軍訓主管領導模式與組織文化對組織績效之影響

NHUIR > College of Management > Department of Business Administration, Master/Ph.D Program in Management Sciences > Disserations and Theses(Master and Doctoral Program in Management Sciences) > Item 987654321/22173

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Title:	軍訓主管領導模式與組織文化對組織績效之影響
Other Titles:	THE EFFECTS OF MILITARY INSTRUCTOR'S LEADERSHIP MODEL AND ORGANIZATIONAL CULTURE ON ORGANIZATIONAL PERFORMANCE
Authors:	施天棟 Shih, Tien-tung
Contributors:	管理科學研究所陳券彪 Chuan-biau Chen
Keywords:	工作士氣;組織績效;主管領導模式;組織文化;組織承諾 Organizational Commitment;Organizational Performance;Job Morale;Executive Leadership Model;Organizational Culture
Date:	2005
Issue Date:	2015-07-31 15:39:41 (UTC+8)
Abstract:	軍訓工作人員長期在校園擔任軍訓教學、生活輔導服務與校園安全維護等工作，現階段軍訓工作需面對來自於社會與學校更高期望與挑戰，若要有效達成所定之工作目標，除了組織成員對工作充滿高度的士氣外，有效的領導乃是達成目標的關鍵因素，且關係著組織績效與組織的發展。而不同的軍訓主管領導模式或組織文化，其組織績效往往有差異性存在。因此，本研究擬探討軍訓主管領導模式與組織文化對組織績效之影響，透過問卷調查蒐集相關資料，做實證性之研究，並獲得一些具體的成果。　　　本研究主要的研究成果有下列五項：1. 服務於高中職校之教官對「魅力型」、「關懷型」、「啟發型」之主管領導模式的接受度皆較服務於大專院校者為佳。2. 服務於高中職校之教官對「個人工作滿足與歸屬感」、「生產力與效率目標」、「人群關係」之組織績效目標的呈現效果皆較服務於大專院校者為佳。3. 主管領導模式中之「魅力型」、「關懷型」、「啟發型」與組織文化類型中之「創新型文化」、「支持型文化」、「官僚型文化」皆呈現顯著高度相關性，其中「官僚型文化」與主管領導模式中之各構面僅呈現顯著低度相關性。4. 主管領導模式中之「魅力型」、「關懷型」、「啟發型」與組織績效目標中之「個人工作滿足與歸屬感」、「生產力與效率目標」、「人群關係」皆呈現顯著高度相關性，其中「魅力型」與「生產力與效率目標」、「啟發型」與「人群關係」有極佳之高度相關性。5. 組織文化類型中之「創新型文化」、「支持型文化」與組織績效目標中之「個人工作滿足與歸屬感」、「生產力與效率目標」、「人群關係」皆呈現顯著中度以上相關性，而組織文化類型中之「官僚型文化」與組織績效目標中之各構面僅呈現低度相關性。　　For the long years, the military instructors have been undertaken the following school jobs such as teaching military course, guidance and maintaining school security. Nowadays, the military training affairs have to meet the greater expectations and challenges raised from both school and society. For achieving the goals, they need not only the good morale but also the effective leadership which has regarded as the critical factor to achieve the goals and has greatly affected the organizational performance and development. Differentiation on efficiency occurs when the military instructor’s leadership style or the organizational culture is different. This thesis intends to study the effects of military training executives’ leadership pattern and organizational culture upon the organizational performance. Through the surveying of the questionnaires and relevant materials, we do the pragmatic research. It results in some specific findings. 　　　The 5 major findings of this study are as follows:1 Regarding the acceptability to the “charisma pattern”, “consideration pattern”, “stimulation pattern” of executive leadership model, the military instructors serving in senior or vocational high school are better than those who serve in the college or university. 2 Regarding the revealed achievement to the “individual job satisfaction and sense of belonging”, “productivity and efficiency goal”, “human relationship” of organizational performance goal, the military instructors serving in senior or vocational high school are better than those who serve in the college or university. 3 There is a significantly high correlation between the“charisma pattern”, “consideration pattern”, “stimulation pattern” of executive leadership model and the“innovative culture”, “supportive culture”, “bureaucratic culture” of organizational culture pattern. There appears to have a significantly low correlation between the“bureaucratic culture”and the various dimensions of executive leadership model. 4 There is a significantly high correlation between the “charisma pattern”, “consideration pattern”, “stimulation pattern” of executive leadership model and the “individual job satisfaction and sense of belonging”, “productivity and efficiency goal”, “human relationship” of organizational performance goal. There appears to have a relatively high correlation between the “charisma pattern”and the “productivity and efficiency goal” while the extremely high correlation exists between the “stimulation pattern” and the “human relationship”. 5 There is a significantly over-middle correlation between the “innovative culture”, “supportive culture” of organizational culture pattern and the “individual job satisfaction and sense of belonging”, “productivity and efficiency goal”, “human relationship” of organizational performance goal. There is only a low correlation between the“bureaucratic culture” of organizational culture pattern and the various dimensions of organizational performance.
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