻

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