學位論文

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    領導風格對員工創造力之影響 — 以台灣公立博物館為例
    (2009) 徐鵬翔; Pung-Hsiang Hsu
    組織環境會影響員工的創造力，而主管的領導風格又是環境中影響員工行事最大的變數之一；因此，在組織環境中主管的領導風格對員工創造力有著強大的影響力。當員工受到主管鼓勵、支持、信任及授權的情況下容易產生更多的創意。 本研究有兩項主要的目的。首先，分析國立科學工藝博物館、國立自然科學博物館、及國立故宮博物院中主管所屬之領導風格。其次，研究上述博物館中主管如何影響員工的創造力。此三家博物館不僅以自然科學、科技及中華文物教育大眾，此外也在台灣文化創意產業的推進上扮演了重要的角色。因此，充分瞭解領導者在此新興產業上的影響是非常重要的。 本研究在進行文獻分析後，對上述博物館中的主管及其直屬部屬進行個案研究中的深度訪談。此研究總結，在本研究個案的公立博物館中主管有一共同的複合領導風格－支持及參與式領導。雖然此複合領導風格的主管鮮少重視員工個人的創造力發展，但他們仍會激發或至少影響員工的創造力，而影響的多寡則取決於其授權及相互溝通的程度。此類型的主管會以不同的形式給予員工表達創意的機會。然而，在此複合領導風格的帶領下，員工是否願意提出他們的創意則取決於其內外控取向。最後，本研究中的個案員工在其主管支持及參與式的領導下都能有創新的想法及產出。
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    Predictors of Affective Organizational Commitment of Vocational High School Principals in Taiwan
    (2006) 貝沙里; Salifou Badini
    The purpose of this study was to assess the importance of personal background characteristics (age, gender, education, and organizational tenure), organizational management (pay satisfaction, perceived organizational support, perceived fairness; and perceived autonomy) and leadership style, and school setting characteristics (status, location and size) in explaining affective organizational commitment of vocational high school principals in Taiwan. All 157 vocational high school principals’ in Taiwan were selected. A questionnaire on affective organizational commitment of vocational high school principals in Taiwan had been mailed to all respondents with a return stamped envelop. A return rate of 72% had been recorded and data were collected from responses to those returned questionnaires. A stepwise multiple regression analysis (SMRA) was used to examine the relationships between the independent and dependent variables. As a result, this study indicated that there is a relationship between principals’ personal background characteristics (level of education and organizational tenure), organizational management (pay satisfaction and perceived fairness), school setting characteristics (school location and status) and their commitment to the organization. As a contribution, this study participated to determine the main important values that may lead a school principal to stay with his organization and, by this fact, to assess the predictors of affective organizational commitment of school principals. The main implication of this study is that culture of fairness in schools may be a roadmap for teachers and students, administrators, educators and stakeholders in order to achieve a human development of the current and future workforce.