表演藝術團體僕人領導行為、工作滿意及組織承諾相關之研究

Abstract

本研究旨在探究表演藝術團體行政人員知覺僕人領導行為及其工作滿意與組織承諾之相關。首先透過文獻分析，探討理論基礎及相關研究。其次施行問卷調查，針對98~100年度獲選於行政院文建會演藝團隊分級獎助計畫表演藝術團隊行政人員做為研究對象進行調查研究，有效問卷回收共計154 份。問卷共包含四部分：個人基本資料、主管僕人領導行為、工作滿意及組織承諾。所得資料以描述性統計分析、獨立樣本ｔ考驗、單因子變異數分析、皮爾森積差相關分析以及多元逐步迴歸分析等方法來進行分析。 根據資料分析結果，本研究結論如下： 一、 現今表演藝術團體行政人員知覺僕人領導行為、工作滿意、組織承諾具有中等以上程度。 二、 不同婚姻狀況之行政人員知覺主管「關愛他人」有顯著差異；不同類型表演藝術團體行政人員知覺主管「服務他人」、「關愛他人」、「外在滿意」、「留職承諾」具有顯著差異；先前有無相關工作經驗之行政人員知覺「留職承諾」具有顯著差異。 三、 表演藝術團體僕人領導行為與行政人員工作滿意有顯著正相關；表演藝術團體主管僕人領導行為與行政人員組織承諾有顯著正相關；行政人員的工作滿意與組織承諾有顯著正相關。 四、 表演藝術團體僕人領導行為對工作滿意有顯著預測力，可解釋變異量達65.9%；表演藝術團體僕人領導行為對組織承諾具有顯著預測力，可解釋變異量達50.2%。 最後根據研究結果，提出各項建議，供表演藝術團體主管及未來研究參考。

The main purpose of this study was to explore the relationship among performing arts groups’ servant leadership behavior, job satisfaction and organizational commitment. A survey was conducted, and subjects of the study were selected from the performing arts team executive officers of the Council for Cultural Affairs funded performing arts team program from 2009 to 2011. A total of 154 valid questionnaires were returned. The questionnaire contained four parts: subject profile, competent servant leadership behavior, job satisfaction, and organizational commitment. The data was analyzed using descriptive statistics, t-test, one-way ANOVA, Pearson’s product-moment correlation, and multiple stepwise regression analysis. The results showed the following findings: (1) The administrative staff of performing arts groups now perceive over a moderate degree of servant-leadership behavior, job satisfaction, organizational commitment. (2) There are significant differences among administrative staff with different marital status in their perceptions in “caring for others”, among administrative staff with different types of performing arts groups in their perception of “serving others”, “caring for others”, “extrinsic satisfaction” and “retention commitment”, and among administrative staff with previous related work experience in their perception “retention commitment”. (3) There are positive correlations between the servant leadership behavior and administrative staffs’ job satisfaction, the servant leadership behavior and administrative staff’s organizational commitment, the administrative staff’s job satisfaction and organizational commitment. (4) Performing arts groups’ servant leadership behavior is a significant predicator for administrative staff’s job satisfaction and organizational commitment, and the total variance is 65.9% and 50.2%, respectively. Some suggestions are made for leaders of performing arts groups in the conclusion, and future research is proposed.