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多国籍企业跨国文化下的转换型领导对员工工作涉入之研究

阅读量:02022-04-27作者:吴国庆来源:企业管理学类
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研究生: 吴国庆
研究生(外文): WU, KUO-CHING
论文名称: 多国籍企业跨国文化下的转换型领导对员工工作涉入之研究
论文名称(外文): Transformational Leadership to Employees in Multinational Companies Research on Job Involvement
指导教授: 谢雅惠谢雅惠引用关係、廖建智廖建智引用关係
指导教授(外文): HSIEH,YA-HUI、LIAO,JIAN-ZHI
口试委员: 谢雅惠、谢雅梅、郭晋源
口试委员(外文): HSIEH,YA-HUI、HSIEH,YA-MEI、KUO,JUN-YUAN
口试日期: 2021-06-19
学位类别: 硕士
校院名称: 开南大学
系所名称: 国际企业学系
学门: 商业及管理学门
学类: 企业管理学类
论文种类: 学术论文
论文出版年: 2021
毕业学年度: 109
语文别: 中文
论文页数: 78
中文关键词: 多国籍企业、跨国文化、转换型領导、工作涉入、层次迴归分析法
外文关键词: multinational enterprises、transnational culture、transformational leadership、job involvement、hierarchical regression analysis


本研究以在台湾之多国籍企业分公司的台湾籍员工为研究对象,目的是探讨在多国籍企业跨国文化下对员工工作涉入之相关性、在多国籍企业转换型领导对员工工作涉入之相关性,以及在多国籍企业跨国文化下的转换型领导对员工工作涉入之相关性。
本研究採用层次迴归分析法,分析多国籍企业在跨国文化下,转型领导对员工的工作涉入的相关性。研究结果显示在台湾的当地文化下在集体主义、女性气质、转换型领导对员工的工作涉入有正向的且显著的影响效果。由此可知,在台湾当地的文化情境下是属于集体主义及女性气质。且在台湾当地的文化情境下,转换型领导对员工的工作涉入有正向且显著的相关性。
另外,本研究也检视当员工认知外国籍主管採用转换型领导在跨国文化差异下员工的工作涉入之间的调节效果,结果显示当员工认知外国籍主管採用转换型领导时,在阳刚之气对员工的工作涉入有负向且显著的调节效果外,在其他文化价值维度对员工的工作涉入并无调节效果。应该是外国籍主管对于地主国的文化参与度低,以及对当地员工授权不够所致。因此,建议在台湾之多国籍企业的外国籍主管应更加致力于融入当地文化,增加管理阶层在地化的程度。也建议在台湾之多国籍企业的本地员工,要儘量避免为了显现自我价值而有过于表现自我的情况发生。


This research takes Taiwanese employees in branches of multinational corporations in Taiwan as the research object. The purpose is to explore the relevance of employees' job involvement in multinational corporations under the multinational culture, and the transformational leadership of multinational corporations' involvement in employees' work, and the relevance of transformational leadership to employees’ job involvement in a multinational company’s transnational culture.
This study uses a hierarchical regression analysis method to analyze the relevance of transformational leadership to employees' job involvement in multinational companies in a multinational culture. The research results show that under the local culture of Taiwan, collectivism, femininity, and transitional leadership have a positive and significant effect on employees' job involvement. From this, it can be seen that in the local cultural context of Taiwan, it belongs to collectivism and femininity. And in the local cultural context of Taiwan, transformational leaders have a positive and significant correlation with employees' job involvement.
In addition, this study also examines the moderating effect of employees’ job involvement under cross-cultural differences when employees perceive foreign supervisors adopting transformational leadership. The results show that when employees perceive foreign supervisors adopting transformational leadership, the Masculine has a negative and significant regulatory effect on employees' job involvement, but it has no regulatory effect on employees' job involvement in other cultural value dimensions. It should be due to the low degree of foreign nationality supervisors’ low cultural participation in the landlord’s country and insufficient authorization of local employees. Therefore, it is recommended that the foreign executives of multinational companies in Taiwan should be more committed to integrating into the local culture and increasing the degree of localization of the management. It is also recommended that local employees of multinational companies in Taiwan should try to avoid over-expression of themselves in order to show their self-worth.


中文摘要 ........................II
英文摘要 .......................III
目录.............................V
图目录.........................VII
表目录........................VIII
第一章 绪论...................1
第一节 研究背景与动机............1
第二节 研究目的 .................6
第三节 研究范围与限制............6
第四节 研究流程图................7
第二章 文献探讨................8
第一节 多国籍企业................8
第二节 跨国文化 ................13
第三节 转换型领导...............17
第四节 工作涉入.................20
第三章 研究架构与方法..........23
第一节 研究架构.................23
第二节 研究假设.................24
第三节 问卷设计与研究对象........25
第四节 前测分析 ................29
第五节 研究工具和资料分析方法....29
第四章 实证分析...............34
第一节 信度分析.................34
第二节 效度分析.................38
第三节 叙述性分析...............38
第四节 差异分析.................45
第五节 相关分析.................53
第六节 层次迴归分析.............54
第七节 调节效果分析.............56
第五章 结论与建议.............62
第一节 研究结论与建议...........62
第二节 后续研究................65
参考文献........................66
附录............................73


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三、日文部份
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