管理者領導特質與組織之適配性探討--動物生態隱喻法

張湘萍

doi:10.6846/TKU.2008.00124

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管理者領導特質與組織之適配性探討--動物生態隱喻法

Exploring the Fitness between Managers' Personality in Leadership and Organization: Metaphor of Animal Ecology

張湘萍 , Masters　　Advisor：王居卿;楊立人　　

繁體中文 DOI： 10.6846/TKU.2008.00124

生態觀點；隱喻；組織文化；人格特質；組織結構； Ecological Perspective ； Metaphor ； Organizational Culture ； Personality Traits ； Organizational Structure

Abstract │ Reference (102) │ Times Cited (1) │ Altmetrics

Abstract 〈TOP〉

Parallel Abstract 〈TOP〉

This study used the metaphor of animal ecology to build the conceptual models for the managers’ Personality in leadership and organization fitness. It takes organizational structure and organization culture as the ecological environment on the inside of an organization through animal ecological theory. This study tries to find the best fitness among manager’s personality traits, organization culture and organizational structure; that is to say, it discusses that the manager of each level how to survive in the ecological environment. The personality traits of manager can be grouped into several types - tiger, peacock, koalas, owl, and chameleon by the PDP (Professional Dynametric Programs). Organization culture is sorted to be three classifications - hureaucracy, innovation and support. Organizational structure is divided into several levels - top, middle, first-line level and employee.
In this research, we collect extensive literature in according to the qualitative way and then exploring the fitness between managers’ personality in leadership and organization with the concept of the five elements by analogy.
1.When it talks about the managers’ Personality in leadership fitness from each level in an organization, the relationship between leader ad employees should find each other’s complementarity, but not the same personality.
2.The strength of manager’s personality will have influence on the fitness between manager and organization.
3.The portfolio of the best fitness between organization culture and managers’ personality in leadership is as following:
(1)Innovative culture -tiger and chameleon.
(2)Supportive culture - peacock.
(3)Bureaucratic culture - koalas and owl.
4.The portfolio of the worst fitness between organization culture and managers’ personality in leadership is as following:
(1)Bureaucratic culture - top and middle management who belong to tiger style.
(2)Bureaucratic culture - top and middle management who belong to peacock style.
(3)Innovative and supportive culture - top management who belong to owl style.
(4)Innovative and supportive culture – top management who belong to koalas style.
5.When management try to survive in organization, the way to lead employees will make a big difference by individual character.
(1)Management who is tiger style will take beneficial way to themselves.
(2)Management who is peacock style will take good relationship as first choice.
(3)Management who is koalas style will lead employees by their authority power.
(4)Management who is owl style will use precise analysis to lead people as their leadership style.
(5)Management who is chameleon style will lead followers through the adapter of organization culture.

Reference ( 102 ) 〈TOP〉

朱邦復（1995）。易理探微。台北市：時報文化出版企業股份有限公司。
連結：
林家五、彭玉樹、熊欣華、林裘緒（2004，秋季）。企業文化形成機制：從認知基模到共享價值觀的形成。人力資源管理學報，4（3），91- 115。
連結：
姚亮（2003）。以動物為師-40則絕妙的人生智慧。台北縣：鷹漢文化企業股份有限公司。
連結：
張春興（1998）。心理學。台北市：東華書局。
連結：
Ansoff, H. I. & McDonnell, E. J. (1979). Implanting strategic management. New York：Prentice-hall.
連結：

Times Cited (1) 〈TOP〉

林如萍(2010)。主從人格特質之適配度與員工績效關係之個案研究。淡江大學企業管理學系碩士在職專班學位論文。2010。1-84。

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