真誠領導、信任與行為結果的探討－以政治知覺為干擾變數

Authentic Leadership, Trust and Behavior Outcomes-The Moderating Variable of Perceptions of Organizational Politics

李金樺(Chin-Hua Lee)

指導教授 ： 孫碧娟

大同大學/經營設計學院/事業經營學系所/碩士(2011年)

摘要

近年來由於引發了金融海嘯，所以對一個企業而言，要如何恢復組織中的士氣、提升企業的組織績效，是當前所有企業最需要關注的一件事情。此外，在關於領導的研究中有指出在具有挑戰性的階段裡，一個領導者要如何採取行動以及和部屬溝通，藉以創造出部屬對領導者信任的基礎(Kasper-Fuehrer and Ashkanasy, 2001)。因此本研究主要的目的是要探討如何透過領導者真誠的特質，來發展部屬與領導者之間的信任關係，進而影響部屬在組織中的行為結果；亦即真誠的領導者是否能贏得部屬的信任或讓部屬覺得受到信任呢？進而能影響部屬的行為結果嗎？此點成為本研究的動機之一。此外，本研究也將納入部屬的政治知覺為干擾變數，來探討組織中的政治知覺是否會影響其真誠領導與信任之間的關係，以及是否會影響其信任與行為結果的關係。
本研究主要是以三家公司的員工作為問卷調查的對象，並且針對員工所知覺到的主管的領導風格以及公司內組織氣候來做調查。本研究的問卷總回收份數為326份，刪除填答不完整之無效問卷後，有效問卷共計306份。問卷資料分別以描述性統計分析、信度分析與效度分析、驗證型因素分析、結構方程模式…等來驗證本研究的假設是否成立。
本研究結果顯示出：(1)真誠領導會對部屬信任領導者與部屬知覺被領導者信任有顯著正向的影響(2)信任領導者對部屬的工作績效與組織公民行為無顯著的影響(3)知覺信任會對部屬的工作績效與組織公民行為有顯著正向的影響(4)政治知覺對真誠領導與信任之間關係不具有干擾效果(5)政治知覺對信任與行為結果不具有干擾效果。但在台灣與大陸樣本的分析檢定中，本研究發現大陸的政治知覺比台灣高，而且政治知覺對信任與行為結果具有干擾的效果。最後，本研究的最終目的是希望讓所有組織中的領導者了解，領導者與部屬之間的關係以及組織中的氣候都是影響該公司組織績效的重要因素。

關鍵字

組織公民行為 ； 工作績效 ； 信任 ； 真誠領導 ； 政治知覺

並列摘要

In recent years, because of the coming up of Financial Tsunami, most enterprises pay more attention on raising organization’s morale and promoting organization’s performance. Besides, Relevant to leadership research has shown that how a leader acts and communicates with his followers during a challenging period can create the foundation of trust in the leader in the future (Kasper-Fuehrer and Ashkanasy, 2001). This study aims to examine how to develop trust relationship between subordinates and leaders through authentic leadership, and then influence on subordinates’ behavior outcomes in the organization? Namely, whether authentic leaders can obtain subordinates’ trust or leaders will let subordinates perceive more trust? This point becomes one of the research motivations. Moreover, perceptions of organizational politics was put into this research, to examine its moderating effect on the correlation between authentic leadership and trust, and the correlation between trust and subordinate’s work performance or organizational citizenship behavior.
This study is taking the object of study by three companies’ employees, and questionnaires were used anonymous and convenient sampling targeting the perception of employees on leaders’ style and the climate in the organizations. This study collects 326 questionnaires in total, 20 questionnaires were excluded as incomplete responding or answering consistently reasons, left 306 valid questionnaires in total. This study conducts the relevant statistic analysis, such as descriptive statistics, reliability analysis and validity analysis, CFA, and SEM, etc.
This study shows that (1) authentic leadership has a positive effect on subordinates trust in leaders and subordinates perceived being trusted by their leaders (2) subordinates trust in leaders doesn’t have significant effect on work performance and organizational citizenship behavior (3) subordinates perceived being trusted by their leaders has positive and significant effect on work performance and organizational citizenship behavior (4) the moderating effect of the perceptions of organizational politics on the relationship between authentic leadership and trust is not significant (5) the moderating effect of the perceptions of organizational politics on the relationship between trust and the behavior outcomes is not significant. However, in the analysis of Taiwan and China’s samples, this study finds that China’s POP is higher than Taiwan’s. Besides, the moderating effect of the perceptions of organizational politics on the relationship between trust and the behavior outcomes is significant. Finally, this study’s final goal is want to let every leaders know, the relationship between leaders and subordinates and organizational climates are the most important factors to influence organizational performance.

並列關鍵字

perceptions of organizational politics ； organizational citizenship behavior ； work performance ； trust ； authentic leadership

參考文獻

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