已有學(xué)者從不同方面研究了轉(zhuǎn)型培訓(xùn)方案在提高員工素質(zhì)導(dǎo)向方面發(fā)揮的作用,其中許多采取簡(jiǎn)單的線性回歸方法對(duì)其進(jìn)行了分析和評(píng)估。但這種分析方法只驗(yàn)證了轉(zhuǎn)型培訓(xùn)方案與員工素質(zhì)導(dǎo)向之間的直接關(guān)系,沒(méi)有檢驗(yàn)其他變量在此過(guò)程中發(fā)揮的作用。因此,本文試圖運(yùn)用更好的方法來(lái)檢驗(yàn)自變量、因變量以及其他變量之間的直接和間接關(guān)系。本文的研究目的在于探討組織創(chuàng)新在轉(zhuǎn)型培訓(xùn)方案和質(zhì)量取向關(guān)系間的調(diào)節(jié)作用以及員工忠誠(chéng)度在此過(guò)程中的中介效應(yīng)。研究樣本來(lái)自約旦15所私立大學(xué)的工作人員,包括約旦首都安曼的約旦私立大學(xué)的院長(zhǎng),部門負(fù)責(zé)人和教職工。本研究采用問(wèn)卷調(diào)查法來(lái)研究轉(zhuǎn)型培訓(xùn)方案對(duì)員工素質(zhì)導(dǎo)向的影響、員工忠誠(chéng)度在此過(guò)程中的中介作用,以及組織創(chuàng)新的調(diào)節(jié)作用。為了檢測(cè)并驗(yàn)證本文所提出的概念框架,確定轉(zhuǎn)型培訓(xùn)方案、員工素質(zhì)導(dǎo)向、員工忠誠(chéng)度和組織創(chuàng)新之間的關(guān)系,本研究采用了調(diào)查問(wèn)卷法,在量化階段該方法是十分適用的。本研究構(gòu)建了轉(zhuǎn)型培訓(xùn)方案-員工素質(zhì)導(dǎo)向模型,其中員工忠誠(chéng)度作為中介變量,組織創(chuàng)新作為調(diào)節(jié)變量。已有研究討論了轉(zhuǎn)型培訓(xùn)方案的四個(gè)主要角色,包括反應(yīng)學(xué)習(xí)行為和結(jié)果。本研究證實(shí)了轉(zhuǎn)型培訓(xùn)方案對(duì)員工素質(zhì)導(dǎo)向有顯著的影響。研究者... 

【文章頁(yè)數(shù)】：191 頁(yè)

【學(xué)位級(jí)別】：博士

【文章目錄】：
Abstract
摘要
List of Abbreviations
Chapter 1 Introduction
    1.1 Background of The Research
        1.1.1 Research Problem Statement
        1.1.2 Research Questions
    1.2 Research Objectives,Significance and Contribution to Knowledge
        1.2.1 Research Objectives
        1.2.2 Research Significance
        1.2.3 Research Contribution to Knowledge
    1.3 Literature Review
        1.3.1 Transformational Training Programs
        1.3.2 Employee Loyalty
        1.3.3 Organizational Innovation
        1.3.4 Quality Orientation of Employees
    1.4 Thesis Structure
Chapter 2 Theoretical Framework and Hypothesis Development
    2.1 Related Theories
        2.1.1 Transformational Leadership Theory
        2.1.2 Leader-Member Exchange(LMX)Theory
        2.1.3 Structural Contingency Theory
        2.1.4 Maslow's Hierarchy of Need Theory
    2.2 Relationship Between Transformational Training Programs And Quality Qrientation of Employees
        2.2.1 Transformational Training
        2.2.2 Transformational Training Programs Levels
        2.2.3 Evaluating Transformational Training Programs
        2.2.4 Employees’Quality Orientation
        2.2.5 Employees’Quality Orientation And The Effect of Transformational Training Programs
    2.3 Mediating Role of Employee Loyalty on The Relationship Between Transformational Training Programs And Quality Orientation of Employees
        2.3.1 Employee Loyalty Dimensions
        2.3.2 Employee Loyalty And The Effect of Transformational Training Programs
        2.3.3 Relationship Between Employee Loyalty And Quality Orientation of Employees
        2.3.4 Mediating Role of Employee Loyalty
    2.4 Moderating Role of Organizational Innovation
        2.4.1 Concept of Organizational Innovation
        2.4.2 Organizational Innovation Dimensions
        2.4.3 Organizational Innovation as a Moderator
    2.5 Theoretical Framework
    2.6 Chapter Summary
Chapter 3 Research Methodology
    3.1 Research Paradigm
    3.2 Research Design
    3.3 Data Collection
        3.3.1 Population
        3.3.2 Sample
        3.3.3 Questionnaire
    3.4 Statistical Methods
        3.4.1 Exploratory Factor Analysis(EFA)
        3.4.2 Confirmatory Factor Analysis(CFA)
        3.4.3 Overall Model Fit
        3.4.4 Structural Equation Modelling
    3.5 Pilot Study
    3.6 Ethical Considerations
    3.7 Chapter Summary
Chapter 4 Reliability And Validity of The Scales
    4.1 Descriptive Statistical Analysis
    4.2 Validity and Reliability of Transformational Training Program
        4.2.1 Exploratory Factor Analysis of Transformational Training Programs Dinemsions
        4.2.2 Confirmatory Factor Analysis of Reaction
        4.2.3 Confirmatory Factor Analysis of Learning
        4.2.4 Confirmatory Factor Analysis of Behavior
        4.2.5 Confirmatory Factor Analysis of Results
        4.2.6 Measurement Model For Transformational Training Program(All Constructs)
        4.2.7 Convergent Validity For Transformational Training Program
    4.3 Validity And Reliability of Employee Loyalty
        4.3.1 Exploratory Factor Analysis of Employee Loyalty Dimensions
        4.3.2 Confirmatory Factor Analysis of Loyalty to Supervisor
        4.3.3 Confirmatory Factor Analysis of Loyalty to Working Group
        4.3.4 Confirmatory Factor Analysis of Loyalty to Organization
        4.3.5 Measurement Model For Employee Loyalty(All Constructs)
        4.3.6 Convergent Validity
    4.4 Validity And Reliability of Organizational Innovation
        4.4.1 Exploratory Factor Analysis of Organizational Innovation
        4.4.2 Confirmatory Factor Analysis of Process Innovation
        4.4.3 Confirmatory Factor Analysis of Product Innovation
        4.4.4 Confirmatory Factor Analysis of Capability Innovation
        4.4.5 Measurement Model For Organizational Innovation(All Constructs)
        4.4.6 Convergent Validity
    4.5 Measurement Model For Quality Orientation of Employees(All Constructs)
    4.6 Scale Reliability Testing For All Measurement Items
    4.7 Chapter Summary
Chapter 5 Direct Impact of Transformational Training Programs And Mediating Role of Employee Loyalty
    5.1 Introduction
    5.2 Descriptive Analysis
        5.2.1 Descriptive Analysis of The Study Sample Characteristics
        5.2.2 Descriptive Analysis of Study Variables
    5.3 Testing the Main Effects
        5.3.1 Transformational Training Programs And Quality Orientation of Employees
        5.3.2 Transformational Training Programs And Employee Loyalty
        5.3.3 Employee Loyalty And Quality Orientation of Employees
    5.4 Testing The Mediating Effects
    5.5 Model Fit
    5.6 Discussion
    5.7 Chapter Summary
Chapter 6 Moderating Role of Organizational Innovation
    6.1 Introduction
    6.2 Moderation Analysis
    6.3 Discussion
    6.4 Practical Implications And Suggestions
        6.4.1 Practical Implications
        6.4.2 Limitation And Suggestion For Future Research
    6.5 Chapter Summary
Conclusion
結(jié)論
References
APPENDIX 1
APPENDIX 2
Papers Published in The Period of Ph.D.Education
Acknowledge
Resume



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