- 學位論文
工作價值觀與工作績效之關係研究—以領導行為為調節變項
A study of the relationship between work value and job performance: Leadership behavior as moderating valiable
摘要
從人力資源管理的角度觀之，若能深入瞭解員工的工作價值觀現況，將有幫助於各項人力資源管理活動（如員工的甄選、訓練、生涯發展、激動...等）的順利運作。其次，領導行為在實證研究中已經被證實，能大幅提高組織獲得之高績效；交易型領導與轉換型領導係最近領導形態中最為熱門之領導理論，因此本研究想更瞭解主管之領導行為，其中交易型領導與轉化型領導行為對工作價值觀與工作績效的影響。近年來蒙古國經濟不景氣、醫療機構服務品質發展緩慢。因此，本研究針對蒙古國醫療機構人員做調查，探討蒙古醫療機構人員的工作價值觀與工作績效之關係。 本研究是針對蒙古國National Center of Communicable Diseases 及 Maternal and Child Health Research Center兩所醫院的員工工作價值觀、工作績效以及領導行為之相互關係的。本研究採用問卷調查法，參考國外學者之量表，經由各位專家的建議，逐步地修改以及編制為本研究之問卷，共發放258份，有效問卷共有208份，可用為80.6%。 本研究進行分析之後發現，「工作價值觀」對「工作績效」有正向的影響，其中「目的性工作價值觀」與「任務績效」有正向關係，而「工具性工作價值觀」對「脈絡績效」有正向影響；本研究結果發現，「工具性價值觀」與「任務績效」之關係會受到「轉化型領導行為」的調節效果。 本研究建議如下：將工作價值觀列入員工招募參考、規劃員工的工作價值觀相符的激勵措施、透過轉化激勵員工以提升工作績效以及對於領導提供訓練以提高組織績效。
並列摘要
From the perspective of human resources management, understanding employee’s work value will help the operation of HRM activities (such as staff selection, training, career development and excitement etc.). Moreover, the leadership behavior had been confirmed that can greatly improve the organization’s performance. The transactional leadership and the transformational leadership are the most popular leadership theories in the recent leadership research. Thus the purpose of this study is to identify the leadership behavior, especially the influence of transactional leadership and transformational leadership on work values and job performance. In recent years, Mongolia is facing an economic crisis, and the health care quality is under development. Therefore, this study is focused on the investigation of Mongolian health care system, exploring the relationship between the employee’s work value and the job performance. This study tried to exam the relationship among leadership behavior, work value and job performance of employees working in “The National Center of Communicable Diseases” and “The Maternal & Child Health Research Center” in Mongolia. In this study, the questionnaire survey was conducted, 258 pieces of questionnaires were issued and 208 pieces collected for analysis. The research findings were as follows. The work value had positive effect on the job performance, in which the terminal work value had positive relation with the task performance and the instrument work value had positive relation with the contextual performance. The relation between the instrument work value and the task performance was moderated by transformational leadership behavior. The research recommendations are provided as follows: (1) to exploit the employee’s work value in employee recruitment; (2) to plan activities in accordance with employee’s work value; (3) to motivate and encourage employee to improve their task performance; (4) to provide leadership training to improve organizational performance.