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領導與員工 行為 — 跨層次研究議題？

領導與員工 行為 — 跨層次研究議題？. 溫金豐 國立 中山大學人力資源管理研究所 教授 uen@nsysu.edu.tw 07-52520005 轉 4935. OUTLINE. About me http://cm.nsysu.edu.tw/~uen/index.htm Part O ne From micro, macro to meso : a trend in OB/HR research Part Two Two of my recent empirical studies Q & A. PART ONE.

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領導與員工 行為 — 跨層次研究議題？

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  1. 領導與員工行為—跨層次研究議題？ 溫金豐 國立中山大學人力資源管理研究所教授 uen@nsysu.edu.tw 07-52520005 轉4935 逢甲大學商學博士學位學程

  2. OUTLINE • Aboutme • http://cm.nsysu.edu.tw/~uen/index.htm • PartOne • From micro, macro to meso: a trend in OB/HR research • PartTwo • Twoofmyrecentempiricalstudies • Q&A 逢甲大學商學博士學位學程

  3. PART ONE From micro, macro to meso: a trend in OB/HR research 逢甲大學商學博士學位學程

  4. Research in OB/HR field • Some constructs we used a lot • Individual level • Perception • Cognition • Attitude • Behavior • Individual performance (outcome) • Group and organizational level • Org. size • Culture (team, org) • System (HR system) • Org. environments (technology, strategy) 逢甲大學商學博士學位學程

  5. Issues • Descriptive perspective • For example • How many types of personalities do people have? • Prescriptive perspective • For example • What kind of personality will be helpful for a salesman’s work? 逢甲大學商學博士學位學程

  6. Micro Perspective Research • Only focus on individual level constructs and variables • For example • Work stress individual performance 逢甲大學商學博士學位學程

  7. Macro Perspective Research • Only focus on group or organizational level constructs and variables • Strategic human resource management (SHRM) • For example • HR system organizational performance 逢甲大學商學博士學位學程

  8. Meso Perspective Research • Why cross-level or multi-level is important? • The reality of management • Research design • Separate level data • Data analysis • Hierarchical linear modeling (HLM) • For example • HR system employee’s organizational commitment 逢甲大學商學博士學位學程

  9. Question Isleadershipamicro,meso,ormacroresearchissue? 逢甲大學商學博士學位學程

  10. PART TWO Twoofmyrecentempiricalstudies 逢甲大學商學博士學位學程

  11. StudyOne 轉換型領導與組織認同：領導者組織典範性知覺的調節效果 逢甲大學商學博士學位學程

  12. 逢甲大學商學博士學位學程

  13. 研究假設 • 假設1：部屬知覺領導者表現愈多的轉換型領導行為，則其組織認同愈高 • 假設2：部屬對領導者組織典範性知覺將正向調節轉換型領導行為知覺與組織認同的正向關係 逢甲大學商學博士學位學程

  14. 逢甲大學商學博士學位學程

  15. 結論 • 轉換型領導行為與領導者組織典範性兩者並非相互替代而是相輔相乘 • 此結果也大致符合論語所言：「視其所以，觀其所由，察其所安，人焉廋哉！人焉廋哉！」（論語，為政篇第二），對於領導者的觀察，除了取決於他（她）所從事的轉換型領導行為外，其行為動機取向也是一個重要的參考來源 逢甲大學商學博士學位學程

  16. StudyTwo Transformational Leadership and Branding Behavior in Taiwanese Hotels 逢甲大學商學博士學位學程

  17. 逢甲大學商學博士學位學程

  18. Hypotheses • H1. A CEO’s transformational leadership is positively related to employees’ brandingbehaviors • H2. Organizational brand climate is positively associated with employees’ branding behaviors • H3. A CEO’s transformational leadership is positively related to organizational brandclimate • H4. The organizational brand climate mediates the relationship between CEOs’ transformational leadership and employees’ branding behaviors 逢甲大學商學博士學位學程

  19. 逢甲大學商學博士學位學程

  20. Q & A Thanks for your listening 逢甲大學商學博士學位學程

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