政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/49814
English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  全文筆數/總筆數 : 113822/144841 (79%)
造訪人次 : 51771861      線上人數 : 583
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
搜尋範圍 查詢小技巧：
  • 您可在西文檢索詞彙前後加上"雙引號"，以獲取較精準的檢索結果
  • 若欲以作者姓名搜尋，建議至進階搜尋限定作者欄位，可獲得較完整資料
    •  進階搜尋


    請使用永久網址來引用或連結此文件: https://nccur.lib.nccu.edu.tw/handle/140.119/49814


    題名: 桃園縣國民小學行政團隊的正向組織行為對團隊衝突管理影響之研究
    The impact of positive organizational behavior on conflict management in elementary school administration team in Taoyuan
    作者: 郭素芬
    Kuo, Su Fen
    貢獻者: 吳政達
    Wu, Cheng Ta
    郭素芬
    Kuo, Su Fen
    關鍵詞: 正向組織行為
    衝突管理模式
    衝突型態
    Positive Organizational Behavior
    conflict management style
    日期: 2009
    上傳時間: 2010-12-09 09:57:40 (UTC+8)
    摘要: 本研究旨在探討國民小學行政團隊的正向組織行為對團隊衝突管理之影響。本研究應用一個縱觀的研究設計來了解是否團隊正向心理的潛在影響，形成團隊成員之間的正向組織行為，進而影響其團隊衝突的型態及面對團隊衝突管理的方式，以期最終達成團隊良好的績效產出，提供教育人員重視正向組織行為，促進建立學校優質的行政團隊視野。
    本研究採用問卷調查法，以桃園縣公立國民小學，共有187 所學校之教師兼行政人員為樣本母群體，採分層隨機抽樣，抽出781位受試者，回收有效問卷566份，所得資料分別以描述性統計、t考驗、單因子變異數分析及迴歸分等統計方法進行資料的分析與處理，以瞭解國民小學行政團隊的正向組織行為對團隊衝突管理之現況、差異情形及其預測力。研究結論如下：
    一、桃園縣國民小學行政團隊正向組織行為之知覺現況屬中上程度，以「團隊效能」最高。
    二、桃園縣國民小學行政團隊衝突型態以「任務衝突」居多。
    三、桃園縣國民小學行政團隊衝突管理模式以「整合」占最多數。
    四、年齡、現任職務、行政服務年資、學校歷史、教師兼行政人數等五個背景變項在團隊正向組織行為上有顯著差異，以「41歲以上」、「兼任主任職務者」、「行政服務年資16年以上」與「校齡在10年以下的大型學校」較高。
    五、性別、年齡、現任職務等三個背景變項在團隊衝突型態上有顯著差異，「男性」、「兼任主任職務者」較傾向知覺任務衝突型態，「年輕者較年長者」傾向知覺關係衝突型態。
    六、性別、年齡、最高學歷、現任職務、行政服務年資、學校歷史、教師兼行政人數等七個背景變項在團隊衝突管理模式上有顯著差異，「男性」、「學歷高者」、「兼任主任」傾向支配模式，「41歲以上」、「兼任主任」、「服務年資16年以上」、「在大型學校者」傾向整合模式或妥協模式，「校齡在10年以下」較傾向逃避模式，「41-50歲」、「兼任主任」且在「校齡10年以下的大型學校」較傾向退讓模式。
    七、行政團隊正向組織行為與任務衝突有中度正相關。
    八、行政團隊正向組織行為與關係衝突有低度負相關。
    九、行政團隊正向組織行為與整合、退讓、妥協等衝突管理模式有中高度的正相關。
    十、高任務高關係衝突型態之行政團隊的正向組織行為對五種衝突管理模式具顯著相關及預測力。其中以「團隊效能」對整合、逃避、退讓、妥協管理模式具有顯著正向預測力；「團隊恢復力」對整合、逃避、支配、退讓、妥協五種管理模式有顯著相關及預測力；另「團隊樂觀」對逃避、支配具有顯著負向預測力。
    十一、高任務低關係衝突型態之行政團隊的正向組織行為對四種衝突管理模式具顯著相關及預測力。其中以「團隊效能」對整合管理模式具有顯著正向預測力，對逃避管理模式具有顯著負向預測力；「團隊恢復力」對整合、退讓、妥協管理模式有顯著相關及預測力；另「團隊樂觀」對退讓具有顯著正向預測力。
    十二、低任務高關係衝突型態之行政團隊的正向組織行為對五種衝突管理模式具顯著相關及預測力。其中以「團隊效能」對整合、退讓、妥協管理模式具有顯著正向預測力；「團隊恢復力」對整合、逃避、妥協管理模式有顯著相關及預測力；另「團隊樂觀」對支配具有顯著負向預測力。
    十三、低任務低關係衝突型態之行政團隊的正向組織行為對四種衝突管理模式具顯著相關及預測力。其中以「團隊效能」對整合、逃避、退讓、妥協管理模式具有顯著正向預測力；「團隊恢復力」對整合、退讓、妥協管理模式有顯著相關及預測力；「團隊樂觀」在此衝突型態下對衝突管理模式皆無預測力。
    最後依據研究結果與結論，提出具體建議，以作為教育行政機關、行政團隊、以及未來研究的參考。
    The purpose of this study is to investigate the impact of Positive Organizational Behavior (POB) on conflict management in elementary school administration teams. This study focus on team level representations of the positive psychological capacities that have met the POB inclusion criteria, and which may have a influence on conflict management, the final to achieve good team performance outputs.
    A survey research was conducted using a sample of public elementary school administration teams in Taoyuan County Taiwan, excluding 781 teachers from 187 school administration teams were selected by stratified random sampling. 566 valid sample data collected was analyzed and processed with the methods of descriptive statistics, t-test, one-way ANOVA, multiple-regression analysis. The major findings of this study are as follows:
    1. POB is above average, “Team Efficacy” ranks the top.
    2. “Team task conflict” is the majority type of conflict.
    3. “Integrating” is the majority conflict management style.
    4. Five demographic variables, including age, position, total serving years, school history, team members amount, show significant differences in POB. Teachers who are older than 41, work as the chief of department, more than 16 total serving years, school history in 10 years and a large school, show higher perception of POB.
    5. Three demographic variables, gender, age, position, show significant differences in conflict type. Teachers who are male, work as the chief of department, show higher perception of task conflict. Teachers who are younger than 51, show higher perception of relationship conflict.
    6. Seven demographic variables, including gender, age, education, position, total serving years, school history, team members amount, show significant differences in conflict management style.
    7. POB is positively related to task conflict.
    8. POB is negatively related to relationship conflict.
    9. POB is positively related to integrating, obliging and compromising.
    10. In high-high combinations of task and relationship conflict, “Team Efficacy” has positive direct effect on integrating, avoiding, obliging and compromising. “Team Resilience” has positive direct effect on integrating, avoiding, dominating, obliging and compromising. “Team Optimism” has negative direct effect on avoiding, dominating.
    11. In high-low combinations of task and relationship conflict, “Team Efficacy” has positive direct effect on integrating, and has negative direct effect on avoiding. “Team Resilience” has positive direct effect on integrating, obliging and compromising. “Team Optimism” has positive direct effect on obliging.
    12. In low-high combinations of task and relationship conflict, “Team Efficacy” has positive direct effect on integrating, obliging and compromising. “Team Resilience” has positive direct effect on integrating, avoiding and compromising. “Team Optimism” has negative direct effect on dominating.
    13. In low-low combinations of task and relationship conflict, “Team Efficacy” has positive direct effect on integrating, avoiding, obliging and compromising. “Team Resilience” has positive direct effect on integrating, obliging and compromising. “Team Optimism” has no effect.
    Based on the results of the research, suggestions for educational administration authorities, administration teams and future related study are proposed.
    參考文獻: 壹、中文部分
    王文科、王智弘（2007）教育研究法。台北市：五南。
    宋秋儀譯（2006）。Gary Yukl著。組織領導學：Leadership in Organizations 5e。臺北市：華泰（原著2002出版）。
    李威德（2008）。團隊關係信念與團隊效能、團隊衝突的關聯及團隊互依的調節效果。國立中正大學心理學所碩士論文，未出版，嘉義縣。
    李茂能（2006）。結構方程模式軟體Amos之簡介及其在測驗編製上之應用。台北市：心理。
    吳明隆（2009）。SPSS操作與應用問卷統計分析實務。臺北市：五南。
    林逸青（2003）。國中校長權力運作策略、衝突管理策略與學校效能之關係：微觀政治分析。國立台北師範學院國民教育研究所博士論文，未出版，臺北市。
    林詩穎（2004）。團隊多元性及衝突對團隊績效的影響。國立中央大學資訊管理研究所碩士論文，未出版，桃園縣。
    林振春(1993)。當前台灣地區成人教育需求評估方法之回顧與展望。成人教育雙月刊，11,31-38。
    林曉芳（2008）。統計學-SPSS之應用。台北市：鼎茂。
    戚樹誠、楊美玉、黃瓊億（2008）。團隊成員們的強勢溝通行為與團隊關係衝突有關嗎？探討團隊集體性的調節效果。組織與管理，1（2），37-60。
    張雅富（2007）。團隊情緒智商、團隊衝突、組織內部團隊間社會資本與團隊績效之探討。國立中山大學人力資源管理研究所碩士在職專班碩士論文，未出版，高雄縣。
    張德銳（1991）。國民小學校長行政表現、組織氣氛、組織效能之研究。八十一學年度師範院校教育學術論文發表會論文集，427-451。
    陳幸仁（1996）。國小教師面子需求、溝通主體地位與衝突因應風格關係之研究。國立高雄師範大學教育研究所碩士論文，未出版，高雄市。
    陳嘉皇（1996）。國民小學學校組織衝突管理之研究。國立屏東師範學院國民教育研究所碩士論文，未出版，屏東市。
    韓瑞信（1993）。行政機關衝突處理方式與工作滿足之研究－台南市政府之個案分析。東海大學公共行政學系碩士論文，未出版，臺中市。
    胡峻豪（1997）。國民小學校長之衝突管理策略及其成效。國立台北師範學院國民教育研究所碩士論文，未出版，臺北市。
    賴文堅（1996）。教育人員之場地獨立性、自我概念與衝突反應方式之研究。國立政治大學教育研究所碩士論文，未出版，臺北市。
    蔡明若（1994）。國小學童人際衝突因應策略之研究。台北市立師範學院初等教育學系碩士論文，未出版，台北。
    貳、外文部分
    Alper, S., Tjosvold, D., & Law, K. S. (2000). Conflict management, efficacy, and performance in organizational teams. Personnel Psychology, 53, 625-642.
    Amason, A. C. (1996). Distinguishing the effects of functional and dysfunctional conflict on strategic decision-making: Resolving a paradox for top management teams. Academy of Management Journal, 39(1), 123-148.
    Amason, A. C., & Schweiger, D. M. (1994). Resolving the paradox of conflict, strategic decision-making and organizational performance. International Journal of conflict management, 5, 239-253.
    Amason, A. C., & Sapienza, H. J. (1997),"The effects of top management team size and interaction norms on cognitive and affective conflict", Journal of Management, 23, 495-516.
    Anit Somech(2008). Managing Conflict in School Teams: The Impact of Task and Goal Interdependence on Conflict Management and Team Effectiveness. Educational Administration Quarterly, 44, 359-390.
    Argote, L. (1982). Input uncertainty and organizational coordination in hospital emergency units. Administrative Science Quarterly, 27, 420-434.
    Arnold, B. Bakker & Wilmar, B. Schaufeli (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29, 147-154.
    Avey, J. B., Patera, J. L., & West, B. J. (2006). The implications of positive psychological capital on employee absenteeism. Journal of Organizational and Leadership Studies, 13, 42-60.
    Avolio, B. J. (2005). Leadership development in balance: Made/born. NJ: Erlbaum Associates.
    Ayoko, O. B., Hartel, C. E. J., & Callan, V. J. (2004). Resolving the puzzle of productive and destructive conflict in culturally heterogeneous work groups: A communication accommodation theory approach. International Journal of Conflict Management, 13, 165-187.
    Bandura, A. (1982). Self-efficacy mechanism in human agency. American Psychologist, 37, 122-147.
    Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.
    Barrick, M. R., Stewart, G. L., Neubert, M. J., & Mount, M. K. (1998). Relating member ability and personality to work-team processes and team effectiveness. Journal of Applied Psychology, 83, 377-391.
    Barsade, S. G. (2002). The ripple effect: Emotional contagion and its influence on group behavior. Administrative Science Quarterly, 47, 644-675.
    Barsade, S. G., & Gibson, D. E. (1998). Group emotion: A view from top and bottom. Research on Managing Groups and Teams, 1, 81-102.
    Barsade, S. G., Ward, A. J., Turner, J. D. F., & Sonnenfeld, J. A. (2000). To your heart’s content: A model of affective diversity in top management teams. Administrative Science Quarterly, 45, 802-836.
    Bartel, C. A., & Saavedra, R. (2000). The collective construction of work group moods. Administrative Science Quarterly, 47, 197-231.
    Blake, R. A., & Mouton, J. S. (1964). The managerial grid. Houston, TX: Gulf.
    Bradley, J. W., Jaime, L. P. & Melissa, K. C. (2009). Team level positivity: Investigating positive psychological capacities and team level outcomes. Journal of Organizational Behavior, 30, 249-267.
    Brown, L. D. (1992). Normative conflict management theories: Past, present, and future. Journal of Organizational Behavior, 13, 303-309.
    Cameron, K. S., Dutton, J. E., & Quinn, R. (2003). Positive organizational scholarship. San Francisco: Berrett-Koehler.
    Campion, M. A., Medsker, G. J., & Higgs, A. C. (1993). Relations between work group characteristics and effectiveness: Implications for designing effective work groups. Personnel Psychology, 46, 823-850.
    Cannon-Bowers, J. A., Salas, E., Blickensderfer, E., & Bowers, C. A. (1998). Impact of cross training and workload on team functioning: A replication and extension of initial findings. Human Factors, 40, 92-101.
    Capozzoli, T. K. (1995). Resolving conflict within teams. Journal for Quality & Participation, 18, 28-31.
    Carver, C. S., & Scheier, M. S. (2003). Optimism. In C. R. Snyder, & S. J. Lopez (Eds.), Handbook of positive psychology (pp. 231-243). Oxford, UK: Oxford University.
    Center for Creative Leadership. (2006). CCL poll: Teams in organizations. Retrieved December 1, 2006, from CCL website, http://www.ccl.org/leadership/enewsletter/2006/SEPaugpollresultsaspx?pageId?1757
    Chan, D. (1998). Functional relations among constructs in the same content domain at different levels of analysis: A typology of composition models. Journal of Applied Psychology, 83, 234-246.
    Compton, W. C. (2005). Introduction to positive psychology. Belmont, CA: Thomson Wadsworth.
    Coutu, D. L. (2002). How resilience works. Harvard Business Review, 5, 46-55.
    Day, D. V. (2000). Leadership development: A review in context. The Leadership Quarterly, 11, 581-613.
    De Dreu, C. K. W., & Van de Vliert, E. (1997). Using conflict in organizations. London: Sage.
    De Dreu, C. K. W., & Beersma, B. (2005). Conflict in organizations: Beyond effectiveness and performance. European Journal of Work and Organizational Psychology, 14, 105-117.
    De Dreu, C. K. W., & Van Vianen, A. E. M. (2001). Managing relationship conflict and the effectiveness of organizational teams. Journal of Organizational Behavior, 22, 309-328.
    De Dreu, C. K. W., & Weingart , L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88(4), 741-749.
    Deutsch, M. (1973). The resolution of conflict. New Haven, CT: Yale University.
    Dewey, J. (1961). Logic: The theory of inquiry. In J. Boydston (Ed.), The later works, 12. Carbondale: Southern Illinois University.
    Driskell, J. E., & Salas, E. (1991). Group decision making under stress. Journal of Applied Psychology, 76, 473-478.
    Duffy, M. K., Shaw, J. D., & Stark, E. M. (2000). Performance and satisfaction in conflicted interdependent groups: When and how does self-esteem make a difference? Academy of Management Journal, 43, 772-782.
    Ehrhart, M. G., & Naumann, S. E. (2004). Organizational citizenship behavior in work groups: A group norms approach. Journal of Applied Psychology, 89, 960-974.
    George, J. M. (1990). Personality, affect and behavior in groups. Journal of Personality and Social Psychology, 75, 462-474.
    George, J. M. (1990). Personality, affect, and behavior in groups. Journal of Applied Psychology, 75, 107-116.
    George, J. M. (1995). Leader positive mood and group performance: The case of customer service. Journal of Applied Social Psychology, 25, 778-794.
    George, J. M., & Bettenhausen, K. (1990). Understanding prosocial behavior, sales performance, and turnover: A group-level analysis in a service context. Journal of Applied Psychology, 75, 698-709.
    Gibson, C. B. (1999). Do they do what they believe they can? Group efficacy and group effectiveness across tasks and cultures. Academy of Management Journal, 42, 138-152.
    Gladstein, D. L., & Reilly, N. P. (1985). Group decision making under threat: The tycoon game. Academy of Management Journal, 28, 613-627.
    Guetzkow, H., & Gyr, J. (1954). An analysis of conflict in decision-making groups. Human Relations, 7, 367-381.
    Gully, S. M., Incalcaterra, K. A., Joshi, A., & Beauien, M. J. (2002). A meta-analysis of team-efficacy, potency, and performance: Interdependence and level of analysis as moderators of observed relationships. Journal of Applied Psychology, 87, 819-832.
    Guzzo, R. A., & Shea, G. P. (1992). Group performance and intergroup relations in organizations. In M. D. Dunnette, & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (pp. 269-313). Palo Alto, CA: Consulting Psychologists.
    Hackman, J. R. (1976). Influences on individuals. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1455-1525). Chicago: Rand McNally.
    Harter, S. (2002). Authenticity. In C. R. Snyder, & S. J. Lopez (Eds.), Handbook of positive psychology (pp. 401-413). London: Oxford University.
    Heider, Fritz. (1958). The Psychology of Interpersonal Relations. New York: John Wiley & Sons.
    Hellriegal, D., Slocum, J. W. & Woodman, R. W. (1989). Organizational behavior(5th ed.). New York: West Publishing Company.
    Hersey, P. and K. H. Blanchard, 1988. “Management of organizational behavior: utilizing human resources”, 6th Ed. Prentice-Hall, New Jersey.
    Ilgen, D. R., Major, D. A., Hollenbeck, J. R., & Sego, D. J. (1993). Team research in the 1990s. In M. M. Chemers, & R. Ayman (Eds.), Leadership theory and research (pp. 245-270). New York: Academic.
    Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40, 256-282.
    Jehn, K. A. (1994). Enhancing effectiveness: An investigation of advantages and disadvantages of value-based intragroup conflict. International Journal of Conflict Management, 5, 223-238.
    Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academic of Management Journal, 44(2), 238-251.
    Jehn, K. A., Northcraft, G. B., & Neale, M. A. (1999). Why difference make a difference: A field study of diversity, conflict, and performance in workgroup. Administrative Science Quarterly, 44, 741-763.
    Jehn, K., & Mannix, E. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44, 238-251.
    Karen, A. J. (1997). A qualitative analysis of conflict types and dimensions in organizational groups. Administrative Science Quarterly, 42, 530-557.
    Katz-Navon, T. Y., & Erez, M. (2005). When collective- and self-efficacy affect team performance: The role of task interdependence. Small Group Research, 36, 437-465.
    Kelly, J. R., & Barsade, S. G. (2001). Mood and emotions in small groups and work teams. Organizational Behavior and Human Decision Processes, 86, 99-130.
    Kozlowski, S. J.W., & Bell, B. S. (2003). Work groups and teams in organizations. In W. C. Borman, D. R. Ilgen, & R. Klimoski (Eds.), Comprehensive handbook of psychology, 12(pp. 333-376). New York: Wiley.
    Kozlowski, S. W. J., Gully, S. M., Nason, E. R., & Smith, E. M. (1999). Developing adaptive teams: A theory of compilation and performance across levels and time. In D. R. Ilgen, & E. D. Pulakos (Eds.), The changing nature of performance: Implications for staffing, motivation, and development (pp. 240-292). San Francisco, CA: Jossey-Bass.
    Kuhn, T., & Poole, M. (2000). Do conflict management styles affect group decision making? Evidence from a longitudinal field study. Human Communication Research, 26, 558-590.
    Litter, J. A. (1980). Organizations, structure and behavior. New York: Wiley.
    Lopez, S. J., Snyder, C. R., & Teramoto P. J. (2003). Hope: Many definitions, many measures. In S. J. Lopez, & C. R. Snyder (Eds.), Positive psychological assessment: A handbook of models and measures (pp. 91-107). Washinton, DC: American Psychological Assoication.
    Lovelace, K., Shapiro, D. L., & Weingart, L. R. (2001). Maximizing cross-functional new product team’s innovativeness and constraint adherence: A conflict communications perspective. Academy of Management Journal, 44, 779-793.
    Luthans, F. (2002a). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23, 695-706.
    Luthans, F. (2002b). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executive, 16, 57-72.
    Luthans, F., & Avolio, B. J. (2009). The “point” of positive organizational behavior. Journal of Organizational Behavior, 30, 291-307.
    Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage. Organizational Dynamics, 33(2), 143-160.
    Luthans, F., & Youssef, C. M. (2007). Emerging positive organizational behavior. Journal of Management, 33, 321-349.
    Luthans, F., Avey, J. B., & Patera, J. L. (2007). An experimental analysis of a web-based training intervention to develop psychological capital. Academy of Management Learning and Education, In press.
    Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60, 541-572.
    Luthans, F., Youssef, C. M., & Avolio, B. J. (2007a). Psychological capital: Developing the human competitive edge. Oxford, UK: Oxford University.
    Maddux, J. E. (2002). Self-efficacy: The power of believing you can. In C. R. Snyder, & S. J. Lopez (Eds.), Handbook of positive psychology (pp. 277-287). New York: Oxford University.
    Magaletta, P. R., & Oliver, J. M. ( 1999). The hope construct, will, and ways: Their relations with efficacy, optimism, and general well-being. Journal of Clinical Psychology, 55, 539-551.
    Martin-Krumm, C. P., Sarrazin, P. G., Peterson, C., & Famose, J. P. (2003). Explanatory style and resilience after sports failure. Personality and Individual Differences, 35(7), 1685-1695.
    Masten, A. S. (2001). Ordinary magic: Resilience process in development. American Psychologist, 56, 227-239.
    McGrath, J. E. (1991). Time, interaction and performance (TIP): A theory of groups. Small Group Research, 22, 147-174.
    Mitchell, T. R. (1997). Matching motivational strategies with organizational contexts. In L. L. Cummings, & B. M. Staw (Eds.), Research in organizational behavior, 19( pp. 57-149). Greenwich, CT: JAI.
    Munduate, L., Ganaza, J., Peiró, J.M., & Euwema, M. (1999). Patterns of styles in conflict management and effectiveness. International Journal of Conflict Management, 10, 5-24.
    Nelson, D., & Cooper, C. L. (2007). Positive organizational behavior: Accentuating the positive at work. Thousand Oaks, CA: Sage.
    Newmann, F. M., King, B., & Youngs, P. (2000). Professional development that addresses school capacity. Paper presented at the annual meeting of the American Educational Research Association, New Orleans, LA.
    Nord, W. (1974). The failure of current applied behavioral science: A Marxian perspective. Journal of Applied Behavioral Science, 10(4), 557-578.
    Ohbuchi, K., & Yamamoto, I. (1990). The power strategies of Japanese children in interpersonal conflict: effects of age, gender, and target. The Journal of Genetic Psychology, 151(3), 349-360.
    Pearson, A. W., Ensley, M. D. & Amason, A. C. (2002). An assessment and refinement of Jehn’s intragroup conflict scale. The International Journal of Conflict Management, 13, 110-126.
    Pelled, L. H. (1996). Demographic diversity, conflict, and work group outcomes: An intervening process theory. Organization Science, 7, 615-631.
    Pelled, L. H., Eisenhardt, K. M., & Xin, K. R.(1999). Exploring the black box: An analysis of work group diversity, conflict, and performance. Administrative Science Quarterly, 44, 1-44.
    Peterson, C. (2000). The future of optimism. American Psychologist, 55, 44-55.
    Peterson, C., & Seligman, M. E. P. (2004). Character strengths and virtues: Ahandbook and classification. New York: Oxford University.
    Pondy, L. R. (1967). Organizational conflict: Concepts and models. Administrative Science Quarterly, 12(2), 296-320.
    Priem, R., & Price, K. (1991). Process and outcome expectations for the dialectical inquiry, devil’s advocacy, and consensus techniques of strategic decision making. Group and Organization Studies, 16, 206-225.
    Pruitt, D. G., & Rubin, J. Z. (1986). Social conflict: Escalation, stalemate. New York: Random House.
    Rahim, M. A. (1983). A measure of styles of handling interpersonal conflicts. Academy of Management Journal, 26, 368-376.
    Rahim, M., Magner, N., & Shapiro, D. (2000). Do justice perceptions influence styles of handling conflict with supervisors? What justice perceptions, precisely? International Journal of Conflict Management, 11, 9-31.
    Richardson, G. E. (2002). The metatheory of resilience and resiliency. Journal of Clinical Psychology, 58, 307-321.
    Robbins, S. P. (1998). Organizational behavior (8th ed.). Englewood Cliff, NJ: Prentice-Hall.
    Salancik, G. R., & Pfeffer, J. (1978). A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23, 224-253.
    Sambamurthy, V., & Poole, M. S. (1992). The effects on variations in capabilities of GDSS designs on management of cognitive conflicts in groups. Information Systems Research, 3, 224-251.
    Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-453.
    Scioli, A., Chamberlin, C., Samor, C. M., LaPointe, A. B., Campbell, T. L., MacLeod, A. R., & McLenon, J. A. (1997). A prospective study of hope, optimism, and health. Psychological Reports, 81, 723-733.
    Seligman, M. E. P. (1990). Learned Optimism. Sydney: Random House.
    Seligman, M. E. P. (2002). Authentic Happiness: Using the New Positive Psychology to Realize Your Potential for Lasting Fulfillment. New York: Free.
    Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology. American Psychologist, 55, 5-14.
    Seligman, M. E., & Schulman, P. (1986). Explanatory style as a predictor of productivity and quitting among life insurance sales agents. Journal of Personality and Social Psychology, 50, 832-838.
    Sheldon, K., & King, L. (2001). Why positive psychology is necessary. American Psychologist, 56, 216-217.
    Simons, T., & Peterson, R. (2000). Task conflict and relationship conflict in top management teams: The pivotal role of intragroup trust. Journal of Applied Psychology, 85, 102-111.
    Simons, T., & Roberson, Q. (2003). Why managers should care about fairness: The effects of aggregate justice perceptions on organizational outcomes. Journal of Applied Psychology, 88, 432-443.
    Snyder, C. R. (2000). Handbook of hope. San Diego: Academic.
    Snyder, C. R., Irving, L. M., & Anderson, J. R. (1991). Hope and health. In C. R. Snyder, & D. R. Forsyth (Eds.), Handbook of social and clinical psychology: The health perspective (pp. 285-305). Elmsford, NY: Pergamon.
    Snyder, C. R., Rand, K. L., & Sigmon, D., R. (2002). Hope theory: A member of the positive pscyhological family. In C. R. Snyder, & S. J. Lopez (Eds.), Handbook of postive psychology (pp. 257-276). New York: Oxford University.
    Somech, A. (2008). Managing conflict in school teams: The impact of task and goal interdependence on conflict management and team effectiveness. Educational Administration Quarterly, 44, 359-390.
    Stajkovic, A. D., & Luthans, F. (1998a). Self-efficacy and work-related performance: A meta-analysis. Psychological Bulletin, 124, 240-261.
    Stajkovic, A. D., & Luthans, F. (1998b). Social cognitive theory and self efficacy: Going beyond traditional motivational and behavioral approaches. Organizational Dynamics, 26, 62-74.
    Stewart, G. L. (2003). Toward an understanding of the multilevel role of personality in teams. In M. Barrick, & A. M. Ryan (Eds.), Personality and work: Reconsidering the role of personality in organizations (pp. 60–82). San Francisco: Jossey-Bass.
    Terrion, J. L., & Ashforth, B. E. (2002). From ‘i’ to ‘we’: The role of putdown humor and identity in the development of a temporarty group. Human Relations, 55, 55-58.
    Thomas, K. W. (1976). Conflict and conflict management. In M. D. Dunnetee (Ed.), The handbook of industrial and organizational psychology (pp. 889-935). Chicago: Rand McNally.
    Tjosvold, D., Hui, C., & Yu, Z. (2005). Conflict management and task reflexivity for team in-role performance and extra-role performance in China. International Journal of Conflict Management, 14, 141-163.
    Tschannen-Moran, M., Uline, C. L., Woolfolk Hoy, A., & Mackley, T. (2000). Creating smarter schools. Journal of Educational Administration, 38, 3-21.
    Turner, N., Barling, J., & Zaharatos, A. (2002). Positive psychology at work. In C. R. Snyder, & S. Lopez. (Eds.), Handbook of positive psychology(pp. 715-728). Oxford, UK: Oxford University.
    Wall, J. A., & Callister, R. R. (1995). Conflict and its management. Journal of Management, 21, 515-558.
    Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54, 1063-1070.
    Weiss, C. H., Cambone, J., & Wyeth, A. (1992). Trouble in paradise: Teacher conflicts in shared decision making. Educational Administration Quarterly, 28, 350-367.
    Wright, T. A. (2003). Positive organizational behavior: An idea whose time has truly come. Journal of Organizational Behavior, 24, 437-442.
    Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of Management, 33, 774-800.
    Zornoza, A., Ripoll, P., & Peiro, J. (2002). Conflict management in groups that work in two different communication contexts: Face-to-face and computer-mediated communication. Small Group Research, 33, 481-500.
    描述: 碩士
    國立政治大學
    學校行政碩士在職專班
    96911017
    98
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0096911017
    資料類型: thesis
    顯示於類別:[學校行政碩士在職專班] 學位論文

    文件中的檔案:

    檔案 描述 大小格式瀏覽次數
    101701.pdf5705KbAdobe PDF21692檢視/開啟


    在政大典藏中所有的資料項目都受到原著作權保護.


    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 ©   - 回饋