摘要
本研究关注重点是专属华人的差序式领导如何影响组织承诺,进而对员工的工作绩效产生机理作用;且进一步探讨组织文化在差序式领导与组织承诺间的调节效果。本研究以台湾及大陆制造业基层员工为研究对象,于台湾和大陆二地总共发放400份问卷,回收有效为226份。研究结果显示:1) 差序式领导对组织承诺具有显着影响;2) 组织承诺对工作绩效具有显着的影响;3) 差序式领导对工作绩效不具影响效果;4) 组织承诺在差序式领导与工作绩效之间具有完全中介效果;5) 组织文化对差序式领导的调节作用对组织承诺不具影响效果。
This study explores how the differential leadership of Chinese organizations affects organizational commitment, which in turn has an impact on employee performance. This research also further explores the moderating effect of organizational culture between differential leadership and or-ganizational commitment. In this study, basic-level employees in the manufacturing industry in Taiwan and the mainland of China were the research objects. A total of 400 questionnaires were distributed in Taiwan and China Mainland, and 226 were valid. The results are described as follows: 1) Differential leadership has a significant influence on organizational commitment. 2) Or-ganizational commitment has a significant influence on job performance. 3) Differential leadership has no influence on job performance. 4) Organizational commitment has a full mediating effect on the relationship between differential leadership and job performance. 5) The moderating effect of organizational culture on the relationship between differential leadership and organizational commitment has no influence.
出处
《现代管理》
2020年第5期817-824,共8页
Modern Management
关键词
差序式领导
组织承诺
工作绩效
组织文化
Differential Leadership
Organizational Commitment
Job Performance
Organizational Culture
