本研究旨在瞭解臺北市國民中學校長正向領導、教師幸福感與教師組織承諾關係之現況，分析不同背景變項之教師在知覺校長正向領導、教師幸福感與教師組織承諾關係之差異情形，並探討三者之間的關係及影響，最後藉由校長正向領導與教師幸福感對教師組織承諾進行預測。 本研究採調查研究法，研究對象為臺北市國民中學教師，共計發出611份問卷，回收487份有效問卷，問卷有效率達80.0%。資料處理分別以描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾遜積差相關及多元逐步迴歸分析等統計方式進行統計分析。 本研究獲致以下之結論： 一、臺北市國民中學教師對校長正向領導、教師幸福感與教師組織承諾的知覺程度皆屬於中高程度。 二、以校長正向領導、教師幸福感與教師組織承諾三變項而言，年齡與擔任職務皆是重要影響因素，皆已51歲以上與擔任主任或組長職務之教師知覺程度較高。 三、臺北市國民中學校長正向領導、教師幸福感與教師組織承諾的整體及各分層面，彼此之間具有正相關的關係。 四、臺北市國民中學校長正向領導與教師幸福感對教師組織承諾具有預測作用，以「校長正向領導」的預測力最佳。 最後依據研究結果與結論，提出具體建議，以供教育行政機關、學校校長與教師以及未來研究參考。 / The purpose of this study was to investigate the current development of principal’s positive leadership, teachers’ well-being and teachers’ organizational commitment in junior high schools in Taipei City, and to analyze the difference between teachers of different background variables, and to explore the relationship among the three variables. This study has aimed to predict teachers’ organizational commitment through principal’s positive leadership and teachers’ well-being. Through the use of questionnaire survey method, data were collected teacher from junior high schools in Taipei City, distributing 611 questionnaires in total. Valid questionnaires of 487 were collected, with a usable rate of 80.0%. All data were analyzed by the methods of descriptive statistics, independent t-test, one-way ANOVA, Pearson correlation, and multiple regression. The conclusions of this study are as follows: 1. Junior high school teachers’ perception of principal’s positive leadership, teachers’ well-being, teachers’ organizational commitment is above average 2. There are significant differences in the junior high school teachers’ perception of principal’s positive leadership, , teachers’ well-being, teachers’ organizational commitment in terms of age, and position. 3. There is a positive correlation among the principal’s positive leadership, teachers’ well-being, and teachers’ organizational commitment. 4. Principal’s positive leadership and teachers’ well-being have a predictive effect on teachers’ organizational commitment.

Le concept multidimensionnel de l’engagement organisationnel s’avère prépondérant dans les organisations de par son impact positif sur la santé mentale des travailleurs. D’ailleurs, plusieurs chercheurs montrent clairement l’existence d’un lien significatif entre l’engagement organisationnel et la santé mentale au travail. Toutefois, on remarque que les recherches à ce jour, se contredisent pour ce qui est du sens de la relation entre l’engagement organisationnel et les problèmes de santé mentale, dont la détresse psychologique. L’objectif principal de ce mémoire consiste à vérifier (a) le sens de la relation entre le construit multidimensionnel de l’engagement organisationnel et la détresse psychologique chez les travailleurs et les travailleuses, ainsi que (b) l’effet modérateur du genre sur la relation entre l’engagement organisationnel et la détresse psychologique. Les résultats ont été obtenus à partir d’une population d’étude composée de deux-cent-soixante-et-un répondants provenant d’une Société d’Assurance Canadienne. Les analyses factorielles ont démontré que l’engagement organisationnel est composé de quatre facteurs (affective, normative, continue et résignée). Les résultats obtenus révèlent donc quatre formes d’engagement organisationnel. Les analyses de régressions multiples stipulent que la composante affective et continue de l’engagement organisationnel s’avère significativement reliée de façon négative à la détresse psychologique. Autrement dit, les employés engagés de façon affective et continue au travail, risquent moins de souffrir de détresse psychologique. Par ailleurs, la composante résignée se montre significativement reliée, mais de façon positive à la détresse psychologique. Donc, un travailleur engagé de façon résignée au travail, augmente ses probabilités de souffrir de détresse psychologique. Cependant, l’engagement normatif n’est pas significativement associé à la détresse psychologique. Enfin, le genre exerce un effet modérateur sur seulement une composante de l’engagement organisationnel, soit l’affective. Les retombées de ces résultats sont discutées. / The multi-dimensional concept of organizational commitment is a key criterion of the quality of mental health in the work life. Moreover, many researchers clearly showed that organizational commitment is associated with mental health. However, many studies, up to today, contradict themselves to determine the direction of the relationship between organizational commitment and mental health problems, including psychological distress. The aim of the study is to determine (a) the direction of the relationship between the multidimensional construct of organizational commitment and psychological distress among men and women workers, and (b) whether the gender status acts as a moderator of the relationship between organizational commitment and psychological distress. The results were obtained from a population of two hundred and sixty-one workers from a Canadian insurance company. The study found that organizational commitment is a four component construct (affective, normative, continuance, resigned). The multiple regression analysis revealed that affective and continuance commitment influence negatively psychological distress. More specifically, an employee displaying a strong affective or continuance commitment, is less likely to experience psychological distress at work. Moreover, the results of our study suggest that “resigned” commitment influences positively psychological distress. Therefore, workers showing signs of resignation at work, are more likely to experience psychological distress. However, results indicate that normative commitment is not associated with psychological distress. Finally, the gender status only acts as a moderator of the relationship between affective commitment and psychological distress. The implications of these results are discussed.

How does authentic leadership influence subordinate outcomes? It depends on whom you ask. Using Walumbwa, Avolio, Gardner, Wernsing, and Peterson’s (2008) theory-based measure of authentic leadership, this dissertation research advances the authentic leadership literature by: 1) examining relations between managers’ self-reported and subordinates’ ratings of authentic leadership and subordinate outcomes; 2) testing the theoretical proposition that more authentic leaders are inherently more ethical both in the values they subscribe to and in their behavior when compared to less authentic leaders; and 3) examining the mediating mechanisms that account for relations between authentic leadership and subordinate outcomes. Using a field sample of 188 managers and 75 subordinates, results revealed that subordinates and their managers do not see eye to eye in their perceptions of managers’ authentic leadership as the correlation between their ratings was only marginally significant. General support was found for the notion that more authentic leaders subscribe more to self-transcendent values and less to self-enhancement values when compared to less authentic leaders; they also engage in more ethical decision making. Furthermore, results showed that authentic leadership is associated with a broad range of subordinate outcomes, including leader-member exchange, affective organizational commitment, organizational citizenship behavior, and job performance. However, these relations were found only within source. Mediation analyses revealed that subordinates’ trust in their manager partially mediated the relation between subordinate-rated authentic leadership and subordinates’ perceptions of the quality of their relationship with their manager (LMX). Mediation analyses also revealed that subordinates’ trust in their manager and their sense of psychological empowerment each mediated relations between subordinate-rated authentic leadership and subordinates’ affective organizational commitment. In addition, managers’ self-reported empowering leader behavior mediated the relation between managers’ self-rated authentic leadership and their ratings of their subordinates’ organizational citizenship behavior. Implications for research and practice are discussed.

Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided.

Le but de notre recherche est d’étudier l’influence de la réalisation des promesses relatives aux conditions d’emploi et de la réalisation des attentes relatives aux conditions d’exercice de la profession sur l’engagement organisationnel et l’engagement de carrière des PRH. Notre étude est empirique et basée sur une enquête réalisée auprès de 636 PRH exerçant au Québec. Notre étude repose sur la théorie du contrat psychologique qui soutient que l’entente mutuelle et réciproque entre l’employeur et l’employé a des répercussions sur les comportements des travailleurs dont l’engagement organisationnel. Nous trouvons un lien intéressant à établir entre la réalisation des promesses liées aux conditions d’emploi et la réalisation des attentes relatives aux conditions d’exercice de la profession. Nos résultats ont révélé que la réalisation par l’employeur des promesses liées aux conditions d’emploi va affecter l’engagement organisationnel et l’engagement de carrière. Plus particulièrement la réalisation des promesses en lien avec le contenu de l’emploi et l’atmosphère sociale influence l’engagement organisationnel affectif tandis que la réalisation des promesses liées au développement externe influence l’engagement de carrière relatif aux alternatives limitées. Nos résultats montrent aussi que les attentes relatives aux conditions d’exercice de la profession influencent l’engagement organisationnel et l’engagement de carrière. Notamment la réalisation des attentes relatives au rôle de partenaire d’affaire influence l’engagement organisationnel affectif. Bref, la théorie du contrat psychologique offre un cadre explicatif intéressant pour comprendre la dualité de l’attachement des professionnels envers leur profession et envers l’organisation qui les emploie. / The purpose of our research is to study the influence of the fulfillment of the employer’s promises in regard the employment conditions and the fulfillment of the employees’ expectations related to their practices roles on the organizational commitment as well as on the occupational commitment. Our study is empirical and based on a survey conducted among 636 HRP practicing in Quebec. Our study uses the theoretical framework of the psychological contract suggesting the reciprocity of the mutual agreement between the employer and the employee has an impact on the workers’ behaviours including the organizational commitment. We are finding an interesting link to establish between the fulfilment of the promises related to the employment conditions and the expectations related to the professional roles. Our findings reveal that fulfilment of the promises made by the employer in regard to the employment conditions will affect the organizational commitment and the occupational commitment. In particular, the fulfilment of the promises link to the work content and the social atmosphere will influence the affective commitment, whereas keeping promises related to external development has an impact on limited alternatives. Also, the fulfilment of the expectations associated to the professional roles will influence the organisational commitment and the occupational commitment. Particularly, the fulfilment of expectations related to business partner role has an influence on affective commitment.

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal

Vadovo-pavaldinio socialinių mainų teorija nagrinėja vadovo ir pavaldinio tarpusavio darbinius santykius. Vadovo-pavaldinio socialinių mainų teorija pabrėžia, jog vadovas formuoja su kiekvienu iš savo pavaldinių kokybiškai skirtingus santykius. Teorija reikšminga ir tuo, kad ne tik vadovas, bet ir pavaldinys traktuojamas kaip svarbus ir lygiavertis diadinių darbinių santykių kūrėjas. Tyrime naudojome R. C. Liden ir J. M. Maslyn (1998) sukurtą Vadovo-pavaldinio socialinių mainų daugiadimensinį modelį, kuris teigia, jog vadovo-pavaldinio socialiniai mainai yra daug sudėtingesnis reiškinys nei bendras socialinių mainų kokybės rodiklis ir apima emocinę, lojalumo, bendradarbiavimo, profesinės pagarbos dimensijas. Komunikacija tarp vadovo ir pavaldinio įvardijama kaip viena iš sąlygų vadovo-pavaldinio socialinių mainų kokybei formuotis. Tuo tarpu vadovo-pavaldinio socialinių mainų kokybė susijusi su jų įsipareigojimu organizacijai, pasitenkinimui darbu ir pan. Šiame darbe kėlėme prielaidą, jog vadovo-pavaldinio socialinių mainų kokybė yra tarpinis kintamasis tarp vadovo ir pavaldinio grįžtamojo ryšio ir tarp vadovo ir pavaldinio įsipareigojimo organizacijai bei pasitenkinimo darbu. Tyrimo rezultatai rodo, jog vadovo ir pavaldinio grįžtamojo ryšio teikimas ir siekimas yra svarbus rodiklis prognozuojant vadovo-pavaldinio socialinių mainų kokybę. Nors vadovo-pavaldinio socialinių mainų kokybė prognozuoja ne visus vadovo ir pavaldinio įsipareigojimo organizacijai bei pasitenkinimo... [toliau žr. visą tekstą] / Leader-Member Exchange theory analyse work relationships between leader and member. Leader-Member Exchange theory underlines that leader forms distinct quality relationships with each member. The theory is meaningful also because leader and member are treated as both equally important for creation of work relationships. We used in our research Leader-Member Exchange multidimensional model, created by R. C. Liden and J. M. Maslyn (1998), which states that leader-member exchanges are more complex than general leader-member exchange quality index and involves affect, loyalty, contribution and professional respect dimensions. Leader-member exchange quality process is conditioned by communication between leader and member. Also, organizational commitment, work satisfaction and so on of leaders and member are conditioned by Leader-member exchange quality. In our research we made assumption that leader-member exchange quality is mediate variable between feedback of leader and member and organizational commitment and work satisfaction of leader and member. Our research indicates that feedback between leader and member is important indicator of leader-member exchange quality prognosis. Leader-member exchange quality prognosticates not all aspects of organizational commitment and work satisfaction of leader and member, still, according to research results, we can state that leader-member exchange quality is mediate variable between feedback of leader and member and organizational... [to full text]

L’objectif de ce mémoire est de comprendre l’impact de la justice organisationnelle sur l’engagement organisationnel des travailleurs du secteur des technologies de l’information et des communications (TIC). Afin d’étudier ce sujet, trois hypothèses de recherche ont été formulés à partir des théories suivantes : 1- la théorie des attentes d’Adams (1965), 2- la théorie de l’échange social de Blau (1964) et 3- la théorie de Leventhal (1980). La première hypothèse stipule que, toutes choses étant égales par ailleurs, la justice distributive fait augmenter l’engagement affectif des travailleurs du secteur des TIC. La seconde hypothèse indique que toutes choses étant égales par ailleurs, la justice procédurale fait augmenter l’engagement affectif des travailleurs du secteur des TIC. La dernière hypothèse énonce que toutes choses étant égales par ailleurs, la justice procédurale a un impact plus important sur l’engagement affectif des travailleurs du secteur des TIC que la justice distributive. Les données utilisées proviennent d’une enquête par questionnaires électroniques auprès de l’ensemble des nouveaux employés d’une entreprise d’envergure internationale du secteur des TIC ayant un établissement à Montréal. Les employés ont été sondés à trois reprises. Les résultats indiquent que la justice distributive fait augmenter l’engagement affectif auprès des travailleurs, ce qui appuie la première hypothèse. Ils démontrent également qu’il n’existe aucune relation statistiquement significative entre la justice procédurale et l’engagement affectif. Seule la justice distributive a un effet sur l’engagement affectif du travailleur. Les résultats montrent l’existence de relations significatives et positives entre trois des variables de contrôle et l’engagement affectif. Il s’agit de : 1- travail sous supervision, 2- soutien organisationnel perçu et 3- satisfaction intrinsèque. / The purpose of this thesis is to analyze the impact of organizational justice on the organizational commitment of workers in the Information Technology and Telecommunications (ITC) sectors. In order to investigate this subject, we have formulated three hypotheses based on the following three theories: 1- Adams’ theory of expectations (1965), 2- Blau’s social exchange theory (1964) and 3- Leventhal’s theory (1980). The first hypothesis states that distributive justice increases worker’s affective commitment. The second hypothesis stipulates that procedural justice increases worker’s affective commitment. The last hypothesis states that distributive justice has a stronger influence on worker’s affective commitment than procedural justice. In order to test our hypotheses, we used data from an electronic-questionnaire. This questionnaire was addressed to all new hires of a global company in the ITC sector based in Montreal. Employees were surveyed at three separate occasions. The findings of this study confirm one of the research hypotheses. Indeed, results show that distributive justice increases worker’s affective commitment. Results also demonstrate that there is no statistically significant relationship between procedural justice and affective commitment. Only distributive justice has an effect on workers’ affective commitment. Finally, results show the existence of a significant and positive relationship between three control variables and affective commitment. These are: 1- Supervised work experience, 2- Perceived organizational support and 3-Intrinsic satisfaction.

本研究旨在探討校長真誠領導與教師組織承諾、組織公民行為之關係，並探究組織承諾在真誠領導與組織公民行為之間是否具有中介變項的效果。 本研究採用問卷調查法，以非完全中學之北部地區，共有110所高中職學校教師為樣本母群體，採分層隨機抽樣，抽出800位受試者，回收有效問卷586份，所得資料分別以描述性統計、t考驗、單因子變異數分析及迴歸分析等統計方法進行資料的分析與處理，以瞭解高中職教師知覺校長真誠領導與教師組織承諾、組織公民行為之現況、差異情形及其預測力。研究結論如下： 一、高中職教師對校長真誠領導之知覺現況中等，以「內化道德觀」最高。 二、高中職教師組織承諾之表現程度屬中等，以「情感性承諾」最高。 三、當前高中職教師組織公民行為之表現屬中等程度，以「對學生之公民行為」最佳。 四、性別、年齡、職務、公私立等四個背景變項在真誠領導、組織承諾、組織公民行為上有顯著差異，以「男性」、「41歲以上」、「兼任主任職務者」、與「私立學校」教師較高。 五、服務總年資及本校服務年資等二個背景變項在組織承諾與組織公民行為上有顯著差異，以服務11年以上之教師比10年以下的教師對學校產生了更高的認同感，表現相對較佳的公民行為。 六、教育背景、學歷、高中職類型等三個背景變項在真誠領導、組織承諾、組織公民行為上無顯著差異。 七、真誠領導與組織承諾對組織公民行為具顯著正相關及預測力 八、組織承諾在真誠領導與組織公民行為間具有部份中介效果 最後依據研究結果與結論，提出具體建議，以作為教育行政機關、高中職校長、以及未來研究的參考。 / The purpose of this study is to investigate the relationship among principal’s Authentic Leadership(AL) and teacher’s Organizational Commitment(OC) and Organizational citizenship behavior(OCB). Furthermore, the mediating effect of AL and OC on OCB was examined. A survey research was conducted using a sample of high school and vocational school teachers in 7 counties/cities in Northern Taiwan, excluding the complete schools. 800 teachers from 110 schools were selected by stratified random sampling. 586 valid sample data collected was analyzed and processed with the methods of descriptive statistics, t-test, one-way ANOVA, multiple-regression analysis. The major findings of this study are as follows: 1.Principal’s AL is above average, “internalized moral perspective” ranks the top. 2.Teacher’s OC is above average, “affective commitment” ranks the top. 3.Teacher’s OCB is above average, “OCB-defending the individual students” ranks the top. 4.Four demographic variables, including gender, age, position, school type, show significant differences in AL, OC, OCB. Teachers who are male, older than 41, work as the chief of department, or work in private schools show higher perception of AL and higher performance of OC and OCB. 5.Two demographic variables, total serving years and serving years in present school, show significant differences in OC, OCB. Teachers with more than 11 serving years show much sense of identification and better performance of OCB. 6.Three demographic variables, including university, education, school category, show no significant differences in AL, OC, OCB. 7.AL is positively related to OC and OCB. In addition, AL has positive direct effect on OCB, OC has positive direct effect on OCB. AL has positive direct effect on OC. 8.OC does have mediating effect on AL and OCB. Based on the results of the research, suggestions for educational administration authorities, principals and future related study are proposed.

本研究旨在探討新北市國小教師兼任行政人員角色壓力、幸福感與組織承諾之關係，並分析不同個人背景變項在角色壓力、幸福感與組織承諾上的差異情形，進而探討角色壓力、幸福感與組織承諾的相關性及角色壓力、幸福感對組織承諾的預測力。透過問卷調查法，以新北市國小教師兼任行政人員為對象，共發出576份問卷，問卷內容包括背景變項問卷、角色壓力問卷、幸福感問卷與組織承諾問卷。回收有效問卷518份，可用率為89.93％。資料統計分析上使用描述性統計、獨立樣本t 檢定、單因子變異數分析、皮爾遜積差相關、逐步多元迴歸分析等方法。 本研究結論如下： 一、新北市國小教師兼任行政人員在整體角色壓力之感受為中等，三層面 中以角色過度負荷感受最大，角色模糊感受最小。 二、新北市國小教師兼任行政人員在整體幸福感之感受為中上程度，四層 面中以樂觀表現感受最大，身心健康感受最小。 三、新北市國小教師兼任行政人員在整體組織承諾之感受相當高，三層面中以努力意願感受最大，留職傾向感受最小。 四、新北市國小教師兼任行政人員個人背景變項在角色壓力、幸福感與組織承諾各層面感受有所差異。 五、新北市國小教師兼任行政人員知覺角色壓力、幸福感與組織承諾相關 有所差異。 六、新北市國小教師兼任行政人員知覺角色壓力與幸福感中以「工作成就」對組織承諾最具預測力。 最後，本研究根據以上結論，分別針對教育行政機關、市立國小行政主管、教師兼任行政人員以及未來研究者提出建議。 關鍵詞：教師兼任行政人員、角色壓力、幸福感、組織承諾 / The purposes of the study are to explore the relationship among role pressure, sense of well-being and organizational commitment of administrative teachers in New Taipei City elementary schools, to analyze the difference among role pressure, sense of well-being and organizational commitment of varied personal backgrounds, and to further examine the relativity among role pressure, sense of well-being and organizational commitment and how significantly organizational commitment can be predicted via role pressure and sense of well-being. Questionnaire survey is adopted and personal background questionnaire, role pressure questionnaire, well-being questionnaire and organizational commitment questionnaire are included. The questionnaires were distributed to 576 administrative teachers in New Taipei City elementary schools, and 518 valid questionnaires were retrieved, with 89.93% of availability. The data were analyzed with descriptive statistics, independent sample t-test, one-way ANOVA, Pearson Product-Moment Correlation and multiple stepwise regression analysis. The results of the study are as follows: 1. The overall degree of role stress among administrative teachers in New Taipei City elementary schools was at the average level, with the feeling of ‘role overload’ the highest, and the feeling of ‘role ambiguity’ the lowest. 2. The overall degree of sense of well-being among administrative teachers in New Taipei City elementary schools was above the average, with the feeling of ‘positive preference’ the highest, and the feeling of ‘mental and physical health’ the lowest. 3. The overall degree of organizational commitment among administrative teachers in New Taipei City elementary schools was very high, with the feeling of ‘hardworking intention’ the highest, and the feeling of ‘tendency to retain the job’ the lowest. 4. The variables of personal background of administrative teachers in New Taipei City elementary schools do influence the degree of their feelings of role stress, sense of well-being and organizational commitment. 5. There are differences among administrative teachers’ awareness of role pressure, sense of well-being and organizational commitment. 6. ‘Working achievement’ is the most reliable predictor to the organizational commitment of administrative teachers. Finally, based on the above-mentioned results, the study would be provided assuggestions for the educational authorities concerned, New Taipei City municipal elementary school administrators, administrative teachers and future researchers. Key words: administrative teachers, role stress, sense of well-being, organizational commitment