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    政大機構典藏 > 理學院 > 心理學系 > 學位論文 >  Item 140.119/32476
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/32476


    Title: 主管與員工認知、溝通風格之相似性對員工溝通滿足、工作滿足、工作績效、與離職傾向的影響
    Authors: 李佳倫
    Lee chia-lun
    Contributors: 張裕隆
    李佳倫
    Lee chia-lun
    Keywords: 認知風格
    溝通風格
    相似性
    員工溝通滿足
    工作滿足
    工作績效
    離職傾向
    員工態度
    工作表現
    Date: 2002
    Issue Date: 2009-09-17 13:12:51 (UTC+8)
    Abstract: 本研究的目的在於探討:(1)主管與員工之「認知風格」與「溝通風格」的關係,(2)主管之認知或溝通風格,對員工態度與工作表現的影響,以及(3)主管與員工認知、溝通風格之相似性,對員工態度與工作表現的影響,以期增進主管與員工的溝通,進而增進組織效能。研究採「主管-員工」配對問卷調查的方式,共計有效樣本214對,其中包括主管74位,員工214位。研究結果顯示:
    (一)「分析型」員工確實較「直覺型」員工,在「支配性」和「好辯性」上的表現較多,至於其他向度則無顯著差異。
    (二)員工工作滿足會受到不同認知風格主管的影響;主管的「注意性」和「生動性」與員工溝通、工作滿足有顯著正相關,其「開放性」與員工工作滿足有顯著正相關;主管的「支配性」和「精確性」與員工工作績效有顯著負相關;以及主管的「友善性」與員工離職傾向有顯著負相關,至於其他變項之間則無顯著相關。
    (三)主管與員工認知風格一致性,與員工溝通滿足、工作滿足、
    工作績效和離職傾向均未達顯著關係;主管與員工「友善性」
    和「輕鬆性」溝通風格一致性,與員工工作績效具有顯著正
    相關。
    最後本研究進一步指出本研究之限制,與後續相關研究建議。

    關鍵詞:認知風格、溝通風格、相似性、員工溝通滿足、工作滿足、工作績效、離職傾向、員工態度、工作表現
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    心理學研究所
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    91
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