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華人領導行為之內隱結構初探

Exploring the Implicit Structure of Leader Behavior in Chinese Cultural Context

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摘要


西方領導行為學派在以領導行為描述問卷為工具所進行的長期研究中,穩定地發現體恤與結構二大因素,內隱領導論者則認為受試對於領導行為的描述,主要是受其內隱的認知結構所影響。本研究根據先前研究的事件資料,以由下而上的研究取向,自編領導行為問卷,在對七百五十人的異質樣本施測後進行因素分析,得到「正面行為」與「負面行為」二大因素;以內容相同但方向相反的配對題再度進行因素分析時,仍得到相同的結果;將正面行為與負面行為的題群分別進行因素分析時,各自得到單一的因素;而將原始資料進行z轉換後再進行因素分析,則獲得一個二極化的單一因素,其因素負荷量正負號的方向與二因素的結構幾乎完全相同,顯示本研究所得的二因素結構,亦可視為單一因素的兩極。作者進一步以因素分數進行集群分析,發現受試的確可依其對領導行為二因素的反應分為二個集群,集群一傾向於給予主管正面評價,集群二則有相反的傾向。作者從文化觀點分析,提出對立的內隱結構觀點,認為華人可能習慣以對立方式思考,因而對領導者形成共享的內化分類基礎,而在描述領導者的行為時,不自覺地反映了對立的思考結構。作者並認為這種道德優先的評價標準,亦可用以解釋近年來在華人的領導行為研究中普遍發現的品格因素。作者於本文最後亦討論了後續研究的方向,強調領導行為的研究,此須正確理解其結果的內涵意義,才能在理論與實務上有所突破。

並列摘要


Leader behavior studies have provided consistent results in the past decades. It seems that onsideration and initiating structure are two major dimensions of leader behaviors. Implicit leadership theories, however, argued that the two leader behavior dimensions are just a reflection of subordinates' implicit categorization, not the real behaviors presented by leaders. In both Mainland China and Taiwan, moral and character factors always emerged from leader behavior studies. Using a bottom-up inquiry approach, the present study developed a leader behavior inventory based on critical incident data collected in earlier studies. The inventory was administered to 750 employees. Results indicated that two factors, positive and negative leader behaviors, consistently emerged in different factor analysis procedures. Cluster analysis revealed that subjects could be properly divided into two clusters based on their responses in the leader behavior inventory. One cluster of subjects intended to evaluate their leaders positively, another one was just the opposite. The author tries to explain the results with cultural perspectives. In Chinese culture, dual- categorization (like yin/yang, good/evil) is often used in any situations. The most popular character sketch is Chun-tzu (i.e., real gentleman) and Hsiao-jen (i.e., mean person) presented in the Confucian Analects. Based on the implicit leadership theory, it is possible that subjects' responses on the leader behavior inventory just reflect their implicit categorization leader behaviors. Taking earlier related findings as evidence, the author proposes that moral evaluation is a key component in Chinese leader behavior. The cultural context is really important in indigenous leader behavior research.

參考文獻


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陳佳妏(2014)。以情感事件理論檢視工作壓力、情緒與溝通策略間之關係-以台灣國小流浪教師為例〔碩士論文,國立交通大學〕。華藝線上圖書館。https://doi.org/10.6842%2fNCTU.2014.00408
呂慈恩(2008)。華人組織內隱領導風格情境模式之實證研究〔博士論文,元智大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0009-0307200820071500
陳駿安(2009)。優秀高中籃球隊教練家長式領導行為與領導效能之研究〔碩士論文,國立臺灣師範大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0021-1610201315163727
李金枝(2015)。仁慈領導、主管部屬關係對順從之影響研究〔碩士論文,國立中正大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0033-2110201614014604

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