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    Title: 轉換型領導理論及其應用之研究
    The Research of Transformational Leadership Theory and It`s Application
    Authors: 彭昌盛
    Peng, Chang Sheng
    Contributors: 孫本初
    Sun,Ben Chu
    彭昌盛
    Peng,Chang Sheng
    Keywords: 交易型領導
    轉換型領導
    transformational leadership
    Date: 1993
    Issue Date: 2016-04-29 16:35:13 (UTC+8)
    Abstract: 良好的管理掌控複雜性,而有效的領導則帶動實用的革新。交易型領導的
    主要精神在於領導者與部屬皆擁有足以滿足對方需求的資源,而藉由彼此
    間資資源的交換過程達到相互滿足彼此需求的目的。即領導者提供報償以
    促使部屬奉獻心力,滿足領導者達到組織目的;而部屬貢獻其技術、能力
    ,完成約定的必要努力,以獲取應得的報償,滿足個人需求。實際上,交
    易型領導與轉換型領導二者並非互斥的,轉換型領導者也須運用其獎償與
    懲罰的權力以導正部屬之偏差行為。因此可謂交易型領導為轉換型領導之
    基礎。然而轉換型領導與交易型最大的差別在於交易型領導係在既定的組
    織文化下運作,而轉換型領導乃以改變既存的組織文化為途徑,針對外在
    環境之變化,透過落實轉換型領導的內涵,以創設足以達成個人發展與組
    織發展之組織文化。每個組織皆有其各自的文化以規範成員的行動,並進
    而影響組織的工作績效,其內涵包括了人工器物層次、價值觀層次及基本
    假設層次,其中基本假設可謂組織文化的精粹。若從工具價值的觀點來探
    討組織文化,則組織文化不但可以管理,且應加以管理。而在組織文化的
    形成、傳遞、管理及變遷過程中,組織領導者扮演著舉足輕重的角色。透
    過轉換型領導,可改變組織人員的行為,提昇人員的道德水準,亦即可以
    將轉換型領導作為改變組織文化之途逕。更進一步說,在面臨動盪不安的
    外在環境下,轉換型領導者必須具備塑造新的組織文化的能力,方足帶動
    組織從人工器物,到基本假設作某一方向的變遷與努力。筆者在本文中針
    對轉換型領導的內涵分別提出不同之策略,而各不同之策略對組織文化產
    生不同之影響。首先透過聖雄型領導可建立部屬對領導者信任、對組織目
    標承諾及對組織忠誠之組織文化。透過個別化關懷,可建立尊重個人、結
    合個人目標與組織目標、並求得個人發展與組織發展之組織文化。透過才
    智激發,可建立激發部屬潛能並以新方法解決問題,鼓勵兼容並蓄思考、
    且銳意革新之組織文化。
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    究所碩士論文。
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    研究所碩士論文。
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    政治大學公共行政研究所碩士論文。
    許演松 民76 主管是利用部屬智慧與能力為專業的人。公共行政,
    第22 期,頁70-77。
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    黃文山 民61 文化學體系。台北:台灣中華書局,頁26-27 。
    黃適卓 民81 立法院次級問政團體集思會之質的研究。國立政治大
    學公共行政研究所碩士論文。
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    魏美蓉 民78 政府機關及公民營機構實施生涯發展系統之研究一現
    況調查與個案分析。國立政治大學公共行政研究所碩士論文。
    謝安田 民74 人事管理。台北:自印。
    譚潔芝 民79 組織文化對組織運作之影響。國立台灣大學政治研究
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    蘇伯顯 民61 領導與組織。台北:國家書店。



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    Description: 碩士
    國立政治大學
    公共行政學系
    G796609
    Source URI: http://thesis.lib.nccu.edu.tw/record/#B2002004014
    Data Type: thesis
    Appears in Collections:[公共行政學系] 學位論文

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