Dissertations / Theses on the topic 'Organizational-level Leadership'
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Persson, Kristina, and Mokvist Mikaela. "Organization and leadership - How organizational culture and profession affect the level of managerial discretion of auditors." Thesis, Högskolan i Halmstad, Sektionen för ekonomi och teknik (SET), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-23637.
Full textLampley, James, Priti Sharma, and Donald W. Good. "Organizational Communication: Perceptions of Staff Members' Level of Communication Satisfaction and Job Satisfaction." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/260.
Full textSharma, Priti, James Lampley, and Donald W. Good. "Organizational Communication: Perceptions of Staff Members' Level of Communication Satisfaction and Job Satisfaction." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/280.
Full textSharma, Priti R. "Organizational Communication: Perceptions of Staff Members’ Level of Communication Satisfaction and Job Satisfaction." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etd/2481.
Full textLindmark, Felicia, and Petra Nilsson. "Breaking the glass ceiling : How to change an organizational culture to increase the share of women at executive level." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-255863.
Full textXi, Yiheng. "A cross-level investigation of the effects of leadership style of school principals on teachers' satisfaction and organizational citizenship behavior : the mediating role of trust-in-principal /." View abstract or full-text, 2005. http://library.ust.hk/cgi/db/thesis.pl?MGTO%202005%20XI.
Full textBrooks, Alecia. "Entry-level Health Care Services Employee Motivation and Performance." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1581.
Full textKryukova, Anastasia, and Milena Shtoda. "Developing Tomorrow's Leaders : Talent Management in Russia." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-74713.
Full textBeutel, Lisa Mason. "Follow Her Lead: Understanding the Leadership Behaviors of Women Executives." University of Dayton / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1355424220.
Full textKeisu, Britt-Inger. "Att peka med hela handen : Om arbetsvillkor och kön bland första linjens chefer." Doctoral thesis, Umeå universitet, Sociologiska institutionen, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-26053.
Full textHouston, George Gregory. "Spirituality and Leadership: Integrating Spirituality as a Developmental Approach of Improving Overall Leader Effectiveness." Antioch University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1393592882.
Full textPeyton, Elizabeth J. "An Examination of CEO Emotion's Relationship with Organization-Level Performance." Wright State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=wright1341258735.
Full textLiu, Yi. "When change leadership impacts commitment to change and when it doesn't: a multi-level multi-dimensional investigation." Diss., Georgia Institute of Technology, 2009. http://hdl.handle.net/1853/33856.
Full textMartin, Mark Anthony. "Servant Leadership Characteristics and Empathic Care: Developing a Culture of Empathy in the Healthcare Setting." Antioch University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1572254537330104.
Full textClements, Vicki L. "The essential leadership and management skills of mid-level managers in non-profit organizations." Thesis, Pepperdine University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3568447.
Full textThe role of the middle manager in organizations is evolving. As organizations shift from strictly hierarchical structures to ones that are increasingly horizontal and interconnected through team-based collaborations, middle managers are being asked to assume more leadership responsibilities in addition to their traditional management duties. While there is agreement that both leadership and management skills are required for organizations to be successful, there is limited information on the specific skills that are required to both manage and lead from the middle.
Mid-level managers who successfully develop both skill sets are well positioned for future leadership positions. Preparing middle managers for senior level responsibility is of particular importance to non-profit organizations which are currently facing a significant deficit in the leadership pipeline. To fully develop their human capital, senior level executives in non-profit organizations need to have a good understanding of the management and leadership skills they desire in their middle managers.
The purpose of this study was to explore, with senior level executives in non-profit organizations, the management and leadership skills they value in their middle managers. The study was designed using the Delphi Method approach of identification, shared evaluation and re-evaluation, and finally consensus among the executives, to determine the most desired and essential management and leadership skills. At the conclusion of the process, 11 senior level executives identified 11 management and leadership skills they believe are essential for effective mid-level management. 4 management skills were considered to be critical: (a) focused on the mission, (b) organized, (c) communication, and (d) accountability. 7 leadership skills were identified as essential: (a) authenticity, (b) promotes healthy organizational culture, (c) values human capital, (d) takes responsibility, (e) creates alignment, (f) provides senior level support, and (g) relationship building.
Recognizing that organizations are stronger and healthier when both skill sets are present, the findings in this study may be used to identify current strengths and weaknesses within the management structure of a non-profit organizations so that training and hiring adjustments can be made, and to create training programs to better prepare mid-level managers for future executive positions in order to build a strong leadership pipeline.
Al-Shammari, Susan. "How Do Mid-Level Leaders Communicate with White Collar Workers in a Multi-National Setting?" Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10827780.
Full textManaging employees from different cultural and national backgrounds within international business organizations is one of the greatest challenges that mid-level leaders face in the new millennium because of the broad range of communication difficulties that can arise (Cox, 1991; Cupach & Imahori, 1993; Fitzsimmons, 2013; Ietto-Gillies, 2005; Lisak & Erez, 2015; Oliveira, 2013). The purpose of this quantitative study was to examine and evaluate the effectiveness of the communication strategies and tactics of mid-level leaders in one major multinational company with a sizable multinational workforce, Saudi Aramco. The theoretical framework for this study was Communication Accommodation Theory (e.g., Giles, 2014; Giles, Coupland, & Coupland, 1991, 2007). The principal survey instrument employed was the Communication Satisfaction Questionnaire (Downs & Hazen, 1977).
Only 7 demographic variables (education, age, gender, nationality match, language match, income, and duration of time with the company) had any significant correlations with the Seven Dimensions Of Communication Satisfaction proposed by Downs and Hazen (1977), but the strength of all those correlations was weak, with the exception of education. The more education the participants had, the more satisfied they were with their job.
Interestingly, in a culture in which gender differences play such an important role, there were no significant differences by gender in the workforce at Saudi Aramco. It was notable however, that the most satisfied employees were those who had been at the company the longest. National and language differences also played almost no role in employee satisfaction, most likely because the whole workforce is fluent in English. The employees did place some significance on what Suchan (2014) describes as Arabic styles of persuasion, which favor: (a) the use of repetition and paraphrasing to make a point, (b) the use of highly ornate and metaphoric language, and (c) the use of strong emotion.
Finally, in comparing the employees’ responses to Goleman’s (2000) Six Styles of Leadership, the researcher discovered that the workers at Saudi Aramco relate most of all to Goleman’s affiliative, coaching, and democratic leadership styles.
Rosado, Diaz Ivys J. "Leadership styles in life-threatening contexts| Exploring police officers' level of trust." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3700853.
Full textThis quantitative study was an exploration of police officers’ in Puerto Rico level of trust, perception of leadership style, and perceived leadership effectiveness in two different contexts, normal contexts and life-threatening contexts. Data were collected through a web-based system, SurveyMonkey®, where police officers from Puerto Rico completed an online survey. The survey instrument included the Leadership Style Survey by Dr. Peter Northouse, the Global Trust Scale by Dr. Jason Colquitt, and the Perception of Leadership Effectiveness Scale published in Psych Articles. The sample included 128 sworn, active duty police officers from Puerto Rico. The findings of this study revealed that demographics such as age, sex, and years on the force were not related to trust in the supervisor by the police officers. The study findings further revealed that police supervisors in Puerto Rico demonstrated an authoritarian leadership style in both normal contexts and life-threatening contexts. Multiple regression analysis showed that high levels of authoritarian leadership styles are related to high levels of trust. Although the study findings revealed that, overall, leaders’ skills were rated on the subscale as moderately bad, authoritarian leaders were also perceived as effective leaders in both normal contexts and life threatening contexts.
Sherman, Andrew James. "Effects of Income Level on the Relationship Between Leadership and Employee Behavior." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5039.
Full textLowe, Alexis Christina. "The Making of Leaders: An Examination of the Relationship between Emergent Leadership Behavior and Effective Leadership Behavior at the Collegiate Level." Ohio University Honors Tutorial College / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors161965764270092.
Full textWaggoner, Reneau. "Pipelines to Leadership: Aspirations of Executive-Level Community College Leaders to Ascend to the Presidency." UKnowledge, 2016. http://uknowledge.uky.edu/epe_etds/39.
Full textOzmen, Ipek Nursel. "Leadership Style Of Turkish Middle Level Managers In Private Sector And Its Relationship With Subordinate Performance, Satisfaction, And Commitment." Master's thesis, METU, 2005. http://etd.lib.metu.edu.tr/upload/12606832/index.pdf.
Full textleadership style and also their ideal manager&rsquo
s leadership style (i.e., leader prototype) in the same questionnaire, while the managers rated their own leadership style as well as their leadership style as perceived by their subordinates. Additionally, supervisory-rated performance and self-rated job satisfaction and organizational commitment levels of employees were obtained. Results indicated that self-reported leadership styles of Turkish managers were consisting of more people-oriented behaviours than task-oriented behaviours. On the contrary, employees perceived their managers as being more task-oriented than people-oriented. Ideal leadership style for the employees were comprised of higher levels of both task- and people-oriented behaviours than their actual managers. Incongruence between the actual and ideal manager perceptions of employees predicted job satisfaction levels of the employees only. The results are discussed together with the implications, strengths and limitations of the study. Some suggestions for future research are made.
Jang, Jichul. "A Multi-Level Examination of Factors Predicting Employee Engagement andits Impact on Customer Outcomes in the Restaurant Industry." The Ohio State University, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=osu1373985282.
Full textBarron, Marquita. "Senior-Level African American Women, Underrepresentation, and Career Decision-Making." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6305.
Full textKea, Howard Eric. "How Are NASA Engineers Motivated? An Analysis of Factors that Influence NASA Goddard Engineers’ Level of Motivation." [Yellow Springs, Ohio] : Antioch University, 2008. http://www.ohiolink.edu/etd/view.cgi?acc_num=antioch1232149548.
Full textTitle from PDF t.p. (viewed March 19, 2009). Advisor: Jon Wergin, Ph.D. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy July 2008."--from the title page. Includes bibliographical references (p. 146-151).
Hou, Jia-Jhang, and 侯伽璋. "The relationships among transformational leadership, charismatic leadership, social capital and organizational capital: A Multi-level Study." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/bw3z9s.
Full text國立交通大學
管理科學系所
105
With an increasingly change in the electronics Industry and technology Industry, employee behaviors play a critical role in organizational performance and organizational success. The accumulated empirical evidences demonstrated that intellectual capital is related to increased organizational performance and organizational success. Hence, it is essential to know what employee factors can influence intellectual capital. The purpose of this study is to examine the relationship between leadership, including transformational leadership and charismatic leadership, and intellectual capital. The survey data included 35 sub-unit managers and 153 employees. This current study applied the HLM analysis to test the hypotheses. Results provided support for the main hypotheses: transformational leadership was found to have positive and significant effects on both social capital and organizational capital. This study concludes with a discussion of the theoretical and practical implications of findings.
"Mid-level managers: A case study of organizational factors that influence leadership development." UNIVERSITY OF PHOENIX, 2008. http://pqdtopen.proquest.com/#viewpdf?dispub=3302641.
Full textCHAN, CHIANG-LU, and 詹江陸. "Multilevel Research in Transformational Leadership and Organizational Citizenship Behavior: Mediating Effects of Organizational Commitment and Organizational Justice In Level of Analysis." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/60644132795118179041.
Full text大葉大學
人力資源暨公共關係學系碩士在職專班
97
This research is aimed to discuss how the interaction of organizational level transformational leadership and organizational citizen behavior, respectively, with individual level transformational leadership influence individual level organizational citizen behavior by two mediation effects of organizational commitment and organizational justice. A survey research was conducted using a sample from 50 school principals, 100 directors and 200 teachers collected from 50 primary schools in Chang Hwa County with 96 effective group data. Hierarchical Linear Model was used to test the hypotheses. The results of the study are as follows: (1) Transformational leadership is not positively related to organizational citizen behavior in individual level; (2) Organizational commitment has no mediation effect on transformational leadership to organizational citizen behavior in individual level; (3) Organizational justice aiso has no mediation effect on transformational leadership to organizational citizen behavior in individual level; (4) The interaction of organizational level transformational leadership and individual level transformational leadership is significantly related to individual level organizational citizen behavior; (5) The interaction of organizational level transformational leadership and individual level transformational leadership is significantly related to individual level organizational citizen behavior with the mediation effect of organizational justice in individual level; (6) Given that the cross-level influence of both transformational leadership and organizational citizen behavior in organizational level, individual level transformational leadership is also significantly related to individual level organizational citizen behavior with the individual level mediation effect of organizational justice.
Tang, Mei-Chih, and 唐美芝. "A Cross-Level Research of Personality Trait on Organizational Citizenship Behaviors through Organizational Commitment：Transformational Leadership as Moderating Variable." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/95500464491976632504.
Full text輔仁大學
管理學研究所
96
In recent years, organizational citizenship behavior extensively is paid much attention to by the government bodies, profit organization, and even nonprofit organization. It is the positive behavior that benefits the society and others in the organization. Watch in the past research of organizational citizenship behavior, and it gives undue emphasis to the individual enterprise, so this object of study is the public department who strives for the new government activity, and analyze the personality trait of civil servant thoroughly, organizational commitment, and the mutual relation of each varies of the organizational citizenship behavior. Also, probe into the interference parameter of the changing type leadership style transformational leadership of executive at the basic level to the influence degree of the organization, and hope this can excite civil servant's latent energy, activate the atmosphere of organizing, in order to create government's new scene and promote the national competitiveness. This research grants 660 questionnaires altogether, the effective questionnaire is 622, 96.43% of rate of recovery. Because this study structure cross two levels of individuals and organization, then adopt hierarchical linear modeling (HLM) analysis and verify this research every hypothesis. At the same time to avoid common method of variation (CMV) problem, and collect sample from two sources of the executive and staff, in order to solve falsehood interfere and missing partially of source materials of cross-level. According to HLM analysis, this study found that the majority of the personality of civil servant inclined to have the trait of internal locus of control. The worker who is in the full of confidence working hard and high internal locus of control staffs will go all out for the organization goal and interests, and demonstrate high acceptance. By chief’s initiative care, encouragement, and vision, it will strengthen the staff’s organizational commitment, and return a favor with a favor to show altruisc of organizational citizenship behavior . So the study is to advise that the government department hires the staff with high internal locus of control personality traits to enhance organizational commitment, and the importance of transformational leadership to enhance the internal locus of control personality trait of staff organizational commitment, so this will advance the performance of organizational citizenship behavior, and further promote efficiency of government department.
Shen, Yi-Ru, and 沈益如. "Multilevel Research in Transformational Leadership and Organizational Citizenship Behavior: Mediating Effects of Organizational Commitment, Organizational Justice, and Job Satisfaction in Level of Analysis." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/01612728584433190663.
Full text大葉大學
人力資源暨公共關係學系
97
This research is aimed to discuss organizational level transformational leadership influence individual level organizational citizen behavior by three mediation effects of individual level organizational commitment, organizational justice, and job satisfaction. A survey research was conducted using a sample from 50 school principals, 100 directors and 100 teachers collected from 50 primary schools in Chang Hwa County with 48 effective group data. The results of the study are as follows: (1) Transformational leadership in organizational level is not positively related to organizational commitment, organizational justice, job satisfaction, and organizational citizenship behavior in individual level, respectively; (2) Organizational commitment, organizational justice, and job satisfaction in individual level, respectively, is positively related to organizational citizenship behavior in individual level; (3) Organizational commitment, organizational justice, and job satisfaction in individual level, respectively, has no mediation effect on transformational leadership in organizational level to organizational citizenship behavior in individual level.
HSUEH, YA-CHUN, and 薛雅純. "Research on the Relationship between Paternalistic Leadership, Ethical Climate, Organizational Commitment and Organizational Citizenship Behavior from a Cross-level Perspective." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/qhh9a6.
Full text國立屏東大學
教育行政研究所
107
Paternalistic leadership is an unique leadership model for Chinese. In the existing literature, most of the paternalistic leaders are organized by enterprises and sports teams, and less are organized by schools. At present, most of the research on paternalistic leadership is mainly on the individual level, and less on the organizational level. In organizational and employee effectiveness, organizational commitment and organizational citizenship behavior are seen as factors that affect members work attitudes and behaviors, and ethical climate helps to improve internal ethical behavior and form positive organizational performance. It is necessary to explore whether the parental leadership at the organizational level can influence the organizational commitment by shaping the ethical climate, and even affect the organizational citizenship behavior at the individual level. The research subjects were the teachers of elemantary schools in Kaohsiung City and Pingtung County. The stratified random sampling was used to collect data. After the questionnaire survey method, the HLM6.06 analysis software was used for mediation analysis and cross-level analysis. The results showed that: 1. The average paternalistic leadership at the organizational level has a positive and significant impact on the organizational ethical climate. 2. The organizational ethical climate has a positive and significant impact on organizational commitment. 3. The average paternalistic leadership has a positive and significant impact on organizational commitment. 4. Paternalistic leadership at the individual level has a positive and significant impact on organizational citizenship behavior. 5. The average paternalistic leadership will positively influence on organizational citizenship behavior across levels. 6. The ethical climate will positively affect organizational citizenship behavior across levels. 7. The ethical climate will mediate the effect of the average paternalistic leadership on organizational commitment. 8. The ethical climate will mediate the effect of the average paternalistic leadership on organizational citizenship behavior.
Chang, Kai-Wen, and 張愷文. "The effects of transformational leadership on service-oriented organizational citizenship behaviors：A mediating and cross-level analysis." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/us27ck.
Full text國立交通大學
管理科學系所
101
This research tries to answer how transformational leaders impact on service-oriented organizational citizenship behaviors ─ to enhance the mediator of organizational commitment. We hypothesize that transformational leaders can through leadership behaviors, allowing organizational members to reflect service-oriented organizational citizenship behaviors which match the needs of organizations and customers. Moreover, transformational leaders also can enhance organizational members’ organizational commitment, which can allow organizational members to reflect service-oriented organizational citizenship behaviors. In addition, in order to enhance organizational members’ organizational commitment, transformational leaders can lead organizational members’ value and organizations’ value become congruence, and implement high-commitment human resource practices. This research will adopt the Hierarchical Liner Modeling of cross-level analysis and crucial mediators, discussing the importance of service-oriented organizational citizenship behaviors. The contributions of this research are as following. First, we are from the view of organizational leaders, proposed and proved that the organizational level of transformational leaders have a positive influence on the individual level of service-oriented organizational citizenship behaviors, which anticipate to compensate the gap of service-oriented organizational citizenship behaviors. Second, we proposed and proved that the organizational level of transformational leaders can through the individual level of organizational commitment’s mediator effect which has a positive influence on the individual level of service-oriented organizational citizenship behaviors. This crucial mediator will forward the relative research of service-oriented organizational citizenship behaviors. Third, we try to build a model which can enhance the crucial mediator of organizational commitment, proposed and proved that the organizational level of transformational leaders can through the individual level of value congruence and high-commitment human resource practices’ mediator effect which have a positive influence on the individual level of organizational commitment. This crucial mediator will forward the relative research of organizational commitment. Finally, this research adopted the statistical method of Hierarchical Liner Modeling to carry out the cross-level analysis of service-oriented organizational citizenship behaviors. This statistical analysis can not only make the relative research of organizational behaviors more comprehensive and detailed, but also forward the relative research of service-oriented organizational citizenship behaviors.
Wang, Yu-ju, and 王愉茹. "A Study of Cross-Level between Ethical Climate, Ethical Leadership, Psychological Empowerment and Organizational Citizenship Behavior." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/55019116967729637885.
Full text國立臺南大學
行政管理學系碩士班
101
Profit is no longer the only target for enterprises; instead of physical assets, intangible assets, such as human resources have nowadays become the vital and indispensable assets for business. As a result, employee cognition and behavior has pivotal influence regarding enterprises existence. There are more and more scandals concerning about unethical matters emerge in an endless stream, which led researchers to re-examine how organizations and leaders can enhance employee ethical behaviors and outcomes. Drawing on social cognitive theory, this research is written so as to examine the relationship among ethical climate, ethical leadership, psychological empowerment and organizational citizenship behavior. This research provides 1360 questionnaires from Taiwan top thousand largest enterprises evaluated by the CommonWealth Magazine in 2012, 502 effective questionnaires were collected after deducting the invalid questionnaires; effective response rate is 36.9%. This research testifies the hypothesis by hierarchical linear modeling （HLM）. Results show that there is positively significant influence between group-level ethical climate, individual-level ethical leadership, psychological empowerment and organizational citizenship behavior. Additionally, individual-level ethical leadership has positively significant influence between psychological empowerment and organizational citizenship behavior. Furthermore, ethical climate and ethical leadership are respectively partially mediated by psychological empowerment. Results of the hypotheses in this research are all positively supported.
ZHONG, TIAN GUO, and 田國忠. "A study on the transformational leadership and leadership effectiveness under organizational reform of the military:using high level service corps as an example." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/32166236689073148708.
Full text中華大學
科技管理學系(所)
97
With respect to the undergoing organizational reform and the restructured new forces in the military, the purpose of this research is to see the influences of transformational leadership and leadership effectiveness conducted by company level commanders, and to understand how these factors effect subordinates, who come from different backgrounds, and to develop a tangible proposal. Base on the transformational leadership theory, proposed by Bass in 1985, from the subordinate viewpoint, this research discusses how the leaderships, in high command service unit, introduce the theory into the unit, and how the theory relates to leadership effectiveness. By means of questionnaire survey primarily, the northern high command unit is the statistical population. Sampling from different unit levels, the research picks up six service units altogether. Providing a total of 400 official questionnaires, the research gets back 386, deletes 14 invalid questionnaires, and results in 372. With uniformity analysis, the effective questionnaire reaches 91.0%, altogether 338. The obtained material undergoes statistical methods such as means vale, t-test, one-way ANOVA, and Person simple regression, respectively. The results are as follows: 1. Both of the transformational leadership and the leadership effectiveness, executed by leaders in high command service unit, are on the degree. 2. Subordinates with various backgrounds show partially significant differences in perceptions toward transformational leadership. Those with differences in gender, rank, age, education, and period of service in the military and the unit, their perceptions toward transformational leadership differ significantly. 3. Subordinates with various backgrounds show partially significant differences in perceptions toward leadership effectiveness.Those with differences in genderrank age, education, and period of service in the military and the unit, their perceptions toward leadership effectiveness differ significantly. 4. From the examples of these high level service corps, it is observed that the “Positive effect” of transformational leadership is highly relevant and predictive to leadership effectiveness.
Lee, Yen-Hua, and 李燕華. "The study on the relationship of transformation leadership, multi-level marketing''''''''s organizational cultures and organizational commitment-taking the multi-level marketing distributors of the B company as samples." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/17286939133493588625.
Full text國立中山大學
人力資源管理研究所
90
In the global knowledge economy century, service sector has been representing the main stream of the industrial development in Taiwan, which also increasingly employs the majority of workers, multi-level marketing industry categorizes as network-building service industry. In the wake of international competition and the transformation of social structure in Taiwan, more and more people have been engaging into multi-level marketing industry. With the economic scale being forged, multi-level marketing industry is able to reduce marketing cost with its unique marketing channels. It can be predicted that multi-level marketing industry is crucial to the competitiveness of the global economy with highly potential for the years to come. Therefore, this research is based upon the multi-level marketing distributors of the “B” company as samples trying to utilize the aspect of human resources management to explore the issues of transformational leadership of distributors, multi-level marketing’s organizational cultures and organizational commitment. This research is instrumental in analyzing how these issues can achieve effective organizational performance management for multi-level marketing industry and the managers in this industry can use this research to succeed in business for future reference. The indications of the research results are as follows: 1.Age, awarded ranking of distributors and education are significant differences on multi-level marketing’s organizational cultures partially. Besides, seniority, awarded ranking of distributors, entrepreneurial experiences and other multi-level marketing distributor experiences are significant differences on organizational commitment partially. 2.Transformational leadership has positive relation with multi-level marketing’s organizational culture 3.Transformational leadership has positive relation with organizational commitment. 4.Multi-level marketing’s organizational culture has positive relation with organizational commitment; the hypothesis above is supported partially. 5.Transformational leadership has significantly positive effect on organizational commitment; the hypothesis above is supported partially. 6.Multi-level marketing’s organizational culture has significantly positive effect on organizational commitment; the hypothesis above is supported partially. 7.Multi-level marketing’s organizational culture is the important factor to enhance the positive effect between transformational leadership and organization commitment, the hypothesis above is supported partially.
Chung-ChiechTang and 湯仲傑. "The Study of Multi-Level Marketing organizational trust, leadership style, attitude and commitment- Using Multi-Level Marketing agents in Taiwan as example." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/12497307934785033671.
Full text國立成功大學
經營管理碩士學位學程(AMBA)
101
According to the Fair Trade Commission survey, the personnel participate in the Multi-Level Marketing accounted for 10.14 percent of Taiwan’s population of 23 million until 2011. This industry output value has reached 64.5 billion , the data show that this industry continues vigorous development. For MLM type of organization, this study investigated relevance between the organization trust, Leadership type, Attitude and Commitment. Using of convenience sampling and object of study is engaging in MLM industry employees. 350 questionnaires provided and 279 effective ones are obtained. Effective recovery rate was 79.7% This study data analyzed using structural equation modeling, according to statistical analysis, several conclusions are summarized: 1.Organization Trust on Organization Attitude is not significant between. 2.Leadership type has a positive on Organization Attitude of significant impact. 3.Leadership type has a positive on Organization Commitment of significant impact. 4.Finally, Organization Attitude has a positive on Organization Commitment of significant impact. The analysis for the quantitative result show a number of strategies to work in MLM employees are discussed with conclusions and recommendations. The conclusion of this study has a considerable degree of reference that is helpful for similar research fields in the future.
Hsieh, Wan-chi, and 謝琬琪. "A Cross-Level Analysis of Transformational Leadership, Positive Psychology Capital, Perceived Organizational Support, and Commitment to Change." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/11293900107176053403.
Full text國立中央大學
企業管理研究所
100
Most of the previous organizational behavior researchers focused their studies on single level perspective, either organizational level or individual level. This study is a cross-level analysis. The Hierarchical Liner Modeling (HLM) was conducted to explain the relationship among transformational leadership, positive psychology capital, commitment to change, and perceived organizational support. The study examined the effect between individual-level/work unit-level transformational leadership and positive psychology capital. Whether the positive psychology capital has mediating effects between individual-level / work-unit-level transformational leadership and commitment to change were also investigated in this study. In additions, the study examined the positive effect between perceived organizational support and positive psychology capital. In terms of the individual-level, the positive effect of psychology capital on commitment to change was examined. In terms of the work-unit-level, the positive effect between work-unit-level transformational leadership and perceived organizational supportwas tested. The instrument was administered as a questionnaire survey to 900 employees of large-sized enterprises. A total of 507 responses were received, resulting in an overall 56.3% response rate. According to the needs of each research variable and hypothesis, HLM analysis was used to analyze the data. The results revealed that, individual / work unit-level transformational leadership was positively related to positive psychology capital. The positive psychology capital mediated the individual / work unit-level transformational leadership and commitment to change. The findings also showed that positive psychology capital positively affected commitment to change. Additionally, the results also indicated that work-unit-level transformational leadership positively affected the perceived organizational support. And the perceived organizational support was positively related to positive psychology capital.
Lin, Yu-hsun, and 林佑勳. "The influence of transformational leadership to knowledge sharing and organizational innovation:the cross-level analysis by using coaching,communication and organizational learning as mediating variables." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/47772270220264584330.
Full text國立中央大學
企業管理研究所
100
The cross-level analysis and the Hierarchical Liner Modeling (HLM) were conducted to investigate the relationship among transformational leadership, coaching and communication, organizational learning, knowledge sharing and organizational innovation.This study examined whether the coaching and communication (individual-level),organizational learning (organizational- level) have mediating effects between transformational leadership and knowledge sharing and further achieve organizational innovation.In the past,most of researches focused on single level perspective, either organizational level or individual level.However, large-sized enterprises are complicated in divisions.In order to detect the differences among divisions, cross-level analysis is essential to study the organizations.(Wen,2006) The instrument was administered as a questionnaire survey to 900 employees of large-sized enterprises. A total of 507 responses were received, resulting in an overall 56.3% response rate. According to the needs of each research variable and hypothesis, HLM analysis was used to analyze the data.The results revealed that transformational leadership has positive effect on coaching,communication,organizational learning,and knowledge sharing.In addition,coaching,communication,and organizational learning respectively has positive effect on knowledge sharing.The results also showed that individual-level coaching and communication,organizational-level organizational learning have mediating effects between transformational leadership and knowledge sharing in order to achieve organizational innovation.Moreover,knowledge sharing has positive effect on organizational innovation.
Cho, Jeewon. "Psychological processes underlying the relationship between transformational leadership and multi-foci organizational citizenship behaviors a multiple-level approach /." 2007. http://proquest.umi.com/pqdweb?did=1445041131&sid=5&Fmt=2&clientId=39334&RQT=309&VName=PQD.
Full textTitle from PDF title page (viewed on June. 17, 2008) Available through UMI ProQuest Digital Dissertations. Thesis adviser: Dansereau, Fred. Includes bibliographical references.
Chien, Minghung, and 簡銘宏. "A Cross-level Study of the Effects between Ethical Leadership, Voice Behavior, and Organizational Justice in the Military." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/74107964295644859255.
Full text靜宜大學
國際企業學系
99
With mature techniques, the cross-level analysis studies have been recommended by the researchers in the field of organization behavior in recent years. Following these points mentioned above, we develop a cross-level analysis model and examine the process linking ethical leadership and the two types of subordinates’ voice behavior. Then we put a moderation of organization justice into this model. Research subjects are 50 units of Taiwan’ military located in both Taichung country and Penghu county. In order to avoid common method variance, we collect samples from both managers and subordinates. Our results show that individual-level EL is negatively related to the two types of subordinates’ voice behavior. That’s contrary to my expectation. However, store-level distributive justice moderates the effect between individual-level ethical leadership and the two types of subordinates’ voice behavior such that the effects are the same with my expectation. Also, compared with a weaker distributive justice unit, in a higher distributive justice unit, the effect between individual-level EL and the two types of subordinates’ voice behavior are higher. This result shows an important message that a manager should not ignore the effect of store-level such as distributive justice and group climate. To get a better attitude of voice behavior, a manager needs not only to focus on EL or Trust but also to pay more attention to the interaction dynamics among subordinates. As a result, the unit or organization will get higher profit or performance.
Lai, Bo-Yan, and 賴柏諺. "The Influence of Vocational Teachers’ Leadership Style on Teacher Efficacy—as Organizational Level in Contexts of Different Vocational Schools." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/29aap9.
Full text國立彰化師範大學
工業教育與技術學系
101
Teacher is regarded as leader at the school. Leadership will influence on teacher effectiveness. Besides, it can not only stimulate students’ learning motivation but also improve students’ learning efficiency. Therefore, leadership style of teacher will affect teacher effectiveness. This research mainly focuses on analyzing effect of multiple teaching strategies and classroom management upon Teacher Effectiveness. Not every situation is there the effectiveness of positive influence. When the leader can control the situations, it can be effective of positive influence even in the low situation. Because there are not the same management levels at each school, there are also different situations at each school. There are many kinds of teacher’s leadership styles, so that we need to consider school situations. This research quoted from contingency theory. “Leadership Type”, “Effectiveness” and “Situation” changed into “Leadership Style”, “Teacher Effectiveness” and “School Situation”. They are set moderating variables. Due to the teachers as analysis unit, it’s more clear way by HLM analysis than regression analysis. Thus, using HLM analysis and setting school situation for the second class. Finally, we analyzed statistically. This research returned questionnaires from 30 schools, and there are totally 920 teachers to be the official samples. This research showed that it’s the significant relationship that there is the effect between four kinds of leadership styles and multiple teaching strategies &; classroom management of teacher effectiveness. As for multiple teaching strategies of Teacher effectiveness, ethical leadership and charismatic leadership will be influenced by the Moderating Effect of school situation. As to classroom management of teacher effectiveness, ethical leadership, charismatic leadership and supportive leadership will be affected by the moderating effect of school situation.
CHENG, WEN-YUAN, and 鄭文淵. "The Impact of Ethical Leadership on Organizational Citizenship Behavior and Workplace Deviance Behavior : The Study of Cross-Level Analysis." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/nqcjn7.
Full text國立彰化師範大學
人力資源管理研究所
104
While competing from the intense environment, many enterprises sometimes get involved in scandals because of the profits. In this situation, whether the ethical leadership of manager, ethical climate of the organization will has an impact on organizational citizenship behavior and workplace deviance behavior. It is the key target of this study. The target of this study are mainly focused from the companies of Finance, technology, Service and catering. At first it has given out 508 questionnaires. And then came back with 382 valid questionnaires. According to the analyzed result, it revealed: (1) ethical Leadership has a positive effect on organizational citizenship behavior; (2) ethical leadership does not have a negative effect on workplace deviance behavior; (3) rules climate has a negative effect on workplace deviance behavior; (4) It does not have moderating effect between ethical leadership and organizational citizenship behavior and workplace deviance behavior. From the basis of result. This study offers suggestions and management implications as a reference for the enterprises and future research. Keywords：Ethical Leadership, Organizational Ethical Climate, Organizational citizenship Behavior, Workplace Deviance Behavior
Wei, Yi-Ping, and 魏怡萍. "Guanxi Types, Gender Roles, Leadership Styles, Relationship Quality and Organizational Commitment: The Study of Taiwanese Multi-level Marketing Companies." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/36319366918188245500.
Full text國立屏東科技大學
企業管理系碩士班
94
Direct-selling has increasingly raised academic attention in the past years. Nevertheless, there is still limited research on the leadership and relationship between different levels of distributors. It is particularly important in understanding the roles of guan-xi types, gender role and the leadership styles of multi-level marketing distributors and how those affect relationship quality and down-line distributors’ organizational commitment to multi-level marketing companies. This study intends to examine: (1). Guan-xi type, up-lines’ gender roles, and their up-lines’ leadership behaviors’ effects on leadership styles. (2). Up-lines’ leadership styles’ effect on relationship quality and organizational commitment with their down-lines. Convenient sampling survey was used to collect data for Taiwanese multi-level marketing companies. For avoiding common method variance, “paired” sample method was adopted. Each of the up-line distributors was paired to three to five of his/her down-line distributors. 74 valid pair samples were collected, including 307 down-lines. Key findings are as followings: (1). Expressive ties with down-lines’ positively affect up-lines’ leadership styles. (2). Up-lines’ gender roles of “feminine” positively affect their own leadership styles. (3). Transactional leadership’s role model is transferable. (4). Up-line’s transformation leadership positively affects relationship quality between up-lines and down-lines. (5). Up-line’s transformation leadership positively affects affective commitment of down-lines; up-line’s transactional leadership positively affects continuance commitment of down-lines. (6). Relationship quality between up-lines and down-lines positively affect affective commitment of down-lines. (7). Up-line’s leadership style mediates the effect between expressive ties and relationship quality. (8). Up-line’s leadership style mediates the effect between up-line’s up-lines and relationship quality. (9). Up-line’s transactional leadership mediates the effect between expressive ties and affective commitment. Based on the research findings, academic and managerial implications and suggestions are provided.
Lin, Li-Fen, and 林麗芬. "A Cross-Level Study of the Relationship Between Empowerment Leadership and Organizational Citizenship Behavior: the Mediation Effect of Pschological." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/77244562073157508405.
Full text國立雲林科技大學
企業管理系博士班
101
This study investigated the effects that empowerment leadership and psychological empowerment have on organizational citizenship behavior (OCB). The subjects of the study were the southern divisions of an insurance company. Pairing questionnaires were collected from 31 managers and 239 employees at the collection departments. The data were then analyzed using various methods, such as a correlation analysis, reliability analysis, confirmatory factor analysis (CFA) and hierarchical linear models (HLM). The analysis results revealed that, at the staff level, the employees perceived that psychological empowerment positively affects OCB; at the group level, the supervisor’s empowerment leadership positively influences OCB; at the cross-level, psychological empowerment functions as a completely mediator between the supervisor’s empowerment leadership and the employees’ OCB. The contribution of this study is twofold. First, restrained by statistical techniques, there has been scant research in the past into the effect that empowerment leadership and psychological empowerment have on OCB at the cross-level. The majority of previous studies were carried out at a single-level. This study, however, attempted to explore the relationship among the three variables using a cross-level analysis model. Second, this study aimed to clarify psychological empowerment’s role as a mediator between empowerment leadership and OCB. The author, supported by research findings, suggest that companies should understand how empowerment leadership affects OCB via employees'' perceived psychological empowerment.
Lee, Yi-ching, and 李怡靜. "A Cross-level Study of the Relationships among Transformational Leadership, Organizational Citizenship Behavior and Knowledge Share:The Mediating Role of Trust." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/04676054669417093320.
Full text靜宜大學
國際企業學系研究所
98
The purpose of the study is to empirically investigate the relationship among transformational leadership, organizational citizenship behavior and knowledge share through using hierarchical linear model. Research subjects are branches of 22 Taiwan cooperative banks located in both Taichung city and Taichung county. In order to avoid common method variance, we collect samples from both managers and employees. Our results show that individual-level TFL and store-level OCB climate are both positively related to knowledge share. Trust mediates the TFL and knowledge share. However, store-level OCB climate moderates the effect between store-level Trust climate and KS such that the effect is on the contrary. Also,in a higher OCB climate situation, the effect of individual-level TFL or Trust on knowledge share is higher. Nevertheless,in a weaker OCB climate situation, the effect of in store-level TFL climate or Trust climate on knowledge share is higher. This result shows an important message that a manager should not ignore the effect of store-level such as OCB climate and group climate. To get a better knowledge share, a manager need not only focuses on TFL or Trust but also pays more attention to the interaction dynamics among employees.
WU, DE-LUN, and 吳德倫. "A Research on the Relationships Among Leadership Style,Job Satisfaction, and Organizational Commitment - using high level service crops as an example." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/n2namd.
Full text實踐大學
企業管理學系碩士在職專班
105
In recent years, the military army discipline frequently occurs, not only a serious blow to the overall image of the army, but also damage the military combat power, undermine the team morale, but also the hard work of their former hard work exhausted. In fact, the lack of leadership experience, can not lead by example and other factors, making it impossible to cohesion to the heart and boost morale, resulting in poor military performance. Therefore, this study mainly in the speculation of different leadership style is likely to have different work morale and job performance, and work morale and leadership style, job performance and relevance? According to this, the National Army grassroots executives focus on personal leadership style, and enhance the leadership quality, so that the troops on the unit to produce morale, and thus promote the work to improve performance; leaders how to guide their staff work together for the effort to make Recognition of the work given, happy to work, to stimulate the commitment to the organization, is extremely important to the national army. In this study, the relationship between the leadership type and the organizational commitment is discussed using high level service crops as an example. In this study, a total of 200 questionnaires were used, and 165 questionnaires were used. After the SPSS statistical software was analyzed, the results showed that: 一、the leadership type has a significant positive correlation with job satisfaction. 二、the leadership type has a significant positive correlation to organizational commitment: 三、job satisfaction has a significant positive correlation with organizational commitment. 四、the individual (subordinate) to meet the work of the feelings, in addition to education, other such as marital status, nature of work, seniority and so there are significant differences. In the commitment to stay on the sex, marriage, duties, the nature of work, age, age, there are significant differences exist. 五、the leadership type can improve job satisfaction, and thus affect the subordinate organizational commitment. Based on the results of this study, it is recommended that the leadership of the troops, strengthen the conversion leadership will help lead the charm and effectiveness, but also increase the subordinate work to meet, and thus affect the organizational commitment.
KUI-SHIANG, LEE, and 李貴湘. "The Research of the Relationship among Transformational Leadership，Organizational commitment and Team Performance： A Empirical Investigation on Taiwan Multi-Level Marketing." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/93158220187269209418.
Full text淡江大學
管理科學研究所企業經營碩士在職專班
99
The purpose of this study is the connection of the work style and behavior of the organization leader and the team performance in the Multi-level Marketing and uses the organization identity as the intermediary to proceed as the empirical study. This study finds that the transactional leadership has the key leading behavior of offering vision, promise, intelligent inspiring and developing oneself that will be helpful to increase the organization identity of the members and the emotional identity and link to standing together through thick and thin and then effect the result and performance of the team. The study objects are the direct sellers in Taiwan and survey as questionnaire. Total 500 copies had been distributed and retrieved useful samples are 443copies. The effective rate of recovery is 72.23%. The major statistics analysis methods are Item Analysis, Internal Consistency, Descripive Statistics and Hierarchical Multiple. The study results are below： 1. The organization leader in multiple level marketing has the ability of transactional leadership will effect the members positive to have the faithful emotion to coexist altogether with honor. That could be inferred that transactional leadership has the behavior of individual care, intelligent inspirer, excitement and encouragement to let the members feel respected, cared and satisfied with growth, so they identify with and depend on to the organization emotionally. 2. The leader adopts transactional leadership that will have the positive influence on the behavior and performance of the team members. The members could feel good of the active and praise because of the charm and behavior of the leader. 3. The level of the member’s organization identity indeed results in the intermediary''s influence, so it suggests that when the leader guides the vision, toward the common goal and mission, the leader should consider the topic of organization identity at the same time. In the other words, one of the important success factors to develop the organization is to increase group cohesiveness, make the member to sense oneself and other members in the organization have common values, topic and benefit and bring the deep belonging.
Lai, Hsiao Wen, and 賴筱雯. "Effect of the interaction between the leadership styles of different level managers on team performance, team interaction and organizational citizenship behavior." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/99150177101290227935.
Full text世新大學
資訊管理學研究所(含碩專班)
100
In the modern competitive market environment, to the outside, business organizations have to take external factors such as economic climate, product market change and business management into considerations; to the inside, business organizations have to establish organizational culture and improve personnel’s internal competitiveness. Whether it is to the outside or to the inside, the above mentioned factors are needed by business organizations to improve the competitive advantages. The leadership style of the manager may affect the subordinate’s organizational citizenship behavior and may also affect the team performance and team interaction to some extent. First-level manager may manage primary-level staff directly while second-level manager may assign tasks to primary-level staff directly without asking the first-level manager. Under the interaction between the leadership styles of two different level managers, whether the subordinates’ organizational citizenship behavior, team performance and team interact would be affected seem to be very important. The main research objectives include: 1. To discuss the effects of leadership styles of different level managers on the team performance, team interaction and subordinates’ organizational citizenship behavior; 2. To discuss the effects of the interaction between the leadership styles of different level managers on the team performance and interaction; 3. To discuss the effects of the interaction between leadership styles of different level managers on the subordinates’ organizational citizenship behavior. In the research, full-time IT personnel in Taiwan were used as the targets. Academic questionnaires were produced on the online questionnaire investigation platform. The URLs were distributed through social networking websites. The URLs were copied and pasted for convenience sampling. A total of 285 effective questionnaires were collected. With the clustering result of Inferences Based on Two Samples: Tests of Hypothesis for two samples mean, the single behavior-based leadership style, e.g. transformational leadership style or transactional leadership style, it shows the effects of leadership style on the team performance, team interaction and subordinates’ organizational citizenship behavior were not significant. Therefore, K-means clustering was used to merge and cluster the data gained from the transformational leadership style and transactional leadership style questionnaires. By categorizing the mean scores from high to low, three leadership styles were obtained: High mixed type, Intermediate mixed type and Low mixed type. The result shows that manager will not use a single behavior-based leadership style to lead the subordinates in today’s comprehensive environment. By using the multi leadership style to lead each subordinate, we can see the significant effect on team performance, team interaction and subordinates’ organizational citizenship behavior as well as the improvement of organization competitiveness. In the research, it is verified that the idea of Bass (1999) is correct in which best leaders should have both transformational leadership style and transactional leadership style. Furthermore, under mixed leadership styles of different level managers, the effects on the subordinates’ organizational citizenship behavior as well as team performance and team interaction were not significant. It is known that under the interaction between the leadership styles of different level managers, the effects on subordinates’ organizational citizenship behavior were not significant and the improvement of team performance and team interaction was not significantly changed.
Huang, Wei-Chen, and 黃韋晨. "A study of transformational leadership, work values and organizational citizenship behavior for cross-straits middle-level managers:The case of Taiwanese enterprises in Dongguag." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/25619514333302031617.
Full text高雄師範大學
人力與知識管理研究所
98
China's market lead to the attention of global enterprises, Taiwan is close to China, in China there are many Taiwan-funded enterprises must have a group behind the profits from cross-straits of the excellent combination of head group. This study attempts to understand the mainland-Taiwan-funded enterprises in the cross-straits middle level managers on transformational leadership, work values and organizational citizenship behavior of the current situation and to further examine the cross-straits middle level managers of mainland's Taiwan-funded enterprises both sides in the order of transformational leadership, work values on organizational citizenship behavior effects. The study takes Taiwan Business Association Dongguan nine member companies of the sample for the study, 180 questionnaires, 131 valid questionnaires. Data analysis using descriptive statistics, Pearson correlation analysis, independent sample t test, ANOVA analysis and multiple regression analysis. The analysis of the above methods, the empirical results obtained are as follows: 1. Taiwan-funded enterprises in mainland China cross-strait middle managers perception of transformational leadership have positive effects on the majority of organizational citizenship behavior. 2. Taiwan-funded enterprises in mainland China cross-strait middle managers extrinsic work values have negative effects on altruistic behavior. 3. Taiwan-funded enterprises in mainland China cross-strait middle managers intrinsic work values have positive effects on the majority of organizational citizenship behavior.
Lee, Shuen-hwa, and 李春華. "A STUDY OF RELATIONSHIP AMONG THE HIGH LEVEL COMMANDS'' LEADERSHIP STYLE AND ORGANIZATIONAL CULTURE ON CONSTRUCTING LEARNING ORGANIZATION, PROMOTING ORGANIZATIONAL COMMITMENT AND IMPROVING WORK BEHAVIOR IN MILITARY ACTIVITIES-BASED ON AIR FORCE LOGISTICS." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/21421911675848907264.
Full text南華大學
管理科學研究所
93
To military activities, there is close relationship between success of the mission and the leadership style of a leader. And the organizational culture can reflect if the military activity has the drive for improvement and creation. From the measuring index of communication, leadership style and common projection in the organization, leadership style as most scholars thought is an important index which influences the organization function. Most studies point that leadership is the most important factor which directly influences the subordinates’ morale and satisfaction. Leader plays as a major factor in organization, because his behavior affects the operation of the organization. Thus, the performance of the organization has a close relationship with the behavior of the leader. Because of the difference between structure and mission, the work situations we face are different. Frankly speaking, military units have stronger organizational culture, and the way of leading tends to order way. But as the system of the social value and the organization of national defense change, we are not sure that the organizational recognition and outward work performance of the employees who serve the military very long time would change not. And this is our subject we focus on. In The Fifth Discipline, Peter Senge points out that the learning organization is being recognized as the most adaptive and competitive in changing environment. The National Defense Department connected “Learning Society” pushed by the Educational Department with “National License System” established by Labor Committee to promote caliber of the military , in another word, to plan a career-planning learning surroundings to help members get second specialties, on the other hand, to improve the whole efficiency of organization. Has the military really changed the type of organization from the mechanistic to the organic? Or has the military satisfied the needs of organization itself and the crew themselves? And this is another our subject we focus on. Adopting questionnaire investigation, this study applies SPSS program as the analysis tool, and uses factor analysis, reliability analysis, descriptive statistics, T test, One-Way analysis of variance (One-Way ANOVA), correlation analysis, block regression analysis and cluster analysis for sampling. The purpose of this paper is to study the relationship among leadership style and organizational culture on constructing Learning organization, promoting organizational commitment and cmproving work behavior in Military Activities. Take the Republic of China Air Force Logistics Command as a sample. The research instrument of choice was a well-structured questionnaire distributed among 500 persons. The final sample size was 300, therefore, the rate of return for the questionnaire was 60%. The study was involved in (1) the difference of individual characteristics in all variables, (2) the correlations among variables, (3) the mediating effects between variables, (4) the difference of variables from different groups, and (5) the causality between variables. This study present the major findings as follows: 1. There were strongly significant positive correlations among transformation, transactional and paternalistic leadership on constructing learning organization, promoting organizational commitment and improving work behavior in military activities. 2. There were strongly significant positive correlations among organizational culture on constructing learning organization, promoting organizational commitment and improving work behavior in military activities. 3. There were positive and strongly significant correlations among constructing learning organization on promoting organizational commitment and improving work behavior in military activities. 4. Organizational Culture has mediating effects in the relationship between Transformation, transactional, paternalistic leadership and Learning Organization. Based on the above, the study proposed some suggestions to the military activities, the military commanders and the future researchers.
LI, TUNG-LIANG, and 李東亮. "Effects of Organizational Commitment, Leadership Style, and Quality of Working Life on Group Cohesion and Job Satisfaction –A Case Study on the Basic-Level Police of Taichung City Police Department." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/9fzh4a.
Full text中州科技大學
工程技術研究所
102
At be full of the 21th century times of variable in, information science and technology changes with each passing day of the growth of change, economy of development, social milieu all promote social economic development and prosperity, also promoted people's physical life quality.People start valuing a quality of life more and make many people have already escaped from for the status of "life and work", and treat work as to live in of a part.(the family reputation Chen, Fan view signs, 2000)Work, is also one of the activity that the modern people can not escape from, therefore the importance that also brings into relief a team cooperation, each member leads each other in the organization. The police's work has relation to people's welfare and life property security, the police's work property is special, the task is complicated, and the working time is fixedly endless and not, and it the means of performance duty often involve compulsorily again, intervention and clampdown(Weng Cui Fang, 2001), it easily produces a sense of frustration and makes morale low to fall in the work and cause to work ineffective, and how can leader lead the police officer belonged to and encourage a morale and promote work results, actually must go deep into a study. Is past through the relation that the research study wants to understand to lead a style and organizes commitment and team to coagulate power, understand how leader develops an effective leadership and encourage the morale of grass-roots police's personnel and form good organization atmosphere.With each cent belonged to by Taichung City police station halt(send out) the grass-roots police officer for research object, adopt "questionnaire research method"(questionnaire survey) collection data linked to research variable, in order to thorough understand the true current conditions of studying the variable, expect to borrow by the quantity turn a substantial evidence result to identify organization commitment, leadership style, work the quality of life cognition coagulates the influence of power and work satisfaction on the grass-roots police officer's team, finding out concretely can go a suggestion and promote a Jing government work smoothly. Due to considering a manpower, the factor on the material resources in time this research adopts a purpose sampling method to adopt a personnel to issue in person and carries on a questionnaire, each branch office is each to issue 25, the questionnaire adds up to 350 and recall an effective questionnaire 234, effective recovery rate:66.86%.Then carry on describing a sex statistics, letter degree analysis, identification a factor analysis and list factor variation number analysis and T examination and regression analysis.The research shows as a result: 1.Personal attribute of dissimilarity has part of notable difference in organizing commitment, leading style, working quality of life, teams coagulating power and work satisfaction. 2.Organize commitment to the team and coagulate power to have just to notable influence. 3.Lead style to the team coagulate power to have just to notable influence. 4.Work quality of life to the team coagulate power to have part just to notable influence. 5.Organize commitment to the work satisfaction include just to notable influence. 6.Lead the style has part to the work satisfaction just to notable influence. 7.Work quality of life to the work satisfaction have just to notable influence. 8.The team coagulates the power to the work satisfaction and has just to notable influence.