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领导者吸引力的前因与后果

【中文摘要】:人际吸引力在人际关係中是不可或缺的关键媒介,过去探讨在工作场合中人际吸引力的文献甚少。但在组织中,领导者代表着传达组织目标以及理念的角色,因此领导者与部属的互动关係显得相当重要。吸引力的作用能确保目标的达成以及部属持续性的回馈,进而建立起正向且长远的人际关係。本研究首先探讨领导者吸引力的可能因素,进而检视这些可能因素是否会造成领导者对部属的人际吸引力,再来检视领导者人际吸引力能达成哪些组织目标以及个别吸引力因素可以达成哪些组织目标。

本研究首先经由文献回顾建立研究架构,再依据此架构进行研究问卷之设计并编製而成正式问卷,以量化的方式检视领导者吸引力因素、领导者人际吸引力、部属组织承诺、部属主管承诺以及部属组织绩效间的关係探讨以及验证。本研究以国内企业为主,不限产业别以及工作类型为研究样本对象。共计发出360份问卷,回收共306分,回收率85 %,有效问卷共218份,有效回收率为61%。以SPSS统计软体进行统计分析,经相关和回归统计分析后获得下列实证研究结果:

(一) 领导者吸引力因素除了强制权以及邻近性之外(ex:外表、能力、参考权、专家权、奖赏权、正式权、感知态度相似性以及持续性曝光),皆会对领导者人际吸引力产生正向的显着性影响。
(二) 领导者人际吸引力会对部属主管承诺、组织承诺以及任务绩效产生正向的显着性影响。
(三) 领导者吸引力因素不一定会受到领导者吸引力的影响,进而对部属主管承诺、组织承诺以及任务绩效。例如:领导者能力会透过领导者人际吸引力影响部属主管承诺以及组织承诺,虽效果不明显,但并不会透过领导者人际吸引力影响部属任务绩效。
【英文摘要】:Interpersonal attraction is an indispensable mediation in the interpersonal relationship, but there was rare reference discussed the importance of interpersonal attraction in the workplace. In organization, leaders represent the organization to develop the value and objective. Therefore, the relationship between the leaders and subordinates become very important. The function of leaders’ interpersonal attraction is to make sure that the goals of organization can be completed and the subordinates can feedback continually. First of all, present study discusses the possible leaders’ attraction factors. Secondly, to inspect these possible leaders’ factor can create leaders’ interpersonal attraction. Last but not least, which leaders’ attraction factors can reach different objectives via leaders’ interpersonal attraction.
Present study builds the research hypotheses after finished the literature review, and the questionnaires are based on the architecture. We view the relationship between leaders’ attraction factors, leaders’ interpersonal attraction, subordinates’ organizational commitment, supervisory commitment and task performance via quantifiable way. Present study based on Taiwan’s enterprises, and didn’t limit the industry and work types as object of the study. A total 360 questionnaires were issued and 306 questionnaires were collected with responding rate of 85%. After deleting 88 invalid questionnaires, the number of valid questionnaires was 218.Statistical analysis, such as correlation and regression, was conducted with SPSS software. Empirical findings are as follows:
1. Except for coercive power and propinquity, physical appearance, competence, expert power, referent power, reward power, attitude similarity and exposure can make positively significant influence on leaders’ interpersonal attraction.
2. Leaders’ interpersonal has significant influence on subordinates’ organizational commitment, supervisory commitment and task performance.
3. Leaders’ attraction factors are not all affect subordinates’ organizational commitment, supervisory commitment and task performance through leaders’ interpersonal attraction.(ex: leaders’ competence affect subordinates’ organizational commitment and supervisory commitment, though the effect were mild. But the leaders’ competence can’t affect subordinates’ task performance through leaders’ interpersonal attraction.)
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  • 二、中文部分
  • 姜定宇 (2005)。 华人部属与主管关係、主管忠诚及其后续结果:一项两阶段研究,国立台湾大学心理学研究所未发表之博士论文。
  • 邱丽家 (2006)。 内部稽核人员人格特质, 工作特性与工作满意度关係之研究-以成就动机为中介变项,国立中山大学人力资源管理研究所硕士在职专班硕士论文。未出版,高雄市。
  • 来源:中山大学;作者:凃诗苹
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