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    Please use this identifier to cite or link to this item: http://nccur.lib.nccu.edu.tw/handle/140.119/30726


    Title: 領導才能與工作績效相關之研究 ─ 以A公司為例
    A study of the relationship between managerial competency and job performance:the case of A company
    Authors: 王慧君
    Wang, Hui Chun
    Contributors: 韓志翔
    Han, Tzu Shian
    王慧君
    Wang, Hui Chun
    Keywords: 管理才能
    工作績效
    managerial competency
    job performance
    Date: 2008
    Issue Date: 2009-09-12 12:44:54 (UTC+8)
    Abstract: 本研究以個案公司基層及中階幹部為研究對象,藉由自行發展之符合個案公司文化價值之「領導與管理行為量表」為研究工具,進一步驗證個案公司管理幹部「領導才能」與「工作績效」之關係。

    本研究採用立意抽樣法回收有效問卷180份,其中包含:中階:48人(27%)、基層:132人(73%),回收樣本比例符合母體組成比例:中階:219人(26%)、基層:612人(74%)。經量表信、效度分析,結果顯示各分量表內部一致性係數(信度)介於0.74-0.82之間,總量表內部一致性係數(信度)則高達0.96,而效標關聯效度則介於0.32-0.42之間。

    最後經由迴歸分析結果顯示:個案公司領導才能對工作績效有顯著正向影響。本研究將有助於個案公司藉由領導力養成,持續強化其組織競爭力。
    The purpose of this study is to develop a behavior scale of leadership and management which fits with the core values of the case company as a tool then try to investigate the relationship of managerial competency and job performance in the managers of entry and middle level of the case company.

    Based on the method of purposive sampling, the total numbers of valid samples are 180 which include 48 (27%) of middle managers and 132 (73%) of entry level managers. The sample fits with the population which is consisted by 219 (26%) of middle managers and 612 (74%) of entry level managers. After the scale reliability and validity analysis, we found that the Cronbach’s alpha of the subscales are 0.74 – 0.82, of the whole scale is 0.96 and the criterion-related validity is between 0.32 – 0.42 among the subscales.

    In the final, the regression analysis shows that managerial competency has a significant positive effect on managerial performance. This study would provide the case company with significant insights in strengthen the competitiveness by the leadership development.
    Reference: 一、中文部份
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    2. 李明譯(Larry Bossidy and Ram Charan)(2003),執行力(Execution),天下文化。
    3. 李芳齡譯(Fredmund Malik)(2008),新時代的有效管理:管理‧表現‧生活,台北:天下雜誌(股)公司。
    4. 李芳齡、余美貞譯(Peter Drucker)(2002),杜拉克─管理的實務,天下。
    5. 呂奕欣、張素華譯(John Drew, Blair McCallum, and Stefan Roggenhofer)(2006),精實之旅,時報出版。
    6. 林家五、彭玉樹、熊欣華、林裘緒(2004),「企業文化形成機制:從認知基模到共享價值觀的形成」,人力資源管理學報,第四卷,第三期,頁91-115。
    7. 房美玉(2002),「儲備幹部人格特質甄選量表之建立與應用─以某高科技公司為例」,人力資源管理學報,第二卷,第一期,頁1-18。
    8. 周淑媛(2005),台灣員工需要信賴感─WorkTaiwan™員工工作態度調查發現,惠悅觀點,上網日期:1/26/2009,網址:http://www.watsonwyatt.com/
    asia-pacific/taiwan/pubs/articles/2005/2005_03_04.asp
    9. 邱皓政(2000),量化研究與統計分析,五南圖書。
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    14. 畠山芳雄(2000),如何做一位傑出幹部,陽明書局。
    15. 張裕隆(2001),管理才能測驗發展及信效度分析,應用心理研究,第十期,頁65-95。
    16. 張慶勳總審定(2008),組織文化與領導,五南。
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    18. 溫金豐(2006),組織理論與管理,學貫。
    19. 黃囇莉、李茂興譯(Stephen P. Robbins著)(1990),組織行為:管理心理學理論與實務,台北:揚智文化。
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    二、外文部份
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    16. Yukl, G. A., (1987), “ A new taxonomy for integrating diverse perspectives on managerial behavior”, American Psychological Association Meeting, New York.
    Description: 碩士
    國立政治大學
    經營管理碩士學程(EMBA)
    95932314
    97
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0095932314
    Data Type: thesis
    Appears in Collections:[經營管理碩士學程EMBA] 學位論文

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