English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 114205/145239 (79%)
Visitors : 52680209      Online Users : 323
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    政大機構典藏 > 理學院 > 心理學系 > 學位論文 >  Item 140.119/103989
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/103989


    Title: 家長式領導對工作意義感的影響:工作目的與正向自我的中介效果
    The impact of paternalistic leadership on meaningfulness of work: The mediating effect of work purpose and positive self-perceptions
    Authors: 楊秉毅
    Yang, Bing-Yi
    Contributors: 林姿葶
    Lin, Tzu-Ting
    楊秉毅
    Yang, Bing-Yi
    Keywords: 家長式領導
    工作意義感
    社會訊息處理觀點
    工作目的
    正向自我
    paternalistic leadership
    work meaningfulness
    social information processing theory
    work purpose
    positive self-perceptions
    Date: 2016
    Issue Date: 2016-11-14 16:14:28 (UTC+8)
    Abstract: 在高工時的社會下,工作對於生活的比重愈來愈高,工作意義感對個人的重要性也與日俱增,因此,如何提升員工的工作意義感便成為了企業組織需面對的課題。過往探討工作意義感的研究顯示,除了工作特徵外,人際互動亦會對工作意義感有所影響,其中又以領導行為對於部屬工作意義感的型塑具有關鍵的重要地位。然而,對於領導行為的影響歷程,目前卻較少有量化的實徵研究出現,尤其是作為普遍於華人文化中的領導風格,家長式領導如何影響部屬的工作意義感,對華人企業主管在管理上更是格外重要。有鑑於此,本研究立基於社會訊息處理理論,探究家長式領導對於部屬工作意義感的影響,並探討工作目的與正向自我的中介效果。透過兩階段問卷施測,共收集190份有效問卷。研究結果發現仁慈領導能顯著預測工作意義感,而正向自我與工作目的在其中的中介作用則獲得部分支持。最後針對研究結果進行討論,說明理論貢獻、管理意涵、研究限制及未來研究方向。
    In modern society, employees are working longer hours than ever before. Therefore, finding meaning of work is important to employee today, and how to contribute to the perceived meaningfulness of work become a critical issue for every enterprise to face. This research model based on social information processing theory offers a theoretical approach for examining the causal effects of paternalistic leadership, a prevalent leadership style in Chinese business organizations, and the mediating role of work purpose and positive self-perceptions on subordinate meaningfulness of work. Using data form Taiwanese firms including 190 employees, results from structured equation modeling techniques supported partly our hypothesized model. Overall, this study supports and adds to the range of positive self-perceptions effects associated with paternalistic leadership and are suggestive of interventions that organizations can make to improve work meaningfulness of workers. Implications for the theory and practice of leadership are discussed.
    Reference: Anuradha, M. V., Srinivas, E. S., Singhal, M., & Ramnarayan, S. (2014). To work or not to work: Construction of meaning of work and making work choices. Vikalpa: The Journal for Decision Makers, 39(02), 7-19.
    Amabile, T., & Kramer, S. (2012). How leaders kill meaning at work. McKinsey Quarterly, 1, 124-131.
    Amabile, T. M., Hill, K. G., Hennessey, B. A., & Tighe, E. M. (1994). The Work Preference Inventory: assessing intrinsic and extrinsic motivational orientations. Journal of Personality and Social Psychology, 66(5), 950-967.
    Arnold, K. A., Turner, N., Barling, J., Kelloway, E. K., & McKee, M. C. (2007). Transformational leadership and psychological well-being: the mediating role of meaningful work. Journal of Occupational Health Psychology, 12(3), 193-203.
    Ashforth, B. E., & Kreiner, G. E. (1999). “How can you do it?” Dirty work and the challenge of constructing a positive identity. Academy of Management Review, 24(3), 413-434.
    Avolio, B. J., Zhu, W., Koh, W., & Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior, 25(8), 951-968.
    Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Englewood Cliffs: Prentice-Hall.
    Bandura, A. (1988). Organisational applications of social cognitive theory. Australian Journal of Management, 13(2), 275-302.
    Barroso Castro, C., Villegas Perinan, M. M., & Casillas Bueno, J. C. (2008). Transformational leadership and followers` attitudes: The mediating role of psychological empowerment. The International Journal of Human Resource Management, 19(10), 1842-1863.
    Baumeister, R. F. (1991a). Life has no meaning? In R. F. Baumeister (Ed.), Meanings of life (pp. 3–11). New York: The Guilford Press.
    Baumeister, R. F. (1991b). Coming to terms with meaning. In R. F. Baumeister (Ed.), Meanings of life (pp. 12–28). New York: The Guilford Press.
    Baumeister, R. F. (1991c). The four needs for meaning. In R. F. Baumeister (Ed.), Meanings of life (pp. 29–57). New York: The Guilford Press.
    Bellah, R. N., Madsen, R., Sullivan, W. M., Swidler, A., & Tipton, S. M. (1985). Habits of the heart: Individualism and commitment in American life. Univ of California Press.
    Bono, J. E., & Judge, T. A. (2003). Self-concordance at work: Toward understanding the motivational effects of transformational leaders. Academy of Management Journal, 46(5), 554-571.
    Bowie, N. E. (1998). A Kantian theory of meaningful work. Journal of Business Ethics, 17(9), 1083-1092.
    Brief, A. P., & Nord, W. R. (1990). Work and meaning: Definitions and interpretations. In A. P. Brief & W. R. Nord (Eds.), Meanings of occupational work (pp. 1–19). Lexington: Lexington Books.
    Chan, S. C., Huang, X., Snape, E., & Lam, C. K. (2013). The Janus face of paternalistic leaders: Authoritarianism, benevolence, subordinates` organization‐based self‐esteem, and performance. Journal of Organizational Behavior, 34(1), 108-128.
    Chiu, C. Y., & Yang, C. F. (1987). Chinese subjects` dilemmas: Humility and cognitive laziness as problems in using rating scales. Bulletin of the Hong Kong Psychological Society, 18, 39-50.
    Cooley, C. H. (1992). Human nature and the social order. New Brunswick: Transaction Publishers.
    Crocker, J., & Wolfe, C. T. (2001). Contingencies of self-worth. Psychological Review, 108(3), 593-623.
    Deci, E. L., Koestner, R., & Ryan, R. M. (1999). A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin, 125(6), 627-668.
    Dineen, B. R., Lewicki, R. J., & Tomlinson, E. C. (2006). Supervisory guidance and behavioral integrity: relationships with employee citizenship and deviant behavior. Journal of Applied Psychology, 91(3), 622-635.
    Eddy, P. L. (2010). Leaders as linchpins for framing meaning. Community College Review, 37(4), 313-332.
    Farh, J. L., & Cheng, B. S. (2000). A cultural analysis of paternalistic leadership in Chinese organizations. In J. T. Li, A. S. Tsui, & E. Weldon (Eds.), Management and organizations in the Chinese context (pp. 85–127). London: Macmillan.
    Frankl, V. E. (1963). Man`s search for meaning. New York: Washington Square Press.
    Fried, Y., & Ferris, G. R. (1987). The validity of the job characteristics model: A review and meta‐analysis. Personnel Psychology, 40(2), 287-322.
    Foldy, E. G., Goldman, L., & Ospina, S. (2008). Sensegiving and the role of cognitive shifts in the work of leadership. The Leadership Quarterly, 19(5), 514-529.
    Ghadi, M., Fernando, M., & Caputi, P. (2010). Transformational leadership, workplace engagement and the mediating influence of meaningful work: Building a conceptual Framework. Australian New Zealand Academy of Management Annual Conference, 24, 1-15.
    Grant, A. M. (2012). Leading with meaning: Beneficiary contact, prosocial impact, and the performance effects of transformational leadership. Academy of Management Journal, 55(2), 458-476.
    Griffin, R. W. (1983). Objective and social sources of information in task redesign: A field experiment. Administrative Science Quarterly,28(2), 184-200.
    Hackman, J. R., & Oldham, G. R. 1974. The Job Diagnostic Survey: An instrument for the diagnosis of jobs and the evaluation of job redesign projects. Catalog of Selecte Documents in Psychology, 4, 148 –149.
    Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.
    Hofstede, G. (1980). Culture`s consequences: International differences in work-related values. Beverly Hills, CA: Sage
    Harpaz, I. (2002). Expressing a wish to continue or stop working as related to the meaning of work. European Journal of Work and Organizational Psychology, 11(2), 177-198.
    James, L. R., & Brett, J. M. (1984). Mediators, moderators, and tests for mediation. Journal of Applied Psychology, 69(2), 307-321.
    Jiang, D. Y., Lin, Y. C., & Lin, L. C. (2011). Business moral values of supervisors and subordinates and their effect on employee effectiveness. Journal of Business Ethics, 100(2), 239-252.
    Kark, R., Shamir, B., & Chen, G. (2003). The two faces of transformational leadership: empowerment and dependency. Journal of Applied Psychology, 88(2), 246-255.
    Kerns, C. D. (2013). Clarity of purpose and meaningfulness at work: Key leadership practices. International Leadership Journal, 5(1), 27-44.
    Leary, M. R., Tambor, E. S., Terdal, S. K., & Downs, D. L. (1995). Self-esteem as an interpersonal monitor: The sociometer hypothesis. Journal of Personality and Social Psychology, 68(3), 518-530.
    Lips-Wiersma, M., & Morris, L. (2009). Discriminating between ‘meaningful work’and the ‘management of meaning’. Journal of Business Ethics, 88(3), 491-511.
    Loscocco, K. A., & Kalleberg, A. L. (1988). Age and the meaning of work in the United States and Japan. Social Forces, 67(2), 337-356.
    Markus, H., & Wurf, E. (1987). The dynamic self-concept: A social psychological perspective. Annual Review of Psychology, 38(1), 299-337.
    May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37.
    McPherson, J. M. (1988). Battle cry of freedom: the civil war era. New York: Oxford University Press.
    Ménard, J., & Brunet, L. (2011). Authenticity and well-being in the workplace: A mediation model. Journal of Managerial Psychology, 26(4), 331-346.
    Morin, E. (2008).The meaning of work, mental health and organizational commitment. IRSST Research Report, 585, 1-54.
    Morse, N. C., & Weiss, R. S. (1955). The function and meaning of work and the job. American Sociological Review, 20(2), 191-198.
    Pierce, J. L., & Gardner, D. G. (2004). Self-esteem within the work and organizational context: A review of the organization-based self-esteem literature. Journal of Management, 30(5), 591-622.
    Pierce, J. L., Gardner, D. G., Cummings, L. L., & Dunham, R. B. (1989). Organization-based self-esteem: Construct definition, measurement, and validation. Academy of Management Journal, 32(3), 622-648.
    Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
    Pratt, M. G., & Ashforth, B. E. (2003). Fostering meaningfulness in working and at work. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive Organizational Scholarship (pp. 309–327). San Francisco: Berrett-Koehler Publishers.
    Rigotti, T., Schyns, B., & Mohr, G. (2008). A short version of the occupational self-efficacy scale: Structural and construct validity across five countries. Journal of Career Assessment, 16(2), 238-255.
    Rosso, B. D., Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in Organizational Behavior, 30, 91-127.
    Ryan, R. M., & Deci, E. L. (2000a). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78.
    Ryan, R. M., & Deci, E. L. (2000b). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary Educational Psychology, 25(1), 54-67.
    Sagnak, M., Kuruoz, M., Polat, B, & Soylu, A. (2015). Transformational leadership and innovative climate: An examination of the mediating effect of psychological empowerment. Eurasian Journal of Educational Research. 60, 149-162 Doi: 10.14689/ejer.2015.60.9
    Salancik, G. R., & Pfeffer, J. (1978). A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23(2), 224-253.
    Schein, E. H. (2003). Organizational socialization and the profession of management. Organizational Influence Processes, 36(3), 283-294.
    Secrest, J., Iorio, D. H., & Martz, W. (2005). The meaning of work for nursing assistants who stay in long‐term care. Journal of Clinical Nursing, 14(2), 90-97.
    Shamir, B., House, R. J., & Arthur, M. B. (1993). The motivational effects of charismatic leadership: A self-concept based theory. Organization Science, 4(4), 577-594.
    Smircich, L., & Morgan, G. (1982). Leadership: The management of meaning. Journal of Applied Behavioral Science, 18(3), 257-273.
    Spreitzer, G. M., Kizilos, M. A., & Nason, S. W. (1997). A dimensional analysis of the relationship between psychological empowerment and effectiveness satisfaction, and strain. Journal of Management, 23(5), 679-704.
    Spreitzer, G. M., Perttula, K. H., & Xin, K. (2005). Traditionality matters: An examination of the effectiveness of transformational leadership in the United States and Taiwan. Journal of Organizational Behavior, 26(3), 205-227.
    Steger, M. F., Dik, B. J., & Duffy, R. D. (2012). Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 20(3), 322-337.
    Thomas, K. W., & Velthouse, B. A. (1990). Cognitive elements of empowerment: An “interpretive” model of intrinsic task motivation. Academy of Management Review, 15(4), 666-681.
    Thompson, W. E. (1991). Handling the stigma of handling the dead: Morticians and funeral directors. Deviant Behavior, 12(4), 403-429.
    Vecchio, R. P. (1980). The function and meaning of work and the job: Morse and Weiss (1955) revisited. Academy of Management Journal, 23(2), 361-367.
    Weiss, H. M. (1978). Social learning of work values in organizations. Journal of Applied Psychology, 63(6), 711-718.
    Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review, 26(2), 179-201.
    Wrzesniewski, A. (2003). Finding positive meaning in work. Positive Organizational Scholarship, 296-308.
    Wrzesniewski, A., Dutton, J. E., & Debebe, G. (2003). Interpersonal sensemaking and the meaning of work. Research in Organizational Behavior, 25, 93-135.
    Wrzesniewski, A., McCauley, C., Rozin, P., & Schwartz, B. (1997). Jobs, careers, and callings: People`s relations to their work. Journal of Research in Personality, 31(1), 21-33.
    Wu, M., Huang, X., & Chan, S. C. (2012a). The influencing mechanisms of paternalistic leadership in Mainland China. Asia Pacific Business Review, 18(4), 631-648.
    Wu, M., Huang, X., Li, C., & Liu, W. (2012b). Perceived Interactional Justice and Trust‐in‐supervisor as Mediators for Paternalistic Leadership. Management and Organization Review, 8(1), 97-121.
    Yeung, K. T., & Martin, J. L. (2003). The looking glass self: An empirical test and elaboration. Social Forces, 81(3), 843-879.
    Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervision and subordinates` organizational citizenship behavior. Journal of Applied Psychology, 87(6), 1068-1076.
    Description: 碩士
    國立政治大學
    心理學系
    103752015
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0103752015
    Data Type: thesis
    Appears in Collections:[心理學系] 學位論文

    Files in This Item:

    File SizeFormat
    201501.pdf1810KbAdobe PDF2314View/Open


    All items in 政大典藏 are protected by copyright, with all rights reserved.


    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 ©   - Feedback