政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/150203
English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  全文笔数/总笔数 : 113485/144472 (79%)
造访人次 : 51391149      在线人数 : 707
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/140.119/150203


    题名: 探討工作要求-資源模型、多元化管理策略對員工留任之影響-以代表性行政機關為例
    Exploring the Impact of Job Demands-Resources Model and Diversity Management Strategies on Employee Retention： A Case of the Representative Government Agency
    作者: 黃郁文
    Huang, Yu-Wen
    贡献者: 傅凱若
    Fu, Kai-Jo
    黃郁文
    Huang, Yu-Wen
    关键词: 多元化領導力
    多元化組織氣候
    工作要求
    工作資源
    留任意願
    Diversity Leadership
    Organizational Diversity Climate
    Job Demands-Resources Model
    日期: 2024
    上传时间: 2024-03-01 13:53:06 (UTC+8)
    摘要: 本研究以代表性行政機關現職成員為研究對象，探討成員對於組織內多元化領導力、多元化組織氣候、工作要求所帶來的壓力和運用工作資源對留任意願感知程度，並進一步討論具原住民身分的留任意願是否因多元化領導力、多元化組織氣候及工作要求資源有關聯性，期能提供機關作為後續管理措施之參考。
    研究方法採問卷調查法，總計回收160份問卷，其中23份為無效問卷，137份為有效問卷。透過描述性統計發現，受測者之多元化管理、工作要求與資源與留任意願，達中上程度。另運用獨立樣本t檢定、單因子變數分析，探討不同的個人背景資料對於多元化領導力、多元化組織氣候、工作要求、工作資源與留任意願是否有差異，研究結果顯示，不同學歷對於多元化組織氣候有顯著差異、不同學歷、每周平均工作時數對工作要求有顯著差異、不同年齡對於留任意願，亦有顯著差異。進一步以皮爾森積差相關分析發現，受測者對於多元化領導力、多元化組織氣候、工作要求與資源及留任意願，兩兩之間有呈現顯著正相關。又透過多元線性迴歸分析發現，多元化領導力及多元化組織氣候對留任意願有正向顯著影響，但對於具原住民身分成員之調節效果，並無調節作用。最後，根據上述研究發現，提出相關建議及後續研究方向。
    This study focuses on current members of representative administrative agencies as the research subjects, exploring the members' perceptions of organizational diversity leadership, diverse organizational climate, stress from job demands, and the extent of perceived retention intention through the utilization of work resources. Furthermore, it discusses whether the retention intention of members with indigenous identity is related to diversity leadership, diverse organizational climate, and job demands and resources, aiming to provide references for subsequent management measures in organizations.
    The research method employed a questionnaire survey, with a total of 160 questionnaires collected. Among them, 23 were invalid, leaving 137 valid questionnaires. Descriptive statistics revealed that the subjects' perceptions of diversity management, job demands, and resources, and retention intention were at a moderate to high level. Through independent samples t-tests and one-way analysis of variance, the study examined whether there were differences in diversity leadership, diverse organizational climate, job demands, job resources, and retention intention based on different personal background information. The results showed significant differences in diverse organizational climate based on different educational backgrounds, significant differences in job demands based on different educational backgrounds and average weekly working hours, and significant differences in retention intention based on different age groups.
    Further analysis using Pearson correlation revealed significant positive correlations between diversity leadership, diverse organizational climate, job demands, resources, and retention intention. Additionally, multiple linear regression analysis found that diversity leadership and diverse organizational climate positively and significantly influenced retention intention. However, there was no moderating effect on members with indigenous identity.In conclusion, based on the findings of this study, recommendations and directions for future research are proposed.
    參考文獻: 壹、中文部分
    王雯君（1998）。多元化管理之研究－以台北市原住民就業為例。國立政治大學公共行政研究所碩士論文，未出版，台北。
    王建衡（2017）。工作資源對在台外籍勞工海外適應與留任意願關係之研究。中原大學商學院企業管理研究所碩士論文，未出版，桃園。
    王佳蓉、陳怡昌（2017）。社會支持對工作壓力與離職意願關係之調節結果－以臺南市國民中學教師為例。全球商業經營管理學報，9，67-82。
    尹哲庸 (1998)。技術環境,組織特質與企業人力資源管理策略關係之研究。輔仁大學管理學研究所碩士論文，未出版，新北市。
    古珮琪、陳文學（2016）。台灣原住民族研究學報，6(4)，1-21。
    江明修、廖元豪、吳正中（2012）。政策施政措施落實多元族群主流化之研究。行政院研考會委託研究報告。
    江美伶、陳玉蓮（2014年9月）。工作壓力對身心健康之影響－社會支持之調節作用。東吳經紀商學學報，86，61-92。
    沈品柔（2013）。不同工作要求與工作資源的內涵對工作投入與工作倦怠的影響。國立政治大學輔導與諮商碩士學位學程碩士論文，未出版，台北。
    余書瑾（2014）。連鎖餐廳從業人員留任意願之結構模式分析。國立屏東商業技術學院休閒遊憩與創意產業管理研究所碩士論文，未出版，屏東。
    李昭儀 (2011)。銀行從業人員個人－組織契合度對留任意願之影響－以工作活力為中介變項。南台科技大學技職教育與人力資源發展研究所碩士論文，未出版，台南。
    李銘益（2017）。工作要求對工作倦怠影響之研究: 以工作資源為調節變項。長榮大學管理學院高階管理碩士在職專班論文，未出版，台南。
    李宣宜（2019）。工程機關七年級工程人員適配度與留任意願之研究－以某地方政府為例。國立政治大學行政管理碩士論文，未出版，台北。
    阮氏芳（2014）。組織多元化氣候、組織溝通及工作滿意度之關係研究－以越南台資企業之越南員工為例。國立中央大學人力資源管理研究所碩士論文，未出版，桃園。
    吳欣育（2019）。社工人員自覺工作特性與留任意願之相關性－以職場友誼為調節變項。國立暨南國際大學社會政策與社會工作學系碩士論文，未出版，南投。
    林淑雅 (1998)。台灣原住民族運動的憲法意義。國立臺灣大學法律學系研究所碩士論文，未出版，台北。
    林秀吟、廖益興（2014）。國民小學資訊組長工作壓力與留任意願之研究。中華行政學報，14，201-226。
    林姿葶（2019）。時間控制感對健康耗損歷程的調節效果：工作要求、資源理論之時間性觀點。人力資源管理學報，19 (1)，73-99。
    周葉冠（2017）。同事正負向人際行為與去留對員工離職意向的影響：工作要求─資源模型觀點。國立臺灣大學心理學研究所論文，未出版，台北。
    范孟琦（2022）。領導風格、工作環境及工作壓力與公務人員留任意願關聯性之探討-以臺北市政府為例。國立臺北大學公共行政暨政策學系碩士論文，未出版，台北。
    洪淑玲、朱哲宏（2011）。兼任行政職教師角色衝突、工作壓力與留任意願關係之研究。黃埔學報。
    馬美麗（2013）。台灣企業多元化管理初探。國立中央大學人力資源管理研究所在職專班碩士論文，未出版，桃園。
    許慶復（2009）。政府部門人力多元化管理。高大法學論叢，（5），1-22。
    許彩娥（1996）。領導型態、工作特性與我國女性公務人員工作滿足關係之研究。行政管理論文選輯，10，721-761。
    許嘉煌（2017）。工作特性及工作壓力對留營意願之影響：以幹部領導風格為干擾變項。南臺科技大學企業管理系研究所碩士論文，未出版，台南。
    許智超（2017）。組織文化與領導行為對志願役士兵工作滿足及留營意願影響之研究。南華大學企業管理學系管理科學研究所碩士論文，未出版，嘉義縣。
    陳佳雯、陸洛、許雅玉（2012）。工作要求、工作資源與員工工作態度之關聯：以勤勉審慎性及主動性人格為調節變項。人力資源管理學報，12 (1)，23-49。
    陳文學（2013）。原住民族公務人員會比較關心原住民嗎? 台灣原住民族積極代表性的實證分析。行政暨政策學報，57，129-171。
    陳文學（2021）。族群差異下的多元化管理：2008年台灣文官調查的資料分析。國家菁英季刊，14（2），359-374。
    郭富美（2012）。護理人員工作環境感受與留任意願之相關性探討。高雄醫學大學護理學系研究所碩士論文，未出版，高雄。
    黃欣儀（2011）。非營利組織推動多元化管理之研究－以伊甸社會福利基金會為例。國立政治大學公共行政研究所碩士論文，未出版，台北。
    黃惠妮（2011）。探討領導行為與組織氣候對留職傾向的影響－以台灣旅行社從業人員為例。南華大學旅遊事業管理學系碩士論文，未出版，嘉義。
    葉明岱（2019）。需求滿足如何影響公部門社工師留任意願-以新北市社福中心為例。國立政治大學社會工作研究所碩士論文，未出版，台北。
    楊佩瑄、陳美杏、陳麗琴、林淑媛（2019）。醫學中心護理人員工作負荷感受及留任意願之相關因素探討，高雄護理雜誌，36（1），1-11。
    楊清閔 (2000)。知識活動下的人力資源策略。國立政治大學企業管理研究所碩士論文，未出版，台北。
    楊淑雅（2022）。領導風格對護理人員工作士氣及留任意願。護理雜誌，69（6），45-55。
    鄒玲箏（2023）。醫院藥師工作壓力與工作家庭平衡之關聯性研究—以性別角取向為調節變項。國立臺中教育大學諮商與應用心理學系碩士論文，未出版，台中。
    廖國鋒、張瑞文、王湧文（2006）。領導型態、情緒智力與員工關係品質及工作投入相關之探討。輔仁管理評論，13（3），111-136。
    蔡淑妙、盧美秀（1998）。護理人員生涯發展及其與留任意願相關性之研究。護理研究，6(2)，96-108。
    蔡欣嵐（2001）。工作特性、人格特質與工作滿意度之關係－以半導體業為例。國立中央大學企業管理碩士論文，未出版，桃園。
    蔡志旻、李欣怡 (2016)。軍眷服務對志願役軍士官兵留營意願之研究-以陸軍司令部為例。休憩管理研究，3（1），47-64。
    劉翠華、李銘輝、余守媚（2009）。溫泉旅館員工作壓力、性別歧視知覺與生涯轉換傾向關係之研究。臺灣觀光學報，6，47-64。
    劉念琪（2013）。台灣企業多元化管理初探。國立中央大學人力資源管理研究所碩士論文，未出版，桃園。
    劉仲矩、周玉涵（2016）。公部門人員情緒勒索認知、工作壓力與離職傾向關聯之 研究。人力資源管理學報，16（1），43-68。
    劉敏熙、王美伶、許淑晴（2019）。「科技使員工更幸福?」-工作要求、工作資源模式。組織與管理，12（1）。
    盧曉玲（2018）。人格特質、直屬主官（管）領導行為與留營意願之關係。中華科技大學企業管理系經營管理碩士班碩士論文，未出版，台北。
    賴惠德、楊惠雯（2016）。情緒勞務與離職意圖關係之探討: 德行領導與知覺同事支持的中介效果。社會科學學報，24，1-30。
    簡嘉貞（2015）。工作要求-資源模式的效度考驗－以台灣企業員工為例。國立政治大學輔導與諮商碩士論文，未出版，台北。
    簡晉宏（2015）。南部醫院藥師工作壓力、工作滿意度與留任意願之相關性研究。義守大學醫務管理學系碩士論文，未出版，高雄。
    簡淑貞（2017）。公立醫療機構護理人員留任之研究。世新大學行政管理學研究所碩士論文，未出版，台北。
    羅志成（2000）。公共部門策略性人力資源管理之研究。國立政治大學公共行政學系碩士論文，未出版，台北。
    銓敘部公務人員人力素質統計季報110年第4季，取自：file:///C:/Users/ASUS/Downloads/110%E7%AC%AC4%E5%AD%A3%E5%AD%A3%E5%A0%B1.pdf

    貳、英文部分
    Abbott, A. (2005). Linked ecologies: States and universities as environments for professions. Sociological theory, 23(3), 245-274.
    Abdurachman, D., Ramdhan, R. M., Karsoma, A., Winarno, A., & Hermana, D. (2023). Integrating Leadership in Job Demand Resources (JD-R) for Personal Performance in Military Institution. Sustainability, 15(5), 4004.
    Aguirre, A., & Martinez, R. O. (Eds.) (2006). Diversity leadership in higher education. ASHE Higher Education Report, 32(3), 1-113.
    Alcazar, F. M., Fernández, P. M. R., & Gardey, G. S. (2013). Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research. Cross Cultural Management: An International Journal, 20(5), 39-49.
    Almeida, S., Frino, B., & Milosavljevic, M. (2020). Employee voice in a semi‐rural hospital: impact of resourcing, decision‐making and culture. Asia Pacific journal of human resources, 58(4), 578-606.
    Alleman, E., & Clarke, D. L. (2000). Accountability: Measuring mentoring and its bottom line impact. Review of Business, 21(1/2), 62.
    Al Khajeh, E. H. (2018). Impact of leadership styles on organizational performance. Journal of Human Resources Management Research, 2018, 1-10.
    Arefin, M. S., Hoque, M. R., & Bao, Y. (2015). The impact of business intelligence on organization’s effectiveness: an empirical study. Journal of Systems and Information Technology, 17(3), 263-285.
    Ashikali, T., & Groeneveld, S. (2014). Diversity management for all? An empirical analysis of diversity management outcomes across groups. In Academy of Management Proceedings (Vol. 2014, No. 1, p. 15878). Briarcliff Manor, NY 10510: Academy of Management.
    Ashikali, T., & Groeneveld, S. (2015). Diversity management for all? An empirical analysis of diversity management outcomes across groups. Personnel Review, 44 (5), 757-780.
    Bakker, A., Demerouti, E., & Schaufeli, W. (2003). Dual processes at work in a call centre: An application of the job demands–resources model. European Journal of work and organizational psychology, 12(4), 393-417.
    Bakker, A. B., Demerouti, E., & Euwema, M. C. (2005). Job resources buffer the impact of job demands on burnout. Journal of occupational health psychology, 10(2), 170.
    Bakker, A. B., & Demerouti, E. (2007). The job demands–resources model: State of the art. Journal of Managerial Psychology, 22, 309-328. doi: 10.1108/02683940710733115
    Bakker, A. B., Hakanen, J. J., Demerouti, E., & Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of educational psychology, 99(2), 274.
    Bakker, A. B., Van Emmerik, H., & Van Riet, P. (2008). How job demands, resources, and burnout predict objective performance: A constructive replication. Anxiety, Stress, & Coping, 21(3), 309-324.
    Bakker, A. B., & Demerouti, E. (2017). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22, 273-285. doi: 10.1037/ocp0000056
    Barrett, A., & J. Beeson (2002). Develop Leaders for 2010. New York: The Conference Board of Canada.
    Bass, B. M., & Riggio, R. E. (2006). Transformational leadership.
    Bass, B. M. (1990). From transactional to transformational leadership: Learning to share the vision. Organizational dynamics, 18(3), 19-31.
    Bartanen, B., & Grissom, J. A. (2019). School principal race and the hiring and retention of racially diverse teachers. EdWorkingPaper No. 19, 59. Retrieved from Annenberg Institute at Brown University: https://doi.org/10.26300/ny03-zw18
    Bassett‐Jones, N. (2005). The paradox of diversity management, creativity and innovation. Creativity and innovation management, 14(2), 169-175.
    Bell, M. P., Özbilgin, M. F., Beauregard, T. A., & Sürgevil, O. (2011). Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees. Human Resource Management, 50(1), 131-146.
    Bhargavi, S., & Yaseen, A. (2016). Leadership styles and organizational performance. Strategic Management Quarterly, 4(1), 87-117.
    Bhatti, M. A., Alshagawi, M., Zakariya, A., & Juhari, A. S. (2019). Do multicultural faculty members perform well in higher educational institutions? Examining the roles of psychological diversity climate, HRM practices and personality traits (big five). European Journal of Training and Development, 43(1/2), 166-187.
    Bolick, C., & Nestleroth, S. L. (1988). Opportunity 2000: Creative affirmative action strategies for a changing workforce. Washington, DC: U. S. Government Printing Office.
    Brimhall, K. C., Lizano, E. L., & Barak, M. E. M. (2014). The mediating role of inclusion: A longitudinal study of the effects of leader–member exchange and diversity climate on job satisfaction and intention to leave among child welfare workers. Children and Youth Services Review, 40, 79-88.
    Broetje, S., Jenny, G. J., & Bauer, G. F. (2020). The key job demands and resources of nursing staff: An integrative review of reviews. Frontiers in Psychology, 11, 84.
    Brown, S. B. (1964). A Meta-Analysis and Review of Organizational Rese Involvement, Psychological Bulletin, 120(2), 235-255.
    Buchanan, B. W. (1999). A mentoring pyramid for African American nursing students. Abnf Journal, 10(3), 68.
    Buttner, E. H., Lowe, K. B., & Billings-Harris, L. (2012). An empirical test of diversity climate dimensionality and relative effects on employee of color outcomes. Journal of business ethics, 110, 247-258.
    Buttner, E. H., & Lowe, K. B. (2017). The relationship between perceived pay equity, productivity, and organizational commitment for US professionals of color. Equality, Diversity and Inclusion: An International Journal, 36(1), 73-89.
    Cachat‐Rosset, G., Carillo, K., & Klarsfeld, A. (2019). Reconstructing the concept of diversity climate–A critical review of its definition, dimensions, and operationalization. European Management Review, 16(4), 863-885.
    Campbell (1970). Managerial behavior performance and effectiveness. New York: McGraw-Hill Press.
    Caplan, R. D., Cobb, S., French, J. R. P., Jr., Harrison, R. V., & Pinneau, S. R., Jr. (1975). Job demands and worker health: Main effects and occupational differences. Washington, DC: US Department of Health, Education, and Welfare.
    Cappelen, A., Gjefsen, H., Gjelsvik, M., Holm, I., & Stølen, N. M. (2013). Forecasting demand and supply of labour by education. https://www.ssb.no/en/arbeid-og-lonn/artikler-og-publikasjoner/_attachment/144096?_ts=141cb387d78
    Chang. S., & M. P. Thorenou. (2004). Competencies Needed for Managing a Multicultural Workplace. Asia Pacific Journal of Human Resources, 42(1), 57-74.
    Chanland, D. E., & Murphy, W. M. (2018). Propelling diverse leaders to the top: A developmental network approach.Human Resource Management, 57(1), 111-126.
    Cheung, R., & Gong, N. (2022). Understanding How a Leaders of Color Network Supports the Retention of a Diverse Leader Workforce.Leadership and Policy in Schools, 21(1), 112-125.
    Chew, J., & Chan, C. C. (2008). Human resource practices, organizational commitment and intention to stay. International journal of manpower, 29(6), 503-522.
    Chin, J. L. (2013). Diversity leadership: Influence of ethnicity, gender, and minority status.Open Journal of Leadership, 2(1), 1.
    Chin, J. L., Desormeaux, L., & Sawyer, K. (2016). Making way for paradigms of diversity leadership.Consulting Psychology Journal: Practice and Research, 68(1), 49.
    Clotfelter, C. T., Ladd, H. F., & Vigdor, J. L. (2006). Teacher-student matching and the assessment of teacher effectiveness. Journal of human Resources, 41(4), 778-820.
    Cole, B., Jones III, R. J., & Russell, L. M. (2016). Racial dissimilarity and diversity climate effect organizational identification. Equality, Diversity and Inclusion: An International Journal, 35(5/6), 314-327.
    Coleman, J. S. (1994a). Social capital, human capital, and investment in youth.In A.C. Peterson. & J. T. Mortimer (Eds.), Youth unemployment and society. Cambridge: Cambridge University Press.
    Coleman J. S. (1994b). Family, school, and Social Capital. In Husen, T. and Postlethwaite, T. N. (Eds.), International encyclopedia of education. Oxford: Pergamon Press.
    Costigan, R. D., Insinga, R. C., Berman, J. J., Ilter, S. S., Kranas, G., & Kureshov, V. A. (2006). The effect of employee trust of the supervisor on enterprising behavior: A cross-cultural comparison. Journal of Business and Psychology, 21, 273-291.
    Cox Edmondson, V., Gupte, G., Draman, R. H., & Oliver, N. (2009). Focusing on communication strategy to enhance diversity climates. Journal of Communication Management, 13(1), 6-20.
    Cox, T. H., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive, 5(3), 45–56.
    Cox, T. H. (1993). Cultural diversity in organizations: Theory, research and practice. San Francisco: Berrett-Koehler Publishers.
    Crouse, S. (2020). Supervisor and Coworker Support: Their Moderating Roles on the Relationship Between Diversity Climate Perceptions and Retention-Related Outcomes. Doctoral dissertation. San Jose State University, State of California.
    Cunningham, George B. (2005). The importance of a common in-group identity in ethnically diverse groups. Group Dynamics: Theory, Research, and Practice, 9(4), 251.
    David A. DeCenzo, & Stephen P. Robbins (1997).人力資源管理，許世雨、楊雪倫、李長晏、蔡秀涓、張瓊玲、范宜芳（譯），台北：五南。譯自The American Society for Training and Development, Model for Excellence. 1989.
    Dee, T. S. (2004). Teachers, race, and student achievement in a randomized experiment. Review of Economics and Statistics, 86(1), 195-210.
    Dee, T. S. (2004). The race connection: Are teachers more effective with students who share their ethnicity?. Education Next, 4(2), 52-60.
    Dee, T. S. (2005). A teacher like me: Does race, ethnicity, or gender matter?. American Economic Review, 95(2), 158-165.
    DeLuca, J.M. & McDowell, R.N. (1992). Managing Diversity: A strategic "grass roots" approach. In Jackson, S.E., ed., Diversity in the Workplace. New York: Guilford Press.
    Dennis D. Riley (2002). Public personnel administration (2nd ed.). New York: Longman.
    Dinh, K. N. (2021). Racial diversity leadership index: A model for employee retention. Doctoral dissertation, California State University, Sacramento.
    Dixon, G. (2006). Level playing field. British Dental Journal, 200(6), 303-304.
    Dreachslin, J. L., Weech-Maldonado, R., & Dansky, K. H. (2004). Racial and ethnic diversity and organizational behavior: a focused research agenda for health services management. Social Science & Medicine, 59(5), 961-971.
    Dreachlin, J. L. (2007). The role of leadership in creating a diversity sensitive organization. Journal of Healthcare Management, 52(3), 151-5.
    Dreachlin, J. L. (2007). The role of leadership in creating a diversity-sensitive organization. Journal of Healthcare Management, 52(3): 151-155.
    Dwertmann, D. J., Nishii, L. H., & Van Knippenberg, D. (2016). Disentangling the fairness & discrimination and synergy perspectives on diversity climate: Moving the field forward. Journal of Management, 42(5), 1136-1168.
    Egalite, A. J., Kisida, B., & Winters, M. A. (2015). Representation in the classroom: The effect of own-race teachers on student achievement. Economics of Education Review, 45, 44-52.
    Eddy, C. M., & Easton-Brooks, D. (2011). Ethnic matching, school placement, and mathematics achievement of African American students from kindergarten through fifth grade. Urban Education, 46(6), 1280-1299.
    Francoeur, C., Labelle, R., & Sinclair-Desgagné, B. (2007). Gender diversity in corporate governance and top management. Journal of Business Ethics, 81(1), 83-95.
    Friedman, R. A., & Holtom, B. (2002). The effects of network groups on minority employee turnover intentions. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 41(4), 405-421.
    Garbosky, P. N., & D. H. Rosenbloom （1975）. Racial and Ethnic Integration in the Federal Service. Social Science Quarterly, 56(1).
    Genevieve, E. C. (1990). Retention: Has it obstructed nursing’s view? Nursing Administration, 14, 70-75.
    Gershenson, S., Holt, S. B., & Papageorge, N. W. (2016). Who believes in me? The effect of student–teacher demographic match on teacher expectations. Economics of education review, 52, 209-224.
    Gershenson, S., Hart, C. M., Hyman, J., Lindsay, C. A., & Papageorge, N. W. (2022). The long-run impacts of same-race teachers. American Economic Journal: Economic Policy, 14(4), 300-342.
    Giambatista, R. C. (2004). Jumping through hoops: A longitudinal study of leader life cycles in the NBA. The Leadership Quarterly, 15(5), 607-624.
    Giuliano, L., Levine, D. I., & Leonard, J. (2006). Do race, age, and gender differences affect manager-employee relations? An analysis of quits, dismissals, and promotions at a large retail firm.
    Gonzalez, J. A., & DeNisi, A. S. (2009). Cross‐level effects of demography and diversity climate on organizational attachment and firm effectiveness. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(1), 21-40.
    Goyal, S., & Shrivastava, S. (2013). Organizational diversity climate: Review of models and measurement. Journal of Business Management & Social Sciences Research, 2(5), 55-60.
    Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. In L. L. Cummings & B. M. Staw (Eds.), Research in organizational behavior, 9, 175-208.
    Graen, G., & Uhl-Bien, M. (1991). Leadership-making applies equally well to sponsors, competence networks, and teammates. Journal of Management Systems, 3, 375-380.
    Greene, P. G., Brush, C. G., & Brown, T. E. (1997). Resources in small firms: An exploratory study. Journal of Small Business Strategy (archive only), 8(2), 25-40.
    Grimes, D. S., & Richard, O. C. (2003). Could communication form impact organization’s experience with diversity? Journal of Business Communication, 40(1), 7-27.
    Grissom, J. A., & Redding, C. (2015). Discretion and disproportionality: Explaining the underrepresentation of high-achieving students of color in gifted programs. Aera Open, 2(1), 2332858415622175.
    Groggins, A., & Ryan, A. M. (2013). Embracing uniqueness: The underpinnings of a positive climate for diversity. Journal of Occupational and Organizational Psychology, 86(2), 264-282.
    Guieford, J. P. (1965). Fundamental Statistics in Psychology and Education. New York: McGraw-Hill.
    Hakanen, J. J., Bakker, A. B., & Demerouti, E. (2005). How dentists cope with their job demands and stay engaged: The moderating role of job resources. European journal of oral sciences, 113(6), 479-487.
    Hall, M. A. (2011). Risk adjustment under the Affordable Care Act: a guide for federal and state regulators. New York (NY): Commonwealth Fund.
    Havenga, W., Linde, H. M., & Visagie, J. C. (2011). Leadership competencies for managing diversity. Managing Global Transitions, 9(3), 225-247.
    Hayes, Theodore L., et al. (2020). How leaders can become more committed to diversity management. Consulting Psychology Journal: Practice and Research, 72(4), 247-262.
    Hepple, B. A. (1966). Race relations act 1965. The Modern Law Review, 29(3), 306-314.
    Hewitt Associates (2004). Strategies for Cost Management of the HR Function. Timely Topics Survery Results.
    Hicks‐Clarke, D., & Iles, P. (2000). Climate for diversity and its effects on career and organisational attitudes and perceptions. Personnel review, 29(3), 324-345.
    Hofhuis, J., Van der Zee, K. I., & Otten, S. (2014). Comparing antecedents of voluntary job turnover among majority and minority employees. Equality, Diversity and Inclusion: An International Journal, 33(8), 735-749.
    Holly Buttner, E., Lowe, K. B., & Billings‐Harris, L. (2010). Diversity climate impact on employee of color outcomes: does justice matter?. Career Development International, 15(3), 239-258.
    Hoonakker, Peter LT, et al. (2013). Motivation and job satisfaction of Tele-ICU nurses. Journal of Critical Care, 28(3), 315-e13.
    Hoonakker, P., Carayon, P., & Korunka, C. (2013). Using the Job-Demands-Resources model to predict turnover in the information technology workforce–General effects and gender differences. Horizons of Psychology, 22(1), 51-65.
    Hostager, T. J., & De Meuse, K. P. (2008). The effects of a diversity learning experience on positive and negative diversity perceptions. Journal of Business and Psychology, 23, 127-139.
    Howarth, C., & Andreouli, E. (2015). ‘Changing the context’: Tackling discrimination at school and in society. International Journal of Educational Development, 41, 184-191.
    Howarth, C., & Andreouli, E. (2016). Nobody wants to be an outsider: From diversity management to diversity engagement. Political Psychology, 37(3), 327-340.
    Hurtado, S., Milem, J., Clayton-Pedersen, A., & Allen, W. (1999). Enacting Diverse Learning Environments: Improving the Climate for Racial/Ethnic Diversity in Higher Education. ASHE-ERIC Higher Education Report, Vol. 26, No. 8. ERIC Clearinghouse on Higher Education, One Dupont Circle, NW, Suite 630, Washington, DC 20036-1181.
    Hyde, C. A., & Hopkins, A. (2004). Diversity climates in human service agencies: An exploratory assessment. Journal of Ethnic & Cultural Diversity in Social Work, 13(2), 25-43.
    Igbaekemen, G. O., & Odivwri, J. E. (2015). Impact of leadership style on organization performance: A critical literature review. Arabian Journal of Business and Management Review, 5(5), 1-7.
    James Campbell Quick, Debra L., Nelson (2011).組織行為 (第七版)，林家五（譯），台北：新加坡商聖智學習亞洲私人有限公司臺灣分公司。譯自Principles of organizational behavior: realities and challenges, 7th ed. South-Western Cengage Learning Company. 2010.
    James, L. R., James, L. A., & Ashe, D. K. (1990). The meaning of organizations: The role of cognition and values. Organizational climate and culture, 40, 84.
    Jones, R. J. (2005). Social identity and relational demography in the workplace: A quantitative investigation of ethnicity, social support, and organizational commitment. The George Washington University.
    Jamieson, David, & O’Mara Julie (1991). Managing Workforce 2000: Gaining the Diversity Advantage. San Francisco: Jossey-Bass Publishers.
    Jauhari, H., & Singh, S. (2013). Perceived diversity climate and employees’ organizational loyalty. Equality, Diversity and Inclusion: An International Journal, 32, 262-276. doi: 10.1108/EDI-12-2012-0119.
    Jean Lau Chin (2013). Diversity Leadershi: Influence of Ethnicity, Gender, and Minority Status. Adelphi University, New York, USA.
    Jehn, K. A., Northcraft, G. B., & Neale, M. A. (1999). Why differences make a difference: A field study of diversity, conflict and performance in workgroups. Administrative science quarterly, 44(4), 741-763.
    Jeremy, K. (2012). Conclusion: the third sector at the crossroads? Social, political and economic dynamics. In Third Sector Policy at the Crossroads ,. 228-250. London: Routledge.
    Jiang, H., & Luo, Y. (2018). Crafting employee trust: from authenticity, transparency to engagement. Journal of Communication Management, 22(2), 138-160.
    Johnson, J. V., & Hall, E. M. (1988). Job strain, work place social support, and cardiovascular disease: a cross-sectional study of a random sample of the Swedish working population. American journal of public health, 78(10), 1336-1342.
    Jose, G., & Mampilly, S. R. (2015). Relationships among perceived supervisor support, psychological empowerment and employee engagement in Indian workplaces. Journal of Workplace Behavioral Health, 30(3), 231-250.
    Kaiser, Sabine, et al. (2020). Using the job demands–resources model to evaluate work-related outcomes among Norwegian health care workers. Sage Open 10(3), 2158244020947436.
    Kaplan, D. M., Wiley, J. W., & Maertz Jr., C. P. (2011). The role of calculative attachment in the relationship between diversity climate and retention. Human Resource Management, 50, 271-287. doi:doi:10.1002/hrm.20413
    Karasek Jr, R. A. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative science quarterly, 285-308.
    Kellough, J. E. (1990). Integration in the Public Workplace: Determinants of Minority and Female Employment in Federal Agencies. Public Administration Review, 50(5) 557-566.
    Kim, S., & Wang, J. (2018). The role of job demands–resources (JDR) between service workers’ emotional labor and burnout: New directions for labor policy at local government. International journal of environmental research and public health, 15(12), 2894.
    Klein, A. (2008). Organizational culture as a source of competitive advantage. E-Leader Bangkok, 1-10.
    Klein, M. F., & Salk, R. J. (2013). Presidential succession planning: A qualitative study in private higher education. Journal of Leadership & Organizational Studies, 20(3), 335-345.
    Kossek, E. E., & Zonia, S. C. (1993). Assessing diversity climate: A field study of reactions to employer efforts to promote diversity. Journal of organizational behavior, 14(1), 61-81.
    Kossek, Ellen Ernst, & Lobel, Sharon Alisa. (1996). Managing Diversity: Human Resource Strategies for Transforming the Workplace. Cambridge, MA: Blackwell Business.
    Kuenzi, M., & Schminke, M. (2009). Assembling fragments into a lens: A review, critique, and proposed research agenda for the organizational work climate literature. Journal of Management, 35(3), 634-717.
    Labucay, I. (2015). Diversity management and performance: paving the way for a revised business case. European J. of International Management, 9(4), 425.
    Laschingera, H. S., & Fida, R. (2014). New nurses burnout and workplace wellbeing: The influence of authentic leadership and psychological capital. Burnout Research, 1(1), 19-28.
    Levine, D. & Thomas, D. (2003). The impact of diversity on business performance: a report from the Diversity Research Network. Human Resource Management, Spring Issue, Vol. 42 (1), 3-21.
    Lewis, W. G. (1989). Toward Representative Bureaucracy: Blacks in City Police Organizations, 1975-1985. Public Administration Review, 49(3) 257-268.
    Lindsay, C. A., & Hart, C. M. (2017). Exposure to same-race teachers and student disciplinary outcomes for Black students in North Carolina. Educational Evaluation and Policy Analysis, 39(3), 485-510.
    Longenecker, C. O., & Scazzero, J. A. (2003). The turnover and retention of IT managers in rapidly changing organizations. Information Systems Management, 19(4), 58-63.
    Lu, L., Kao, S. F., Siu, O. L., & Lu, C. Q. (2010). Work stressors, Chinese coping strategies, and job performance in the Greater China. International Journal of Psychology, 45, 294-302.
    Luchman, J. N., & González-Morales, M. G. (2013). Demands, control, and support: a meta-analytic review of work characteristics interrelationships. Journal of occupational health psychology, 18(1), 37.
    Lytell, M. C., Keller, K. M., Katz, B., Marquis, J. P., & Sollinger, J. M. (2016). Diversity leadership in the US Department of Defense: Analysis of the key roles, responsibilities, and attributes of diversity leaders. Rand Corporation.
    Mafora, P. (2013). Managing teacher retention in a rural school district in South Africa. The Australian Educational Researcher, 40, 227-240.
    Marshall, H., Stenner, P., & Lee, H. (1999). Young people's accounts of personal relationships in a multi‐cultural East London environment: questions of community, diversity and inequality. Journal of community & applied social psychology, 9(2), 155-171.
    Martín Alcázar, F., Miguel Romero Fernández, P., & Sánchez Gardey, G. (2013). Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research. Cross Cultural Management: An International Journal, 20(1), 39-49.
    Maslach, C., Jackson, S. E., & Leiter, M. P. (1997). Maslach Burnout Inventory: Third edition. In C. P. Zalaquett & R. J. Wood (Eds.), Evaluating stress: A book of resources , 191-218. Scarecrow Education.
    McKay, P. F., Avery, D. R., Tonidandel, S., Morris, M. A., Hernandez, M., & Hebl, M. R. (2007). Racial differences in employee retention: are diversity climate perceptions the key? Personnel Psychology, 60(1), 35-62. doi:10.1111/j.1744-6570.2007.00064.x
    Moon, K. K., & Christensen, R. K. (2020). Realizing the performance benefits of workforce diversity in the US federal government: The moderating role of diversity climate.Public Personnel Management, 49(1), 141-165.
    Mor Barak, M. E., Cherin, D. A., & Berkman, S. (1998). Organizational and personal dimensions in diversity climate: Ethnic and gender differences in employee perceptions. The Journal of Applied Behavioral Science, 34(1), 82-104.
    Morrison, C. J., & Schwartz, A. E. (1992). State infrastructure and productive performance.
    Mumford, D. (1994). Neuronal architectures for pattern-theoretic problems. Large-scale neuronal theories of the brain, 125-152.
    Naff, K. C., & Kellough, J. E. (2003). Ensuring employment equity: Are federal diversity programs making a difference? International Journal of Public Administration, 26(12), 1307-1336.
    Nelson, J. K., & Wolf, P. P. (2012). Developing efficacy beliefs for ethics and diversity management. Academy of Management Learning & Education, 11(1), 49-68.
    Newman, A., Nielsen, I., Smyth, R., Hirst, G., & Kennedy, S. (2018). The effects of diversity climate on the work attitudes of refugee employees: The mediating role of psychological capital and moderating role of ethnic identity. Journal of Vocational Behavior, 105, 147-158.
    Ng'ethe, J. M., Namusonge, G. S., & Iravo, M. A. (2012). Influence of leadership style on academic staff retention in public universities in Kenya. International journal of business and social science, 3(21).
    O’Mara, Julie. (1994). Managing Diversity. In William R. Tracey (Ed.), Human Resources Management & Development Handbook ,103-126 . New York: AMACOM.
    Oladapo, V. (2014). The impact of talent management on retention. Journal of business studies quarterly, 5(3), 19.
    Ospina, S. (1996). Illusions of opportunity: Employee expectations and workplace inequality. New York: Cornell University Press.
    Parks, K. M., Knouse, S. B., Crepeau, L. L. J., McDonald, D. P., & Kupchick Jr, T. D. (2008). Latina perceptions of diversity climate in the military. Business Journal of Hispanic Research, 2(3), 48-61.
    Perry, E. L., & Li, A. (2019). Diversity climate in organizations. In Oxford research encyclopedia of business and management.
    Peters, B.G. (1996). The future of governing: Four emerging models. Kansas: Kansas University Press.
    Polat, S., & Olcum, D. (2016). Characteristics of diversity leadership according to teachers. Anthropologist, 24(1), 64-74. https://www.researchgate.net/publication/302933604
    Polat, S., Arslan, Y., & Dincer, O. (2017). Diversity leadership skills of school administrators: A scale development study. Issues in Educational Research, 27(3), 512-526.
    Pugh, S. D., Dietz, J., Brief, A. P., & Wiley, J. W. (2008). Looking inside and out: The impact of employee and community demographic composition on organizational diversity climate. Journal of applied psychology, 93(6), 1422.
    Randsley de Moura, G., Leicht, C., Leite, A. C., Crisp, R. J., & Gocłowska, M. A. (2018). Leadership diversity: Effects of counterstereotypical thinking on the support for women leaders under uncertainty.Journal of Social Issues, 74(1), 165-183.
    Robbins, S. P. (1998). Organization Behavior (8th ed.). New Jersey: Prentice-Hill.
    Roberson, Q. M. (2004). Disentangling the meanings of diversity and inclusion. Cornell University, Ithaca NY, CAHRS.
    Robinson, G., & Dechant, K. (1997). Building a business case for diversity. The Academy of Management Executive, 11(3), 21-31.
    Ronen, S. (1981). Arrival and departure patterns of public sector employees before and after implementation of flexitime. Personnel Psychology, 34(4), 817-822.
    Rowe, L., Knight, L., Irvine, P., & Greenwood, J. (2023). Communities of practice for contemporary leadership development and knowledge exchange through work-based learning. Journal of Education and Work, 36(6), 494-510.
    Sabine Kaiser, Joshua Patras, Frode Adolfsen, Astrid M. Richardsen, & Monica Martinussen (2020). Using the job demands-resources model to evaluate work-related outcomes among Norwegian health care workers. Original research.
    Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 293-315.
    Schneider, B., Gunnarson, S. K., & Niles-Jolly, K. (1994). Creating the climate and culture of success. Organizational dynamics, 23(1), 17-29.
    Scott, K. A., Heathcote, J. M., & Gruman, J. A. (2011). The diverse organization: Finding gold at the end of the rainbow. Human Resource Management, 50(6), 735-755.
    Shirey, M. R. (2006). Authentic leaders creating healthy work environments for nursing practice. American Journal of Critical Care, 15(3), 256-268.
    Showers, R. (2016). A brief history of diversity in the workplace. Blog posting, 17 February.
    Siciliano, J. I. (1996). The relationship of board member diversity to organizational performance. Journal of Business Ethics, 15(12), 1313-1320.
    Singh, B., Winkel, D. E., & Selvarajan, T. T. (2013). Managing diversity at work: Does psychological safety hold the key to racial differences in employee performance? Journal of Occupational and Organizational Psychology, 86(2), 242-263.
    Singh, B., & Selvarajan, T. T. (2013). Is it spillover or compensation? Effects of community and organizational diversity climates on race differentiated employee intent to stay. Journal of business ethics, 115, 259-269.
    Sliter, M., Boyd, E., Sinclair, R., Cheung, J., & McFadden, A. (2014). Inching toward inclusiveness: Diversity climate, interpersonal conflict and well-being in women nurses. Sex Roles, 71, 43-54.
    Stewart, J., Meier, K. J., & England, R. E. (1989). In quest of role models: Change in Black teacher representation in urban school districts, 1968-1986. The Journal of Negro Education, 58(2), 140-152.
    Stewart, R., Volpone, S. D., Avery, D. R., & McKay, P. (2011). You support diversity, but are you ethical? Examining the interactive effects of diversity and ethical climate perceptions on turnover intentions. Journal of business ethics, 100, 581-593.
    Stewart, E. C., & Bennett, M. J. (2011). American cultural patterns: A cross-cultural perspective. Hachette UK.
    Testa, M. R., & Sipe, L. (2012). Service-leadership competencies for hospitality and tourism management. International journal of hospitality management, 31(3), 648-658.
    Thomas, K. M., Chrobot-Mason, D., Diboye, R., & Colella, A. (2005). Demographic group based discrimination: Theories and conclusions. Discrimination at work: The psychological and organizational bases, 63-88.
    Thomas, R. R., Jr. (1991). Beyond race and gender: Unleashing the power of your total workforce by managing diversity. New York: AMACOM.
    Thomas, R. R., Jr. (1992). Managing Diversity: A Conceptual Framework. In S. Jackson & Associates (Eds.), Diversity in the workplace (pp. 306-318). New York: Guilford Press.
    Trlin, A. D. (1984). The Racial Discrimination Act 1975: provisions and the receipt and outcome of complaints. Australian Journal of Social Issues, 19(4), 245-260.
    Ulrich, D., & Lake, D. (1991). Organizational capability: Creating competitive advantage. Academy of Management Perspectives, 5(1), 77-92.
    Vandenberghe, J. (2021). How professional engineers can contribute to attraction and retention of minority groups into the engineering profession through equity, diversity, inclusion, and decolonization efforts. The Canadian Journal of Chemical Engineering, 99(10), 2116-2123.
    Vogelgesang, G. R., Leroy, H., & Avolio, B. J. (2013). The mediating effects of leader integrity with transparency in communication and work engagement/performance. The Leadership Quarterly, 24(3), 405-413.
    Volpone, S. D., Avery, D. R., & McKay, P. F. (2012). Linkages between racioethnicity, appraisal reactions, and employee engagement. Journal of Applied Social Psychology, 42(1), 252-270.
    Von Rueden, C., Gurven, M., & Kaplan, H. (2011). Why do men seek status? Fitness payoffs to dominance and prestige. Proceedings of the Royal Society B: Biological Sciences, 278(1715), 2223-2232.
    Winston, M. D. (2001). The importance of leadership diversity: The relationship between diversity and organizational success in the academic environment. College & Research Libraries, 62(6), 517-526.
    Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14, 121-141.
    Ylostalo, H. (2016). Traces of equality policy and diversity management in Finnish work organizations. Equality, Diversity and Inclusion: An International Journal, 35(7/8), 415-428.
    Yukl G.A. (2002) Leadership in Organizations (5th ed.). Englewood Cliffs NJ: Prentice-Hall.
    Zane, N. C. (2002). The glass ceiling is the floor my boss walks on: Leadership challenges in managing diversity. The Journal of Applied Behavioral Science, 38(3), 334-354.
    描述: 碩士
    國立政治大學
    行政管理碩士學程
    107921050
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0107921050
    数据类型: thesis
    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
    105001.pdf3978KbAdobe PDF0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