A moderated-mediation model of transformational leadership on follower engagement: the role of psychological capital.January 2013 (has links)
隨著積極組織行為學 (positive organizational behaviour) 的研究趨勢，本研究通過正向心理的角度，考察轉換型領導 (transformational leadership) 對員工工作投入感 (work engagement) 的影響。本研究提出一個中介調節模型，旨在探討轉換型領導透過心理意義 (psychological meaningfulness) 的中介效果對下屬工作投入感之影響；此外本研究亦試圖探討下屬的心理資本 (psychological capital) 是否能夠調節心理意義和工作投入感之間的關聯。二百七十一名從事各種不同行業的中國人完成了網上問卷調查。研究發現：（一）領導者的轉換型領導行為有效增強下屬的工作投入感；（二）心理意義在轉換型領導與下屬工作投入感之間具有部分中介效果；（三）心理意義和工作投入感之間關聯的強度取決於下屬心理資本的水平；下屬的心理資本正向調節了整個中介過程，強化了積極的心理過程 (positive psychological process)，激發更高水平的工作投入感。這項研究關注了下屬在領導過程的角色；此外它擴大了目前領導領域的研究，涵蓋了底層的激發積極性機制(motivational process)，和有效的下屬特性，以帶出領導者對下屬工作投入感的影響。最後，本文亦討論了這研究對理論發展的貢獻，以及對應用層面於員工培訓方面的實際啟示。 / With the emerging interest in positive organizational behaviour, this study adopted a positive psychological perspective in examining the impact of transformational leadership on employee work engagement. The study proposed a moderated-mediation model with supervisor transformational leadership as an antecedent in predicting follower work engagement, psychological meaningfulness as a mediator that explains the underlying leadership process, and psychological capital (PsyCap) as a boundary condition that moderates the association between psychological meaningfulness and work engagement. Two hundred and seventy-one Chinese employees, from a diverse range of industries, completed the online questionnaire. The study found that (a) transformational leaders enhanced followers’ level of work engagement; (b) psychological meaningfulness played a partial mediating role in translating the positive impact of transformational leaders to increased follower work engagement; and (c) the strength of the link between psychological meaningfulness and work engagement depended on the level of PsyCap. PsyCap moderated the mediated leadership process such that it enhanced the positive psychological process to lead to higher levels of work engagement. The study investigated the understudied impact of followership in leadership processes. Moreover, it suggested a broader leadership framework that encompasses the underlying motivational mechanism and the effective followership characteristic in bringing out leaders’ impact on follower engagement. Theoretical implications and applied implications on employee training are discussed. / Detailed summary in vernacular field only. / Leung, Lok Chi. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 30-40). / Abstracts also in Chinese. / Abstract --- p.i / 摘要 --- p.ii / List of Tables --- p.vi / List of Figures --- p.vii / Chapter CHAPTER 1. --- INTRODUCTION --- p.1 / Work Engagement --- p.2 / Transformational Leadership --- p.3 / Association between Transformational Leadership and Follower Engagement --- p.4 / Psychological Meaningfulness as Mediator --- p.5 / Moderation by Follower Positivity --- p.7 / Psychological Capital (PsyCap) --- p.8 / Psychological Capital as Moderator --- p.9 / Chapter CHAPTER 2. --- METHOD --- p.12 / Participants and Procedure --- p.12 / Measures --- p.14 / Chapter CHAPTER 3. --- RESULTS --- p.16 / Measurement Model --- p.16 / Descriptive Statistics and Factor Correlations --- p.18 / Direct and Indirect Effect --- p.18 / Moderated Mediation Effect --- p.19 / Chapter CHAPTER 4. --- DISCUSSION --- p.22 / The Transformational Leadership Process --- p.22 / Effective Follower Attribute --- p.23 / Development of POB Literature --- p.25 / Positivity and Meaning in Chinese --- p.26 / Limitations and Future Research --- p.27 / Practical Implication --- p.28 / Concluding Remarks --- p.29 / Reference --- p.30 / Appendix --- p.41
Motivation of middle management staff in property management company: a comparison between subsidiary companiesof a developer and independent management companiesLau, Hoi-keung, John., 劉海強. January 2006 (has links)
published_or_final_version / Housing Management / Master / Master of Housing Management
丘紹箕, Yau, Siu-kei
Following the publication of Perry and Wise’s essay on public service motivation (PSM) in 1990 and Perry’s PSM measurement scale in 1996, the concept of public service motivation has attracted wide attention and empirical research on its definition, measurement and incidence in the past twenty years. However, little empirical research has been conducted on PSM in Hong Kong. This research is intended to examine the dimensionality and generalizability of PSM in Hong Kong by using self-administered survey instruments with two groups of different respondents. Group 1 consisted of 55 students of Master of Public Administration of the University of Hong Kong (mostly full time public servants) whilst Group 2 consisted of 78 undergraduates from different faculties in the same university. Two separate survey instruments were used for group 1 and group 2 respondents. All 40 items of Perry’s PSM dimensions were included in the two survey instruments with additional 7 items and 8 items added for group 1 and group 2 respectively. The additional items were introduced to measure the relationship of variables including organizational commitment and job expectation and PSM dimensions. The findings did not reveal the PSM level of group 1 was higher than group 2. However, females were found having relatively higher PSM level than males under the dimension of Attraction to Public Policy Making. The independent variable of Organization Commitment was strongly and positively correlated with the dimensions of Commitment to Public Interest, Civic Duty and Self Sacrifice while Job Expectation was strongly and positively correlated with the dimensions of Attraction to Public Policy Making, Social Justice, Civic Duty and Self Sacrifice. This research contributed to provide better understanding and knowledge of PSM in the Hong Kong context especially on the influence of the independent variables of organizational commitment and job expectation on PSM dimensions. / published_or_final_version / Public Administration / Master / Master of Public Administration
Au Yeung, Yu-shing, Kennedy., 歐陽汝城.
published_or_final_version / abstract / toc / Education / Master / Master of Education
An investigation of motivation and job satisfaction of civil and structural engineers in the building and civil engineering industryWoo, Yiu-man, Edwin., 胡耀民. January 1985 (has links)
published_or_final_version / Management Studies / Master / Master of Business Administration
Lee, Ying-tong, Sanna., 李瀅鏜.
published_or_final_version / Japanese Studies / Master / Master of Philosophy
Chiang, Yam-wang, Allan., 蔣任宏.
published_or_final_version / Public Administration / Master / Master of Social Sciences
by Law Tak Yan. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves 44-46). / TABLE OF CONTENTS / APPROVAL --- p.ii / ABSTRACT --- p.iii / TABLE OF CONTENTS --- p.iv / LIST OF ILLUSTRATIONS --- p.vi / LIST OF TABLES --- p.vii / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- LITERATURE REVIEW --- p.3 / Definitions of Organisational Commitment --- p.3 / Antecedents of Organisational Commitment --- p.4 / Job Characteristics Model --- p.6 / Core Job Characteristic Dimensions --- p.7 / Skill Variety --- p.8 / Task Identity --- p.8 / Task Significance --- p.8 / Autonomy --- p.8 / Feedback --- p.9 / Critical Psychological States --- p.10 / Personal and Work Outcomes --- p.10 / Growth Need Strength --- p.11 / Relationship between Organisational Commitment and Job Characteristics --- p.11 / Chapter III. --- METHODOLOGY --- p.13 / Organisation of the Labour Department --- p.13 / Sample Characteristics --- p.17 / Measurement of Organisational Commitment --- p.18 / The Job Diagnostic Survey --- p.20 / Interview --- p.22 / Chapter IV. --- RESULTS AND ANALYSIS --- p.23 / Level of Organisational Commitment --- p.25 / Comparison of Job Characteristics --- p.27 / Skill Variety --- p.27 / Task Identity --- p.28 / Task Significance --- p.28 / Autonomy --- p.29 / Feedback --- p.30 / Antecedents of Organisational Commitment for Assistant Labour Officers --- p.31 / Chapter V. --- DISCUSSION AND CONCLUSION --- p.32 / Enrichment of Job Characteristics by Job Redesign --- p.32 / Combining Tasks --- p.33 / Establishing Client Relationship --- p.33 / Opening Feedback Channels --- p.34 / Antecedents of Organisational Commitment --- p.34 / APPENDIX --- p.36 / BIBLIOGRAPHY --- p.44
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