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| Title: | 倫理性組織文化與領導行為之相關性初探 |
| Authors: | 張維修 |
| Contributors: | 蕭武桐
張維修 |
| Keywords: | 倫理
組織文化
領導行為 |
| Date: | 2006 |
| Issue Date: | 2009-09-18 15:44:36 (UTC+8) |
| Abstract: | 依據Schein(1992)之理論，組織文化是一個組織中的成員所表現於外的共同行為模式，以及他們所共享的一套有系統的共同規範、價值、與基本假定的組成。其中，基本假定更是一個文化組成的核心要素，更是一個組織文化如何呈現的主要之基礎架構。基此，組織文化，可用於理解組織對於倫理規範的界定，並且能夠預測組織成員的倫理行為(Trevino, 1990; Trevino, Butterfield and McCabe, 1995)。
組織文化的精髓在於它是組織中的成員所共享的一套有系統的信念、規範與例則，由於組織文化具有這樣的特殊性，因此組織文化除了可以用於敘述組織的倫理環境，並且可以用來預測組織成員的倫理行為之外，更有一些學者(Sims, 1992; Hunt et al., 1989; Fudege & Schlacter, 1999; Hunt & Vitell, 1986, 1992) 基於研究指出，組織的倫理性組織文化能夠影響組織成員的倫理決策以及倫理行為，而這主要是因為組織所抱持的道德理念即是由組織文化所設定的。倫理性組織文化藉由人才篩選以及社會化的機制，可以控制組織成員的行為使之符合組織文化於倫理方面的規範與假定。這意味著若是組織文化中，含有倫理價值及道德規範等內涵，並且能夠建立一個鼓舞並且獎勵倫理性行為之環境或是建立起一個有益於促進倫理行為的倫理性組織文化，則可使組織之成員更傾向於讓行為符合倫理規範，並可預期員工的績效將會表現得更符合組織目標。則能夠促進組織成員展現出相應的倫理行為。因此，倫理性組織文化的確是是否會發生反倫理行為的重要決定因素。
而依據Trevino(1986)以及Douglas等人(2001)的觀點，倫理文化實受到領導者之領導行為影響甚巨。在領導與管理實務運作的過程，以及過程中所倡議的價值觀點，都會對於組織文化產生影響，甚至造成文化上的變動、衝突。
根據上述之理論，以及前述個人之研究動機，本文所欲研究之對象即是領導者之領導行為與倫理性組織文化的內涵之影響間的相關性，因此，本文期達成之研究目的如下：
一、 探究領導者的領導行為是否與倫理性組織文化之形成有關？
二、 確認倫理性組織文化對於組織成員之行為是否有正面之影響？
三、 探討既存之倫理性組織文化與後續領導者之領導行為的互動性情形為何？
基於上述之研究目的，可以導出幾個基本的研究問題：
一、 組織文化的價值內涵是否真的共享於組織成員之間？
二、 組織文化是否會改變組織成員的倫理觀點與信念？
三、 組織文化是否真會影響組織成員之行為？
四、 倫理性組織文化的形成是否受到領導行為的影響？
五、 領導者替換後，組織文化會否因而受到衝擊？組織文化若受到衝擊，是否會造成改變亦或是組織文化改變了繼任領導者？
依據上述之研究目的與研究問題為基礎，經由文獻探討以及進行實地觀察、深度訪談研究之後，作者共提出八點研究發現，並根據研究之發現，提出相應之建議。 |
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| Description: | 碩士
國立政治大學
公共行政研究所
90256017
95 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0902560172 |
| Data Type: | thesis |
| Appears in Collections: | [公共行政學系] 學位論文
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