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A Study of the Relationship Between University Librarians'Leadership Style and Their Performance
|關鍵字:||University Libraries;大學圖書館;University Librarians;Leadership;Leadership Style;Performance;Performance Evaluation;大學圖書館館長;領導;領導風格;績效;績效評估||出版社:||圖書資訊學研究所||引用:||參考書目 一、中文 （一）圖書 王振鵠。圖書館學論叢。臺北市：學生，民國73年。 余克（Gary A. Yukl）著；余朝權譯。領導學（Leadership in Organizations）。四版。台北市：五南，民79年。 法蘭西斯、賀賽蘋（Frances Hesselbein）等著；洪世民譯。領導力。臺北市：寶鼎，民93年。 林有田著。領導風格。台北市：匡邦文化，民91年。 明茲柏格等著；鄭懷超譯。領導。台北市：天下文化，民89年。 柏金斯（James A. Perkins）；張建邦等譯註。大學的嬗變（The university in transition）。台北市：驚聲文物，民59，頁9。 許士軍。「走向創新時代的組織績效評估」。杜拉克等著；高翠霜譯；許士軍 導讀。績效評估。臺北市：天下文化，民89。 張火燦。策略性人力資源管理。台北市：揚智文化，民89。 楊美華。大學圖書館理論與實務。臺北巿：五南，民國83年。 葛德納（John W. Gardner）著；譚家瑜譯。新領導力（On Leadership）。台北市：天下文化，民81年。 路誼 (Rue, Leslie W.)、拜厄斯 (Byars, Lloyd L.)著；林財丁譯，管理學：技能與應用。十版。臺北市：麥格羅希爾，2003。 蓋瑞、約可（Gary A. Yukl）著；洪光遠譯。組織領導。臺北巿：桂冠，民81年。 蔡培村、武文瑛合著。領導學: 理論、實務與研究。高雄市：麗文文化，民93年。 戴文波特(Thomas H. 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本研究以問卷調查法為主，研究對象為國內37所公私立綜合大學圖書館之館長及圖書館全職工作人員。研究工具包括：（1）多元因子領導問卷（Multifactor Leadership Questionnaire, MLQ 6S），運用在館長領導風格之評估；（2）館長績效評估量表，用於衡量館長之績效表現。館長問卷採普查方式，寄發37份館長問卷回收24份，回收率64.9%；館員問卷採簡單隨機抽樣，計發送341份，共計回收310份有效問卷，有效回收率90.9%。本研究以館長之性別、年齡、學科背景、任期及其領導風格為自變數，館長績效表現為依變數。利用SAS 9.12統計軟體進行研究問題之信度分析、敘述性統計、t考驗、單因子變異數分析、及Spearman相關分析。
Library is a part of higher education, the revolution in library services has been driven by the evolving technology. In the new information environment, library has confronted with fast evolving digital initiatives, falling budgets, diversity in collections and in services, library restructure, new culture environments and the changing value of the library. The purpose of this study was to examine the relationship between university librarians' leadership style and their performance. It also addressed how gender, age, years in position and education background relate to university librarians' leadership style and performance. Another objective was to establish the scale of the performance evaluation of the university librarians in Taiwan.
A questionnaire was administered to collect data on university librarians and librarians of 37 universities in Taiwan. The survey instruments included the “Multifactor Leadership Questionnaire, 6S”, which was employed to measure perceived university librarians' leadership style, and “The University Librarians' Performance Evaluation Questionnaire”, which was utilized to measure perceived university librarians' performance. In this study, university librarians' demographics and leadership style served as the independent variables, and university librarians' performance served as the dependent variable. The collected data were computed and analyzed via Cronbach alpha, descriptive statistics, t-tests, one-way ANOVA, Spearman Correlation Analysis by using SAS 9.12.
The results of the study are following: (1)To establish “University Librarians' Performance Evaluation Scale”. (2)University librarians used transformational leadership pattern more than transactional and Laissez-Faire leadership patterns. (3) University librarians' self-ratings were higher than subordinates' evaluation in performance aspects. (4) There were no remarkable differences between university librarians' demographic characteristics and their leadership style. (5) There were no remarkable differences between university librarians' demographic characteristics and their performance.(6)University librarians leadership patterns will affect their performance. (7)The university librarians' who used transformational leadership got higher performance than transactional and Laissez-Faire leadership patterns.
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