真誠領導對員工建言行為的影響-以溝通滿意度為中介效果

Abstract

真誠領導是近十年來新興的領導理論，主要是著重於領導著者本身的人格特質，而員工的建言行為是屬於組織公民行為的一種，對於組織創新、發展具有重要的影響，因此，本研究的主要目的為探討主管真誠領導對員工建言行為的影響，以及溝通滿意度是否會在兩者間產生中介效果。本研究以一般企業全職員工為研究對象，採問卷調查方式進行資料蒐集，總共發出250份問卷，共計回收231份有效問卷，回收率為93.2%。在統計分析上以結構方程模式進行假設驗證，研究結果發現:(1)真誠領導並未對員工的建言行為產生直接的正向影響；(2)真誠領導對員工的溝通滿意度有正向影響；(3)真誠領導會透過溝通滿意度而影響到員工的建言行為。最後，本研究根據研究結果提出實務意涵以及後續研究之建議，本研究建議未來企業界可以培育出真誠正直的領導者，促進主管與員工之間的溝通氣氛，促使員工願意主動提出對公司有益的意見與想法。Authentic leadership is a kind of leadership that has being popular in recent years. It focus on the leader’s personality. Voice behavior is also a kind of organizational citizenship behavior. It has deep impact on organizational innovation and development. Therefore, the aim of this research is to explore authentic leadership will increase the voice behavior of employees via a mediating effect upon employee’s communication satisfaction. Using structured questionnaires, 250 full-time employees were surveyed and a total of 231 responses were received. The effective response rate is 93.2%. The data was analyzed by structural equation model to test hypotheses. The results showed that : (1) There is not a positive relationship between authentic leadership and voice behavior；(2) There is a positive relationship between authentic leadership and communication satisfaction；(3) Communication satisfaction mediates the relationship and voice behavior. According to the results, the implications for practice and suggestions for future studies are also provided. Hoping companies could cultivate leader who is authentic in order to facilitate the employees to provide their ideas and suggestions.