政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/139568
English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  全文笔数/总笔数 : 113311/144292 (79%)
造访人次 : 50927432      在线人数 : 933
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
搜寻范围 查询小技巧：
  • 您可在西文检索词汇前后加上"双引号"，以获取较精准的检索结果
  • 若欲以作者姓名搜寻，建议至进阶搜寻限定作者字段，可获得较完整数据
    •  进阶搜寻


    请使用永久网址来引用或连结此文件: https://nccur.lib.nccu.edu.tw/handle/140.119/139568


    题名: 部隊管理與組織文化：以部隊成員的幸福感為例
    Troop Management and Organizational Culture： An Analysis of the Happiness of Troop Members
    作者: 張軒豪
    Chang, Hsuan-Hao
    贡献者: 陳建綱
    張軒豪
    Chang, Hsuan-Hao
    关键词: 自我民族誌
    幸福感
    組織文化
    多元化領導
    Self-ethnography
    Happiness
    Organizational culture
    Multidimensional leadership
    日期: 2022
    上传时间: 2022-04-01 15:07:16 (UTC+8)
    摘要: 軍隊從過去的制式化管理到現在的人性化管理，並提升及改善各項政策與硬體設施，期望創造優質工作環境，提升留營率及招募成效，以精實國軍基本戰力，但政策與實際成果或許不如預期，可能歸咎於人為因素等，導致國軍人才紛紛流失，造成重大損失。本研究透過自我民族誌的研究方式，藉由過去的經驗，探討幸福感、領導方式與組織管理間的影響，找出提升成員幸福感、組織承諾與工作滿意度的關鍵因素。
    本研究發現，組織的領導與管理方式，是影響成員內心幸福感受與組織承諾及工作滿意度的主要因素。國軍的組織文化，較不重視成員的感受，也衍生出成員對於組織承諾以及工作滿意度的負面影響。本研究指出對於提升成員幸福感，能透過威權領導、仁慈領導、參與式領導、轉換型領導及真誠領導等特質的結合，構成「多元化領導」特質。經由連結公共管理提出的學習型組織等理論，可提升「多元化領導」內涵，對於成員幸福感受有正面影響，間接提升成員組織承諾、認同感及工作滿意度。
    雖然這樣的領導方式能有效提升成員幸福感受，但事情都有正、反兩面，作者在結論指出幸福感帶來的負面效應，可能造成組織運作的問題，所以從研究發現提出「正向認知」與「自我認同」兩點建議，最後希望本文對於軍隊領導與管理，能開啟新的視界，作為後續相關研究之基礎。
    The military management has changed from old day’s standard-centered to humane-centered recently. In order to prevent personnel from leaving the military and boost recruitment to create fine working environment and strengthen the basic capabilities of ROC Armed Forces, policies and hardware have also been continuously upgraded and improved. However, the result is not as good as what we expect. “Human” is likely the main factor to blame for the loss of military personnel, causing major damages. Through the Self-ethnography method and experiences from the past, the purpose of this research is to find out the connection among happiness, leadership, and organization management. As a result, the key factor of boosting members’ organization commitment and working satisfaction will be found.
    It is found that the main factor to affect members’ deep down feelings, organization commitment and working satisfaction is contributed by the leadership and management in the organization. The culture of ROC Armed Forces’ organization values relatively less members’ deep down feelings. It leads to negative effects toward organization commitment and working satisfaction of members. This study indicates that for the purpose of boosting members’ happiness, it can be achieved by the combination of authoritarian leadership, benevolent leadership, participatory leadership, transformational leadership, and sincere leadership, which forms “multidimensional leadership”.
    “Multidimensional leadership” could be explored by connecting theories of objective management with learning organization, which positively impact members’ deep down feelings of happiness. Furthermore, the organization commitment, sense of identity and working satisfaction could be enhanced indirectly as well.
    Though such approach of leadership may effectively boost members’ sense of happiness, there are always two sides of one coin. The author points out the negative effects brought by the sense of happiness, which may cause issues on organizational operations. Furthermore, The author also offers two suggestions and recommendations regarding “positive identity” and “self identity” as generated from discoveries of this study.
    Finally, it is sincerely hoped that this study could develop a new vision of military leadership and management, and could be a foundation of related studies and research in the future.
    參考文獻: 壹、中文文獻
    丘昌泰（2010）。公共管理。臺北市：智勝。
    何粵東（2005）。敘說研究方法論初探。應用心理研究，25，55-72。
    何粵東（2010）。自我民族誌的課程研究初探。中正教育研究，9(1)，1-29。
    李怡慶、王志誠、周志建、楊心伃（2007）。建構醫院目標管理制度之研究-以某區域級教學醫院為例。澄清醫護管理雜誌，3(2)，20-31。
    林姿葶、鄭伯壎（2012）。華人領導者的噓寒問暖與提攜教育: 仁慈領導之雙構面模式. 本土心理學研究，37，253-302。
    林淑馨（2012）。公共管理。高雄市：巨流。
    林惠彥、陸洛、吳珮瑀、吳婉瑜（2012）。快樂的員工更有生產力嗎? 組織支持與工作態度之雙重影響。中華心理學刊，54(4)，451-469.
    孫本初（1995）。學習型組織的內涵與應用。空大行政學報，3，1-17。
    陳至柔、吳如娟、吳有諒，（2014）。授權賦能與組織信任對服務導向組織公民行為影響之研究-以公立社福機構為例。服務業管理評論，12，40-66。
    陳皎眉（2009）。心理學。臺北市：雙葉書廊。
    陸洛（1998）。中國人幸福感之內涵、測量及相 關因素探討。國家科學委員會研究彙刊：人文及社會科學，8，115-137。
    黃家齊、李雅婷、趙慕芬(譯)（2014）。組織行為學Organizational behavior. 15 th(原著: Robbins, Stephen P,Judge, Timothy A.)。臺北市:華泰文化事業股份有限公司。
    黃堅厚（1999）。人格心理學。臺北：心理。
    蔡培元（2017）。那兒風光明媚，看你怎麼去追：記述那自我敘事的沿途風景。應用心理研究，67，181-221。
    鄭伯壎（1995）。差序格局與華人組織行為。本土心理學研究，3，142-219。
    鄭伯壎、劉怡君（1995）。義利之辨與企業間的交易歷程：臺灣組織間網絡的個案分析。本土心理學研究，4，1-41。
    簡晉龍、黃囇莉（2015）。華人權威取向之內涵與形成歷程。本土心理學研究，(43)，55-123。

















     
    貳、英文文獻
    Andrew, F. M., & Withey, S. B. (1976). Social indicators of well-being. New York and London: Plenum, 20(31), 696-717.
    Antonakis, J., & House, R. J. (2002). The full-range leadership theory: The way forward. In B. J. Avolio & F. J. Yammarino (Eds.), Transformational and charismatic leadership: The road ahead (pp. 3-34).Amsterdam, The Netherlands: JAI Press.
    Bass, B. M. (2000). The future of leadership in learning organizations. Journal of leadership studies, 7(3), 18-40.
    Bass, B. M., & Avolio, B. J. (Eds.). (1994). Improving organizational effectiveness through transformational leadership. sage.
    Bass, B. M., & Stogdill, R. (1981). Handbook of leadership. Theory, research, and managerial.
    Beusekom-Fretz, G. V. (1973). De democratisering van het geluk, v. Loghem Slaterus, Deventer.
    Bhindi, N., & Duignan, P. (1997). Leadership for a new century: Authenticity, intentionality, spirituality and sensibility. Educational management & administration, 25(2), 117-132.
    Carruthers, C., & Hood, C. D. (2004). The power of the positive: Leisure and well-being. Therapeutic Recreation Journal, 38(2), 225-245.
    Chathoth, P. K. (2007). The impact of information technology on hotel operations, service management and transaction costs: A conceptual framework for full-service hotel firms. International Journal of Hospitality Management, 26(2), 395-408.
    Chathoth, P. K., Mak, B., Sim, J., Jauhari, V., & Manaktola, K. (2011). Assessing dimensions of organizational trust across cultures: A comparative analysis of US and Indian full service hotels. International Journal of hospitality management, 30(2), 233-242.
    Chelladurai, P. (1993). Leadership. Handbook of research on sport psychology, 647-671.New York: Macmillan.
    Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., & Farh, J. L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian journal of social psychology, 7(1), 89-117.
    Dansereau, F., Alutto, J. A., & Yammarino, F. J. (1984). Theory testing in organizational behavior: The varient approach(pp. 397-406). Prentice Hall.
    Diener, E. 1984. Subjective well-being. Psychological Bulletin, 95: 542–575.
    Dolatabadi, H. R., & Safa, M. (2010). The effect of directive and participative leadership style on employees’ commitment to service quality. International Bulletin of Business Administration, 9(1), 31-42.
    Etzioni (1961).A Comparative Analysis of Complex Organizations.New York (pp. 194-208). NY: Free Press.
    Farh, J. L., & Cheng, B. S. (2000). A cultural analysis of paternalistic leadership in Chinese organizations. In Management and organizations in the Chinese context (pp. 84-127). Palgrave Macmillan, London.
    Fordyce, M. W. (1972). Happiness, its daily variation and its relation to values(pp. 19-43). United States International University.
    Fredrickson, B. L. (1998). Cultivated emotions: Parental socialization of positive emotions and self-conscious emotions. Psychological Inquiry, 9(4), 279-281.
    Galer, G. and van der Heijden, K. (1992), "The Learning Organization: How Planners Create Organizational Learning", Marketing Intelligence & Planning, Vol. 10 No. 6, pp. 5-12.
    Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). “Can you see the real me?” A self-based model of authentic leader and follower development. The leadership quarterly, 16(3), 343-372.
    Grob, A. (1995). A structural model of environmental attitudes and behaviour. Journal of environmental psychology, 15(3), 209-220.
    Hayat Bhatti, M., Ju, Y., Akram, U., Hasnat Bhatti, M., Akram, Z., & Bilal, M. (2019). Impact of participative leadership on organizational citizenship behavior: Mediating role of trust and moderating role of continuance commitment: Evidence from the Pakistan hotel industry. Sustainability, 11(4), 1170.
    House, R. J. (1996). Path-goal theory of leadership: Lessons, legacy, and a reformulated theory. The leadership quarterly, 7(3), 323-352.
    Kark, R., & Shamir, B. (2002, August). THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP ON FOLLOWERS`RELATIONAL VERSUS COLLECTIVE SELF-CONCEPT. In Academy of management proceedings (Vol. 2002, No. 1, pp. D1-D6). Briarcliff Manor, NY 10510: Academy of Management.
    Kark, R., & Shamir, B. (2002, August). THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP ON FOLLOWERS`RELATIONAL VERSUS COLLECTIVE SELF-CONCEPT. In Academy of management proceedings (Vol. 2002, No. 1, pp. D1-D6). Briarcliff Manor, NY 10510: Academy of Management.
    Kark, R., Shamir, B., & Chen, G. (2003). The two faces of transformational leadership: empowerment and dependency. Journal of applied psychology, 88(2), 246.
    Levin, J. S., & Chatters, L. M. (1998). Religion, health, and psychological well-being in older adults: Findings from three national surveys. Journal of aging and health, 10(4), 504-531.
    Luthans, F., & Avolio, B. J. (2003). Authentic leadership development. Positive organizational scholarship, 241, 258.
    Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of management review, 20(3), 709-734.
    Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.
    Okun, M. A., Stock, W. A., Haring, M. J., & Witter, R. A. (1984). Health and subjective well-being: A meta-analyis. The International journal of aging and human development, 19(2), 111-132.
    Pedersen, R. (2009). Empirical research on empathy in medicine—A critical review. Patient education and counseling, 76(3), 307-322.
    Rafferty, A. E., & Griffin, M. A. (2004). Dimensions of transformational leadership: Conceptual and empirical extensions. The leadership quarterly, 15(3), 329-354.
    Redding, S. G., & Hsiao, M. (1990). An empirical study of overseas Chinese managerial ideology. International Journal of Psychology, 25(3-6), 629-641.
    Schulte, P., & Vainio, H. (2010). Well-being at work–overview and perspective. Scandinavian journal of work, environment & health, 422-429.
    Silin, R. H. (1976). Leadership and values: The organization of large-scale Taiwanese enterprises (No. 62). Harvard Univ Asia Center.
    Tobin, D. R. (1993). Re-educating the Corporation: Foundations for the Learning Corporation. Omneo, Essex Junction, VT.
    Veenhoven R. (1994). How satisfying is rural life? Fact and value, 1-16.
    Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of management, 34(1), 89-126.
    Wang, X. H. F., & Howell, J. M. (2012). A multilevel study of transformational leadership, identification, and follower outcomes. The Leadership Quarterly, 23(5), 775-790.
    Weber, M. (1993). The types of legitimate domination. Ch. Lemert (Ed.), Social Theory. The Multicultural and Classic Readings, Boulder etc.(Westview Press) 1993, pp. 122-126.
    Weiss, H. M., Suckow, K., & Cropanzano, R. (1999). Effects of justice conditions on discrete emotions. Journal of applied Psychology, 84(5), 786.
    Yammarino, F. J., & Bass, B. M. (1990). Transformational leadership and multiple levels of analysis. Human relations, 43(10), 975-995.
    Yousef D. A. (2000). Organizational commitment: a mediator of the relationships of leadership behavior with job satisfaction and performance in a non‐western country. Journal of managerial Psychology, 6-28.
    描述: 碩士
    國立政治大學
    行政管理碩士學程
    109921312
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0109921312
    数据类型: thesis
    DOI: 10.6814/NCCU202200376
    显示于类别:[行政管理碩士學程(MEPA)] 學位論文

    文件中的档案:

    档案 描述 大小格式浏览次数
    131201.pdf3460KbAdobe PDF2174检视/开启


    在政大典藏中所有的数据项都受到原著作权保护.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - 回馈