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  • 學位論文

職業工會轉換型領導、組織認同及創新行為之關聯性研究

A Study of Relationship for Craft Unions among Transformational Leadership, Organizational Identification and Innovative Behavior

指導教授 : 黃良志 博士
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摘要


在社會環境變動快速的當下,職業工會的功能越趨多元。新工會法實施促使職業工會朝自主化及多樣化方向發展,然而,因工會組織開放不再受到限制,使得各工會間的競爭日趨激烈,若工會無法充分發揮其功能,恐造成會員流失之危機。現階段多數職業工會領導人與團隊仍以傳統方式進行傳承,其會務發展前景堪慮,若領導人無勞工意識及責任感,將無法帶領團隊同心協力為會員謀福利、爭取相關權益,使會務無法健全發展。因此,職業工會若要永續發展,除須擺脫既存勞保工會之刻板印象與事實外,更須積極開創符合會員所需之業務,方能擴展工會之生存空間,同時奠定其生存利基。有鑑於此,何種領導才能能有效領導並激發會務人員之潛能,使團隊勇於創新突破,進而讓工會得以永續經營,實屬有價值之探討。 本研究係以台中地區職業工會之會務人員為研究對象,探究其轉換型領導、組織認同及創新行為之間的關係。藉由問卷調查法,共發放645份問卷,回收有效問卷計309份,有效回收率約47%。經由描述性統計、驗證性因素分析、信度分析及複迴歸分析等工具進行分析及歸納,得出下列結果: 一、 轉換型領導對組織認同具有顯著正向影響。 二、 轉換型領導對創新行為具有顯著正向影響。 三、 組織認同對創新行為具有顯著正向影響。 四、 組織認同在轉換型領導與創新行為間具有完全中介效果。 依據上述研究結果,本文提出具體研究結論與建議,供職業工會管理與後續研究之參考。 關鍵詞:轉換型領導、組織認同、創新行為、職業工會

並列摘要


In a rapidly changing social environment, craft unions are growing multi-functional accordingly. Implementation of the new craft union law promotes the union's development of diversity and autonomy. However, as each day passes, the competition among unions becomes fiercer because there is no restriction on the establishment of new unions. If unions are not able to fully perform their functions, the crisis of member loss might occur. Actually, so far most leaders and staff of craft unions still hand over their works in a traditional way. The information asymmetry caused by hand-over fumbles may lead to unions’ blurry future. If the union leaders have no labor awareness and sense of responsibility, then the team will not be able to work together to strive for benefits and rights for their members and the union business will not develop prosperously. Therefore, it is necessary to wash out the existing stereotype and create the business that members demand for craft unions’ sustainable development. Then, unions will have larger existent space while stabilizing their living niche. For the reasons mentioned above, it is valuable to discuss that what kinds of leaderships are able to efficiently shepherd and inspire staff and to promise union sustainable development. In this study, to analyze and investigate the correlation among transformational leadership, organization identification, and innovative behavior, the staff of craft unirons in Taichung city was the main research object. With the method of questionnaire survey, 645 questionnaires were issued, and 309 questionnaires were collected. The valid response rate was 47%. The analyzed and generalized results obtained through descriptive statistics, confirmatory factor analysis, reliability analysis, and multiple regression analysis are listed as follows: 1. Transformational leadership has a significant positive impact on organizational identification. 2. Transformational leadership has a positive impact on innovative behavior.. 3. Organization identification has a significantly positive impact on innovative behavior. 4. Organization identification has a completely mediating effect between transformational leadership and innovative behavior. According to the results in this study, several concrete conclusions and suggestions were provided for craft unions and further studies as references. Keywords: Transformational leadership, Organizational identification, Innovative behavior, Craft union

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