中小企業變革領導、心理賦權與組織績效關係之研究

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Please use this identifier to cite or link to this item: https://irlib.pccu.edu.tw/handle/987654321/30183

Title:	中小企業變革領導、心理賦權與組織績效關係之研究 The Relationship Among Change Leadership, Psychological Empowerment and Organization Performance in Small and Medium Enterprises
Authors:	黃莉莉 Huang, Li Li
Contributors:	企業實務管理數位學習碩士在職專班
Keywords:	變革領導心理賦權組織績效 Change Leadership Psychology Empowerment Organizational Performance
Date:	2015-06
Issue Date:	2015-08-13 13:58:13 (UTC+8)
Abstract:	本研究以中小企業員工為研究對象，探討變革領導、心理賦權和組織績效的關係。由288個樣本的研究結果顯示，領導者的變革領導行為會正向影響心理賦權和組織績效。領導者的變革領導行為有激發變革動機、建立變革願景、營造支持情境、落實流程管理和維持變革動能。本研究並進一步探討心理賦權在變革領導和組織績效間的中介效果; 研究結果顯示變革領導行為通過心理賦權的中介作用對組織績效產生正向影響。變革領導者在變革歷程中，不僅要透過變革領導行為來推動變革，更要善於為員工營造出心理賦權的感受，讓員工自覺工作有意義和有能力完成工作與目標，進而提高組織績效。 The purpose of this study is to explore the relationship among change leadership, psychology empowerment and organizational performance at small and medium business in Taiwan. Based on the results from the 288 valid samples, the leader’s change leadership has positive influences on psychology empowerment and organization performance. The change actions are motivating changes, creating visions, developing the supportive environment, enhancing process management systematically and sustaining the change momentum. This study also further discusses the intervening effect of psychological empowerment to change leadership and organizational performance. The research reveals that the effect of change leadership to organizational performance is through psychological empowerment. During the change progress, leaders not only execute the change actions but also able to create the feeling of psychological empowerment to employees. It is to let employees have the feeling that they are capable of doing the jobs, reach the targets and feel meaningful of their job. In this way, the organization performance and target can be reached.
Appears in Collections:	[Department of Business Administration & Graduate Institute of International Business Administration ] Thesis

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