組織氣候與領導風格對知識移轉成效影響之研究

文化大學機構典藏 CCUR > 社會科學院 > 勞動暨人力資源學系碩士班 > 博碩士論文 > Item 987654321/27886

Please use this identifier to cite or link to this item: https://irlib.pccu.edu.tw/handle/987654321/27886

Title:	組織氣候與領導風格對知識移轉成效影響之研究 A Study for the Influence of Leadership Style and Organizational Climate on Knowledge Transfer Effectiveness
Authors:	魏淳芳
Contributors:	勞動學研究所
Keywords:	知識移轉成效組織氣候領導風格
Date:	2006
Issue Date:	2014-08-25 13:29:04 (UTC+8)
Abstract:	知識經濟時代，知識為企業維持競爭力的重要關鍵。因此，企業如何塑造有利於知識移轉的組織氣候、管理者該採何種領導風格，才能有效引導員工拋開舊有成見，提供知識進行互動，成為企業永續經營的重要課題。因而，本研究以高科技產業為研究對象，探討組織氣候、領導風格對知識移轉成效之影響。透過因素分析將知識移轉成效分為知識應用與學習研發兩構面，並以構面加總計分方式，評估知識移轉成效。在組織氣候方面分為：互動構面、激勵構面、分工構面、冒險構面與標準構面。領導風格方面分為關係導向與任務導向，由受測者在關係導向與任務導向量表之得分組合，界定四種領導風格，分別為：1.說服型（selling）、2.告知型（telling）、3.參與型（participating）、4授權型（authorizing）領導風格。經由描述統計、獨立樣本t檢定、單因子變異數分析、相關與迴歸分析，所得結果如下：一、在背景變項對知識移轉成效、組織氣候與領導風格知覺檢驗（一）年齡對領導風格之關係導向具有顯著差異（二）教育程度對組織氣候之分工構面與領導風格之關係導向具有顯著差異（三）年資對組織氣候之激勵構面與分工構面具有顯著差異二、在組織氣候與知識移轉成效相關分析（一）激勵構面得分愈高者，知識移轉成效愈佳（二）冒險構面得分愈高者，知識移轉成效愈佳（三）標準構面得分愈高者，知識移轉成效愈佳三、說服型領導風格知識移轉成效最佳四、組織氣候之標準構面與領導風格能預測知識移轉成效 In the knowledge-based economy era, knowledge is the key to maintain the competitiveness. To sustain this competitiveness, it is important that the enterprises establish a suitable organizational climate and appropriate leadership style to guide employees abandoning prejudice and sharing knowledge. Questionnaire survey was adopted to investigate employees in the high-technology industry to study the influence of leadership style and organizational climate on knowledge transfer effectiveness. Through factor analysis of knowledge transfer effectiveness, two key factors, knowledge application and learning and developing, were found. Organizational climate includes factors of interaction, encouragement, division of labor, risk taking and standard. Leadership style includes two factors, relationship-oriented and task-oriented. Four kinds of leadership styles, selling, telling, participating, and authorizing were defined based on the scores on relationship-oriented and task-oriented dimensions of each organization. This study analyzes the data with descriptive statistics, independent sample t-test, one-way ANOVA, Pearson correlation analysis and regression analysis. The results of the study are as follows: 1. Effects of different personal backgrounds (1)Age shows significant differences on the perception of relationship-oriented leadership style. (2)Level of education shows significant on the perception of division of labor and relationship-oriented factors of organizational climate. (3)Years of experience shows significant differences on the perception of encourage and division of labor factors of organizational climate. 2. Regression analysis between organizational climate and knowledge transfer effectiveness. (1)The higher score on encourage of organizational climate will have a better knowledge transfer effectiveness. (2)The higher score on risk taking of organizational climate gets better knowledge transfer effectiveness. (3)The higher score on standard of organizational climate gets, the better knowledge transfer effectiveness will be. 3. The selling leadership style can achieve the best knowledge transfer effectiveness of the employees. 4. Knowledge transfer effectiveness can be predicted by standard of organizational climate and leadership style. Keyword: knowledge transfer effectiveness, organizational climate, leadership style.
Appears in Collections:	[勞動暨人力資源學系碩士班] 博碩士論文

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