The Relationship Between Empowerment Leadership and Team Performance: The Mediating Effects of Human Capital and Social
潘緻芸、童惠玲
E-mail: 9806525@mail.dyu.edu.tw
ABSTRACT
This research is used to apply the IPO model proposed by McGrath (1984). For the relationship framework, four variables are discussed with empowerment leadership as input, team performance in terms of task performance and innovation performance as output, the influence of human capital and social capital in the process. In addition, the integration of team knowledge management is confirmed by the mediating effect of human capital and social capital, respectively. This research is conducted using a sample from 692 questionnaires and 120 work units for Knowledge Intensive Business Service with 447 effective data and 82 effective work unit data. Hierarchical Regression Model is used to test the hypotheses. The re-sults of the study are as follows: (1) Empowerment leadership, social capital, and hu-man capital, respectively, has significant positive impact on team performance. (2) Em-powerment leadership has a significant positive effect on social capital. (3) social capi-tal has mediating effect on empowerment leadership to team performance.
Keywords : empowerment leadership、human capital、social capital、team performance、task performance、innovation performance
Table of Contents
內容目錄 中文摘要 ．．．．．．．．．．．．．．．．．．．．． iii 英文摘要 ．．．．．．．．．．．．．．．．
．．．．． iv 誌謝辭 ．．．．．．．．．．．．．．．．．．．．． vi 內容目錄 ．．．．．．．．．．．．．．
．．．．．．． vii 表目錄 ．．．．．．．．．．．．．．．．．．．．． ix 圖目錄 ．．．．．．．．．．．．
．．．．．．．．． x 第一章 緒論．．．．．．．．．．．．．．．．．．． 1 第一節 研究背景與動機．．
．．．．．．．．．． 1 第二節 研究目的．．．．．．．．．．．．．．． 3 第二章 文獻探討．．．．．．
．．．．．．．．．．． 4 第一節 理論基礎．．．．．．．．．．．．．．． 4 第二節 賦權領導對團隊 績效之影響．．．．．．． 5 第三節 人力資本對團隊績效之影響．．．．．．． 9 第四節 社會資本對團 隊績效之影響．．．．．．． 11 第五節 賦權領導對人力資本與社會資本之影響．． 12 第六節 人力資本 與社會資本之中介效果．．．．． 13 第三章 研究方法．．．．．．．．．．．．．．．．． 15 第一節 研究 架構．．．．．．．．．．．．．．． 15 第二節 研究假設．．．．．．．．．．．．．．． 16 第三節 研究對象．．．．．．．．．．．．．．． 17 第四節 衡量工具．．．．．．．．．．．．．．． 22 第五節 資料分析方法．．．．．．．．．．．．． 25 第四章 研究結果．．．．．．．．．．．．．．．．． 27 第 一節 評分者間信度分析．．．．．．．．．．． 27 第二節 相關分析．．．．．．．．．．．．．．． 28 第三節 迴歸分析．．．．．．．．．．．．．．． 30 第五章 結論與建議．．．．．．．．．．．．．．．．
36 第一節 研究結果討論．．．．．．．．．．．．． 36 第二節 研究意涵．．．．．．．．．．．．．
．． 40 第三節 研究限制與建議．．．．．．．．．．．． 42 參考文獻 ．．．．．．．．．．．．．．．．．
．．．． 44 附錄 研究問卷．．．．．．．．．．．．．．．．．． 65 表目錄 表 3- 1 研究假設．．．．．．．．．
．．．．．．．．． 16 表 3- 2 問卷發放與回收狀況．．．．．．．．．．．．． 18 表 3- 3 研究樣本之個人資料描述性統 計表．．．．．．． 19 表 3- 4 研究樣本之工作單位描述性統計表．．．．．．． 21 表 4- 1 評分者間信度指標．．．．．
．．．．．．．．． 27 表 4- 2 各變數之相關分析結果．．．．．．．．．．．． 29 表 4- 3 賦權領導對團隊績效之迴歸分 析．．．．．．．． 30 表 4- 4 人力資本與社會資本對任務績效之迴歸分析．．． 32 表 4- 5 人力資本與社會資本對創新績 效之迴歸分析．．． 33 表 4- 6 賦權領導對人力資本與社會資本之迴歸分析．．． 34 表 4- 7 社會資本中介效果之迴歸分析
．．．．．．．．． 35 表 5- 1 假設驗證結果．．．．．．．．．．．．．．．． 36 圖目錄 圖 3- 1 研究架構．．．．．
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