臺灣博碩士論文加值系統

本研究探討領導者所使用激勵語言對領導者-成員交換關係、成員溝通滿意度與創意績效之調節效果。首先檢驗領導者-成員交換關係對成員溝通滿意度與創意績效之影響，再探討領導者激勵語言對兩者之調節作用，試圖了解領導者如何透過本身所使用之激勵語言強化成員溝通滿意度之認知，以及強化組織成員的創意績效表現。
本研究以台中地區大學(朝陽科大、中興、靜宜、逢甲、東海及亞洲大學)之進修在職班學士/碩士在職專班學生為研究樣本，共發出問卷629份，回收503份，回收率為79.96%。其中，有效問卷為450份，有效回收率為89.46%。本研究採用階層迴歸法分析資料，結果發現：
1. 領導者-成員交換關係對於成員溝通滿意度與創意績效具有顯著影響。
2. 領導者激勵語言對於領導者-成員關係品質與成員溝通滿意度間並無顯著調節作用。
3. 領導者激勵語言對於領導者-成員關係品質與成員創意績效間具有調節效果。
可知組織內領導者應重視與成員關係品質之培養，良好的交換關係對於成員溝通滿意度及創意績效具有正向的影響作用。當領導者運用激勵語言亦可強化成員對於自身在工作上的創意績效。透過策略性語言的溝通形式，將有助於組織中創意之提升，並且維持組織競爭優勢。
根據研究發現，本研究進一步探討實證結果在管理學術與實務上之意涵、研究限制與未來研究發展方向，期望提供組織管理成員溝通滿意度及創意績效之參考。

The main purpose of this study is to examine the moderating effect of Motivating Language (ML) on the relationship between employees’ perceived Leader-Member Exchange (LMX) on communication satisfaction and creative performance. First, the impact of the LMX on communication satisfaction and creative performance is investigated. Then, the moderating effect of the use of ML on the above relationships are tested. Through this study we can understand how leaders strengthen members perception on communication satisfaction through the ML, and to strengthen members'' creative performance .
The sample of this study are collected from the universities of Taichung area (Chaoyang University of Science and Technology, National Chung Hsing University, Providence University, Feng Chia University, Tunghai University and Asia University), and the sample consist of evening professional students/Master''s Degree Program of advanced training professionals. A total of 629 questionnaires were delivered and 503 copies of questionnaires were returned, 450 copies were valid, and the valid respondent rates were 89.46%.
This study uses Hierarchical Regression Analysis to examine the moderating effect of the use of ML on the relationship between employees’ perceived LMX on communication satisfaction and creative performance. The result shows that LMX significantly positively influences on employees’ communication satisfaction and creative performance. ML has no influences on the relationship between employees’ perceived LMX and communication satisfaction. On the contrary, ML significantly positively influences on employees’ creative performance. In conclusion, the leader should pay attention to the cultivation of the relationship with members in organization.
The leader’s use of ML can strengthen members’ creative performance. The strategic language will increase employees’ creative performance and then enhance competitive advantage in organization.
According to the finding, this study further discusses the implication for the academic and practice, the limitation of the study, and direction for future research.

目錄
摘要 I
Abstract II
誌謝 III
目錄 IV
表目錄 VI
圖目錄 VII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 4
第三節 研究流程與步驟 5
第二章 文獻探討 6
第一節 領導者-成員交換理論 6
第二節 溝通滿意度 13
第三節 創意績效 19
第四節 激勵語言 26
第五節 成員與主管共事年資 33
第六節 各研究變項間的關係 34
第三章 研究方法與設計 38
第一節 研究架構與假設 38
第二節 變項定義與衡量 40
第三節 資料分析方法 48
第四章 研究結果分析 51
第一節 樣本結構與研究變項分析 51
第二節 信、效度與各變項之相關分析 57
第三節 領導者-成員交換關係、激勵語言及溝通滿意度之階層迴 歸分析 61
第四節 領導者-成員交換關係、激勵語言及創意績效之階層迴歸分析 69
第五章 結論與建議 78
第一節 研究發現與結論 78
第二節 學術與管理實務之意涵 83
第三節 研究限制與未來研究方向 87
參考文獻 89
附錄一 98
表目錄

表2‐2‐1 溝通媒介之影響因素14
表2‐2‐2 溝通滿意度之衡量構面16
表2‐4‐1 激勵語言形式28
表3‐1‐1 研究假設39
表3‐2‐1 LMX‐7之量表題項41
表3‐2‐2 激勵語言之量表題項42
表3‐2‐3 溝通滿意度之量表題項43
表3‐2‐4 創意績效之量表題項44
表3‐2‐5 前測問卷信度分析46
表3‐2‐6 問卷收發統計表46
表4‐1‐1 樣本背景組成51
表4‐1‐2 研究變項敘述統計表52
表4‐1‐3 性別與本研究各構面的t檢定表53
表4‐1‐4 主管性別與本研究各構面的t檢定表53
表4‐2‐1 各變項之Cronbach’s α值56
表4‐2‐2 變項構面之區別效度57
表4‐2‐3 各變項之相關分析59
表4‐3‐1 LMX、激勵語言與成員溝通滿意度之階層迴歸分析表61
表4‐3‐2 LMX、方向指引語言與成員溝通滿意度之階層迴歸分析表62
表4‐3‐3 LMX、同理心語言與成員溝通滿意度之階層迴歸分析表63
表4‐3‐4 LMX、形成重要意涵語言與成員溝通滿意度之階層迴歸分析表64
表4‐4‐1 LMX、激勵語言與成員創意績效之階層迴歸分析表69
表4‐4‐2 LMX、方向指引語言與成員創意績效之階層迴歸分析表71
表4‐4‐3 LMX、同理心語言與成員創意績效之階層迴歸分析表73
表5‐5‐1 本研究假說及驗證結果77
圖目錄

圖1-3-1 研究流程圖5
圖2-1-1 領導者與成員交換關係形成過程7
圖2-3-1 交互作用理論模式21
圖2-3-2 組織創造力與創造力成分理論22
圖2-3-3 工作環境創造力環境24
圖2-4-1 人類行為模式圖26
圖2-4-2 管理者語言對工作的作用30
圖3-1-1 本研究架構圖38
圖4-3-1 激勵語言對LMX關係品質與溝通滿意度之調節作用65
圖4-3-2 方向指引語言對LMX關係品質與溝通滿意度之調節作用66
圖4-3-3 同理心語言對LMX關係品質與溝通滿意度之調節作用66
圖4-3-4 形成重要意涵語言對LMX關係品質與溝通滿意度之調節作用67
圖4-3-5 H1、H3【H3-a、H3-b、H3-c】之假說驗證圖67
圖4-4-1 激勵語言對LMX關係品質與成員創意績效之調節效果70
圖4-4-2 方向指引語言對LMX關係品質與創意績效之調節效果72
圖4-4-3 同理心語言對LMX關係品質與創意績效之調節效果74
圖4-4-4 形成重要意涵語言對LMX關係品質與創意績效之調節效果75
圖4-4-5 H2、H4【H4-a、H4-b-、H4-c】之假說驗證圖76

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