本研究旨在探討臺北市國民中學校長競值領導與組織氣氛關係之研究。研究目的包括：瞭解國民中學校長競值架構領導層面及學校組織氣氛之現況及關係；不同背景變項的國民中學教師，對校長競值架構領導層面知覺之差異以及對學校組織氣氛知覺之差異；根據研究結果提出建議，作為國民中學校長及未來研究者之參考。
為達成上述目的，本研究採用「問卷調查法」來進行研究，以臺北市公立國民中學教師為研究對象。本研究正式問卷調查，為求具代表性，依不同學校規模分別抽取「24班（含）以下」學校8所、「25-48班」及「49班（含）以上」學校12所，共32所學校。發出問卷700份，回收631份，回收率90.1％，無效問卷26份，有效問卷605份，有效回收率為86.4％。本研究使用工具「臺北市國民中學校長競值領導與組織氣氛關係之研究」問卷，除了受試者基本資料外，包含兩份量表，分別是「校長競值領導行為量表」與「中學組織氣氛描述問卷」。在資料的統計分析方面採用描述性統計、t 考驗、單因子變異數分析、多元逐步迴歸分析等方法。根據研究發現，歸納本研究結論如下：
本研究主要結論如下：
一、臺北市國民中學教師對校長競值領導行為之「注重競爭」感受最高，「涉及個人」感受最低。
二、臺北市國民中學教師對學校組織氣氛之「投入行為」、「支持行為」感受較佳，「受挫行為」、「指示行為」感受較差。
三、臺北市國民中學教師對「女性校長」在校長競值領導行為及學校組織氣氛上認同度較高。
四、臺北市國民中學教師感受到「51-55歲校長」在校長競值領導行為及學校組織氣氛上表現較佳。
五、臺北市國民中學教師感受到具博士教育背景之校長在組織氣氛的表現上，優於四十學分班及師範院校的校長。
六、臺北市國民中學教師對於組織氣氛的感受，男性教師對「受挫行為」高於女性教師；51歲以上教師對「支持行為」與「投入行為」感受最高、30歲以下教師對「指示行為」感受最高。
七、臺北市國民中學教師對於組織氣氛的感受，具碩博士學位教師「受挫行為」感受最高；服務21年以上教師「投入行為」感受最高、10年以下教師「指示行為」感受最高。
八、臺北市國民中學教師因為擔任職務之不同，兼任主任對「支持行為」感受最高；兼任組長「受挫行為」感受最高。
九、校長競值領導各層面對開放指數具有預測力，因此校長競值領導行為對學校組織氣氛產生顯著的正向直接影響。
關鍵詞：競值領導、組織氣氛 / This study aims to explore the relationship between principals' competing values leadership and organizational climate in junior high schools in Taipei city. The purposes of this study is to know the fact and relationship between principals' competing values leadership and organizational climate in junior high schools and the differences among junior high schools’ teacher with different background’s perceptions on principal’s competing values leadership and organizational climate in schools. According to the results of the study, we provide suggestions for principles of junior high schools and future studies.
This study conducts a questionnaire survey using stratified sampling according to school size, and surveys on 700 teachers from 32 public junior high schools in Taipei (8 schools of 24 classes below, 12 schools of 25-48 classes, and 12 schools of 49 classes above). The response rates were 90.1％; the usable rates were 86.4％. The research instruments are “Principals’ CVF Managerial Behavior Instrument” and “Organizational Climate Description Questionnaire for Secondary Schools, OCDQ-RS.” The collected data were analyzed by using the descriptive statistic, t-test, one-way ANOVA, multiple stepwise regression analysis, and so on.
According to the finding, the conclusions of this study are:
1. Junior high school teachers in Taipei were most aware of the “producing results” dimension of competing values leadership, and less aware of “relating to people” dimension of competing values leadership.
2. Junior high school teachers in Taipei were better aware of “engaged behavior” and “supportive behavior,” but less aware of “frustrated behavior” and “directive behavior.”
3. Taipei’s junior high school teachers’ identification with “female principals” competing values leadership and organizational climates in schools are higher.
4. Junior high school teachers in Taipei feel that the principals in their age of 51-55 perform better in principals’ competing values leadership and organizational climate in schools.
5. Junior high schools of principals with doctorial degree perform better than principals with degree of bachelor or degree of forty credits in organizational climates.
6.Among Taipei junior high school teachers’ perception of organizational climates, male teachers’ perception of “frustrated behavior” is higher than female teachers’; teaches with age above 51 were most aware of “supportive behavior” and “engaged behavior,” and teacher with age below 30 were most aware of “directive behavior.”
7.Teachers’ with master and doctoral degree were most aware of “frustrated behavior,” teachers’ serve more than 21 years were most aware of “engaged behavior,” and teachers’ serve less then 10 years were most aware of “directive behavior.”
8. Teacher’s perception of organizational climate are differ from their different positions. The teachers serve as directors were most aware of “supportive behavior”, the teachers serve as section chiefs are most aware of “frustrated behavior.”
9. The different dimensions of principal’s competing values leadership behavior could well predict openness index in junior high schools; therefore, the principals’ competing values leadership could positively affect organizational climate in schools.
Key words: competing values leadership, organizational climate
| Identifer | oai:union.ndltd.org:CHENGCHI/G0095911005 |
| Creators | 薛仲平 |
| Publisher | 國立政治大學 |
| Source Sets | National Chengchi University Libraries |
| Language | 中文 |
| Detected Language | English |
| Type | text |
| Rights | Copyright © nccu library on behalf of the copyright holders |
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