台灣漁會領導型態與激勵制度對員工工作績效影響之研究

Impacts of Leadership Styles and Incentive Systems of the Fishermen's Associations on Employee's Job Performance in Taiwan

10.30409/JPA.201009_(36).0003

李娸維(Chi-Wei Li)；高瑞新(Rui-Hsin Kao)；廖翊雅(Yih-Yia Liao)；劉文宏(Wen-Hong Liu)

人事制度 ； 費德勒領導型態 ； 薪資福利制度 ； 升遷與表揚制度 ； 非財務福利制度 ； management institutions of human resource ； Fiedler leadership ； pay system ； promotion system ； non-financial system

公共行政學報

36期（2010 / 09 / 01）

91 - 123

繁體中文

本研究主要探討漁會領導型態與激勵制度對員工工作績效之影響。首先根據文獻分析法及問卷調查結果得知，「領導型態」、「激勵制度」係影響漁會員工工作績效之主要因素。進而，再利用費德勒(Fiedler)領導型態問卷及激勵制度問卷，針對台灣北、中、南區漁會員工為研究對象，實得有效問卷287份。研究結果顯示，漁會員工對漁會激勵制度滿意度偏低。而漁會總幹事之倡導型領導與關懷型領導型態對員工任務績效與情境績效達顯著影響。再者，薪資福利制度對員工情境績效有顯著影響。最後，在薪資福利制度與升遷及表揚制度交互作用下，對員工任務績效影響較大。

This paper discusses the impact of leadership style and incentive systems of the fishermen's associations on employees' job performance in Taiwan. First of all, the key factors-Leadership Styles and Incentive System-are selected according to literature review and questionnaire survey. Next, Fielder leadership model questionnaire, incentive system questionnaire, and employee's job performance questionnaire are used to survey fishermen's associations in Taiwan. The results from 287 employees of Taiwan fishermen association show as follows: 1) Employee is not satisfied with the incentive system of fishermen's association, thus it is necessary to improve the system. 2) Initiation structure and consideration of managing director of fishermen's association both have significant impacts on employee's job performance, as well as the interaction between Initiation structure and consideration does. 3) The pay systems affect effects employee's contextual performance significantly, as well as interaction between the non-financial system and pay system, and the promotion system does. 4) To enhance the leadership of managing director and to improve the incentive system are necessary for improving employee's job performance. Furthermore, to design the non-financial and the pay system, and the promotion system at the same time will also improve employee's job performance a lot.

1. 台灣省漁會（2006）。台灣省漁會督導工作總報告。台北：台灣省漁會。
2. Abratt, R.,Smythe, M. R.(1989).A survey of sales incentive programs.Industrial Marketing Management,18,209-214.
3. Amabile, T. M.,Schatzel, E. A.,Moneta, G. B.,Kramer, S. J.(2004).Leader behaviors and the work environment for creativity: Perceived leader support.The Leadership Quarterly,15,5-32.
4. Anit, S.,Anat, D. Z.(2000).Understanding extra-role behavior in schools: The relationships between job satisfaction, sense of efficacy, and teachers' extra-role behavior.Teaching and Teacher Education,16,649-659.
5. Avolio, B.,Bass, B.,Jung, D.(1999).Re-examining the components of transformational and transactional using Multi-factor Leadership Questionnaire.Journal of Occupational and Organizational Psychology,72(4),441-462.
6. Bass, B. M.,Avolio, B. J.,Jung, D. I.,Berson, Y.(1990).Predicting unit performance by transformational and transactional leadership.Journal of Applied Psychology,88,207-218.
7. Bass, B. M.,Avolio, B. J.,Jung, D. I.,Berson, Y.(2003).Predicting unit performance by assessing transformational and transactional leadership.Journal of Applied Psychology,88(2),207-218.
8. Bishop. J. W.,Scott, K. D.,Burroughs, S. M.(2000).Support, commitment, and employee outcomes in a team environment.Journal of Management,26(6),1113-1132.
9. Blank, W.,Weitzel, J.,Green, S.(1990).The test of the situational leadership theory.Personnel Psychology,43,579-597.
10. Borman, W. C.,White, L. A.(1995).Effects of rate task performance and interpersonal factors on supervisor and peer performance ratings.Journal of Applied Psychology,80,168-177.
11. Brazier, D. K.(2005).Influence of contextual factors on health-care leadership.Leadership & Organization Development Journal,26(1/2),128-140.
12. Casimir, G.(2001).Combinative aspects of leadership style the ordering and temporal spacing of leadership behaviors.The Leadership Quarterly,12,245-278.
13. Clinton, O. L.,Patrick, R. L.,Kathlyn, Y. W.(1988).An assessment of manager/subordinate perceptions of performance appraisal effectiveness.Journal of Business and Psychology,2,311-320.
14. Cuieford, J. P.(1965).Fundamental statistics in psychology and education.New York:McGram-Hill.
15. Diana, L. D.,Donald, G. G.(2000).Performance distributions: Measuring employee performance using total quality management principles.Journal of Quality Management,2,225-241.
16. Edward, J. I.,Timothy, J. K.,Robert, E. A.(1988).Predictors of employee satisfaction with the performance appraisal process.Journal of Business and Psychology,2,306-310.
17. Fiedler, F. E.(1972).Personality, motivational systems, and behavior of high and low LPC persons.Human Relation,25,391-412.
18. Gistafson, S. B.,Mumford, M. D.(1995).Personal style and person-environment fit: A pattern approach.Journal of Vocational,46,163-188.
19. Grant, A. M.,Campbell, E. M.,Chen, g.,Cottone, K.,David, L.,Lee, K.(2007).Impact and the art of motivation maintenance: The effects of contact with beneficiaries on persistence behavior.Organizational Behavior and Human Decision Processes,103,53-67.
20. Hersey. P.,Blanchard, K.(1982).Management of organizational behavior: Utilizing human resources.Englewood Cliffs, NJ:Prentice-Hall.
21. House, R. J.(1971).The path goal of leader effectiveness.Administrative Science Quarterly,16,321-339.
22. Kaiser, H. F.,Rice, J.(1974).Little Jiffy Mark IV.Educational and Psychological Measurement,34,100-117.
23. Katz, D.,Kahn, R. L.(1996).The social psychology of organization.New York:Wiley.
24. Locke, E. A.(1991).The motivation sequence, the motivation hub, and the motivation core.Organizational behavior and human decision processes,50,288-299.
25. Locke, E. A.(1968).Toward a theory of task motivation and incentive.Organizational Behavior and Human Resource Performance,3,157-189.
26. Locke, E. A.(1996).Motivation through conscious goal setting.Applied and Preventive Psychology,5,117-124.
27. Louise, K.,John, M.(2000).Strategic performance management: A balanced approach to performance management issues in local government.Management Accounting Research,11,231-251.
28. Luthans, F.(1979).Leadership: A proposal for a social learning theory base and observational and functional analyses techniques to measure leader behavior.Crosscurrents in Leadership,Carbondale IL:
29. Mahoney, T. A.(1989).Multiple pay contingencies: Strategic design of compensation.Human Resource Management Review,28,337-347.
30. Maslow, A.(1970).The farther reaches of the human mind.New York:Viking Press.
31. Mats, A.,Stefan, S.(2003).The great disappearing act: Difficulties in doing "leadership".The Leadership Quarterly,14,359-381.
32. Maxwell, S. E.,Delaney, H. D.(1990).Designing experiments and analyzing data.Belmont, CA:Wadsworth.
33. Milkovich, T. G.,Newman, M. J.(1993).Compensation.New York:McGraw-Hill.
34. Mohr, A. T.,Puck, J. F.(2007).Role conflict, general manager job satisfaction and stress and the performance of IJVs.European Management Journal,25(1),25-35.
35. Motowidlo, S. J.,Scotter, J. R. Van(1994).Evidence that task performance should be distinguished from contextual performance.Journal of Applied Psychology,79,475-480.
36. Nouri, H.,Parker, R. J.(1998).The relationship between budget participation and job performance: The roles of budget adequacy and organizational commitment.Accounting, Organizations and Society,23,467-483.
37. Parry, K. W.(1998).Grounded theory and social process: A new direction for leadership research.Leadership Quarterly,9(1),85-105.
38. Podsakoff, P. M.,Organ, D. W.(1986).Self-reports in organizational research: Problems and prospects.Journal of management,12(4),531-544.
39. Podsakoff, P. M.,Todor, W. D.,Skov, R.(1982).Effects of leader contingent and non contingent reward and punishment behaviors on subordinate performance and satisfaction.Academy of Management Journal,25,810-821.
40. Stogdill, R. M.(1963).Manual for the leader behavior description questionnaire-form XII.Columbus:Ohio State University, Bureau of Educational Research.
41. Urbanski, A.(1986).Incentive get specifics.Sales and marketing management,28,98-102.
42. Wu, F. Y.(2009).The relationship between leadership styles and foreign English teachers job satisfaction in adult English cram schools: Evidences in Taiwan.The Journal of American Academy of Business,14(2),75-82.
43. Yukl, G. A.(1994).Leadership in organizations.New Jersey:Prentice-Hall Inc..
44. Yukl, G. A.,Fleet, D. D.(1992).Theory and research on leadership in organizations.Handbook of Industrial and Organizational Psychology,3,147-197.
45. 吳恪元(2000)。台灣地區漁會人事制度之研究。農業金融論叢，25(6)，1-85。
46. 吳晨瑜(2008)。基隆，國立台灣海洋大學海洋事務與資源管理研究所。
47. 卓靜宜(2004)。桃園，銘傳大學傳播管理研究所。
48. 周文賢(2000)。多變量統計分析。台北:智勝文化事業有限公司。
49. 高瑞新、劉祥浤(2009)。轉換型領導對組織承諾與組織公民行爲之影響：主管與部屬轉換型領導認知差異之研究。警學叢刊，40(1)，157-184。
50. 張曉慧(2006)。台中，靜宜大學觀光事業學系。
51. 莊慶達(2008)。漁會發展創新事業的思維。漁業推廣，260，22-25。
52. 許雅棣(2000)。花蓮，國立東華大學企業管理系。
53. 陳瑞慶(1996)。費德勒權變領導理論之分析與擴展。台北:師大書苑。
54. 黃明和(1994)。現代漁友應有的基本法律常識。漁業推廣，120，57-60。
55. 黃芳玫、卓怡伶、雷立芬(2008)。台灣漁會薪資制度之研究。農業金融論叢，4(4)，1-26。
56. 黃異(1999)。漁業法規。台北:渤海堂文化公司。
57. 趙嘉裕(1996)。基隆，國立臺灣海洋大學漁業科學系。
58. 鐘長生(1992)。高雄，國立中山大學企業管理研究所。

1. 黃芳玫,陳欣宜(2020)。農漁會信用部與其他金融機構之薪資差異與薪資拆解。農業與經濟，64，1-45。
2. 簡鈺珒、陳敦源、張鎧如、李仲彬(2015)。探索臺灣公務人員工作績效之影響因素：能力、動機與機會的整合觀點。東吳政治學報，33(4)，1-71。
3. 鍾紹熙、王櫻樺(2016)。激勵制度重要性及滿意度對銀行理財專員工作績效之影響：工作投入中介效果。高雄應用科技大學人文與社會科學學刊，2(1)，37-50。
4. (2020)。從個人風險特質與組織激勵措施探討公務人員之創新行為─以計畫行為理論為分析架構。空大行政學報，34，1-40。