"Substitutes for leadership" is a new emerging leadership model of organizations within turbulent environments. Employee might minimize the "need for leadership" by "shared values", "self-managed work teams" and "cynicism". These substitutes would have further direct impacts on job outcomes as well.
This study suggests that the higher the extent of shared values, self-managed work teams or cynicism, the lower the extent of the need for leadership. Also except cynicism, the higher the extent of shared values or self-managed work teams, the higher the extent of job outcomes. Data used were collected in two Kaohsiung companies, including an insurance agent and a semiconductor company.
After statistic analyzes the results are stated as bellow:
¢¹. Differences of all variables due to characteristics of individuals.
1. The insurance agent: Employee are graduated from senior high schools have
the higher extents of job outcomes than those are graduated from colleges.
Sales have the higher extent of shared values, self-managed work teams and job outcomes, and the lower extent of cynicism than clerks.
2. The semiconductor company: No characteristics of individuals make a
difference of variables.
¢º. Relationships between substitutes and the need for leadership.
1. The insurance agent: The higher the extent of shared values the higher the extent of the need for leadership. The higher the extent of self-managed work teams the higher the extent of the need for leadership. The higher the extent of cynicism the higher the extent of the need for leadership.
2. The semiconductor company: The same as the above.
¢». Relationships between substitutes and job outcomes.
1. The insurance agent: The higher the extent of shared values, the higher the extent of job outcomes; the higher the extent of self-managed work teams, the higher the extent of job outcomes; the lower the extent of cynicism, the higher the extent of job outcomes.
2. The semiconductor company: The same as the above.
The empirical results show that although the substitutes regression model can offer explanation of job outcomes, the higher extents of shared values and self-managed work teams do not lead to the lower extent of the need for leadership. The reason that hypotheses are not approved seems to be the sampling. The insurance agent is an organization of the tight leader-follower relationship; the subordinators of the newly established semiconductor company of course strongly depend on the experienced leaders. Or shared values and self-managed work teams would not be the substitutes for leadership in deed. Or leadership could not be replaced at all!
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0820101-085006 |
| Date | 20 August 2001 |
| Creators | Chung, Anyi |
| Contributors | Jin Feng Uen, Liang-Chih Huang, Shyh-jer Chen |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0820101-085006 |
| Rights | unrestricted, Copyright information available at source archive |
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