Sun Yat-Sen Management Review

  Journal Fullview

Sun Yat-Sen Management Review  2010/12

Vol. 18, No.4  p.915-948


Title
轉換型領導、組織變革不確定感與組織承諾關係之研究─以調節焦點為中介變數
Transformational Leadership, Uncertainty towards Organizational Change, and Organizational Commitment: Regulatory Focus as a Mediator
(634319986097728750.pdf 785KB)

Author
曾信超、康榮民/長榮大學經營管理研究所、長榮大學經營管理研究所
Hsing-Chau Tseng、Long-Min Kang/

Graduate School of Business and Operations Management, Chang Jung Christian University , Graduate school of Business and Operations Management, Chang Jung Christian University


Abstract(Chinese)

本研究針對調節焦點現㈲研究缺口切入,針對轉換型領導、調節焦點、組 織變革不確定感與組織承諾間關係建立研究模式,並以警政署 860 ㈴現職員工 作為問卷調查對象,運用結構方程模式進行㈾料分析。結果發現:(1)轉換型 領導會顯著正向影響組織承諾與增進焦點,亦會透過增進焦點的㆗介,正向影 響情感性承諾;(2)增進焦點會顯著正向影響組織變革不確定感與情感性承 諾;(3)預防焦點會顯著正向影響組織變革不確定感與規範性承諾;(4)組織變 革不確定感會顯著負向影響組織承諾。本研究針對研究發現所呈現之實務意 涵、研究限制與未來研究方向進行討論。

(634329332704427500.pdf 50KB)

KeyWord(Chinese)

調節焦點、轉換型領導、組織變革不確定感、組織承諾


Abstract(English)

This study is aimed at these research gaps in the regulatory focus theory, developing and testing a research model in Taiwan’s National Police Agency setting, which investigates the relationship among transformational leadership, regulatory focus, uncertainty towards organizational change, and organizational commitment. The subjects of this study are 860 full-time employees in National Police Agency of Taiwan. Structural Equation Modeling was used to test this study model. These results are that transformational leadership has a significant positively influence on promotion focus or organizational commitment, the role of promotion focus plays a mediator in the relationship between transformational leadership and affective commitment. In addition, promotion focus has a significant positively influence on uncertainty towards organizational change and affective commitment. Further, prevention focus is positively related to uncertainty towards organizational change and normative commitment. Uncertainty towards organizational change is negatively related to organizational commitment. Implications, limitations and directions of future research are discussed.

(634329332704427500.pdf 50KB)

KeyWord(English)

Regulatory focus, Transformational leadership, Uncertainty towards organizational change, Organizational commitment


Policy and management implications
(Available only in Chinese)

組織為因應內外環境的遞變,需要持續變革以求生存與發展。而如何運用適宜的領導方式,以降低員工面對變革的不確定感,提高彼等對於組織承諾程度,一向為學者關注之課題。惟變革中,員工情緒經驗誘發出的調節焦點所扮演角色,卻是相關文獻較少探討之課題。因此本研究的目的在探討轉換型領導影響員工組織變革不確定感與組織承諾過程中,調節焦點的中介角色,及調節焦點對組織變革不確定感與組織承諾的直接與間接影響效果,並藉以充實調節焦點理論實證研究與概化不足之文獻缺口。透過文獻回顧確認研究變數與建立研究架構,進而提出研究假說,並進行實徵研究。 經過對組織曾面臨再造分為警政署、入出境及移民署,在此次中央政府組織整併案中將再被併入內政部之860名警政署員工進行實徵調查,我們發現以下結論:(1)轉換型領導會顯著正向影響組織承諾與增進焦點,亦會透過增進焦點的中介,正向影響情感性承諾;(2)增進焦點會顯著正向影響組織變革不確定感與情感性承諾;(3)預防焦點會顯著正向影響組織變革不確定感與規範性承諾;(4)組織變革不確定感會顯著負向影響組織承諾。 對實務而言,以上發現可對政府及警政機關領導者在推動組織變革提供下列參考建議: 一、警察機關領導者應誘發員工更多增進焦點傾向,以提升員工的情感性承諾感。其方式為擇才時晉用較多具增進焦點傾向員工,對於增進焦點傾向低之現有員工則分派彼等負責增進焦點型工作。抑或藉由營造組織之增進焦點氛圍 (愉悅、進取、開放及有明確願景),以影響員工的調節焦點傾向增進焦點。亦可階段性採行策略作為強化彼等的預防焦點傾向,以提升員工持續留在警界服務的責任感。 二、警察機關領導者藉由採取更多轉換型領導行為方式,將有助於提升員工對組織的整體承諾程度。而警察機關領導者在現有交易型領導風格中加入轉換型領導行為方式,亦為發揮更佳領導效能之良方。 三、政府及警察機關領導者若想使得員工在面對變革時有著較低的不確定感,在誘發員工增進焦點時謹慎地進行良好的溝通管理 (凸顯變革代表之進步與成長意涵) 為宜採行之策略。


References