華人運動團隊差序式領導模式之建構

Differential leadership model for sports teams in a Chinese context

緒論：環顧過往有關華人差序式領導的研究，多數聚焦於企業組織領導的探究並且獲得豐碩的成果，但對於同樣重視教練領導效能的運動團隊情境中則鮮少有相關的研究加以探討，實須加以深入理解與分析。目的：本研究旨在瞭解華人運動團隊差序式領導行為模式具體內涵，並建構華人運動團隊差序式領導量表，做為華人運動團隊差序式領導模式的基礎架構。方法：本研究以立意取樣方式針對103年大專校院運動聯賽與錦標賽公開一級足球、籃球、排球、壘球、棒球等五種球類運動代表隊的10位選手及10位教練進行訪談，其藉由半結構式訪談的結果整理出華人運動團隊差序式領導各構面與題項，並形成專家問卷；再採用德爾菲法選取10位組織行為研究領域之學者專家，給予專業意見並建立一致性的共識，最後形成華人運動團隊差序式領導量表。結果：首先本研究對華人運動團隊差序式領導共建構出4個主要構面、9個次要構面和36個題項。其次，運動團隊相較於企業組織中的差序式領導框架中衍生出另一個主要構面「嚴苛要求」，及「嚴格管教」與「高度期許」2個次要構面；另外在「照顧溝通」主要構面下，增加「急難協助」1個次要構面；以及將「獎勵部屬」與「其他資源」次要構面合併為「獎勵與資源使用」等。結論：本研究所建構之華人運動團隊差序式領導模式能具體、有效的呈現出運動團隊情境中教練的領導內涵，突顯出教練對於較偏好運動員在照顧溝通、提拔獎勵、寬容犯錯，以及嚴苛要求等面向上差別對待，藉以提升領導效能及團隊績效。為此本研究結果可提供未來相關研究的基礎，以深化華人運動團隊差序式領導的理論意涵。 Introduction: In retrospect, most research on differential leadership focused on probing leadership of enterprise organizations and ultimately came to fruition. Nevertheless, little ink has been spilled on sports teams' context that leadership effectiveness is significant likewise. Therefore, it is necessary for further exploration and analysis. This study aims to investigate clear implications of differential leadership model for sports teams in a Chinese context, establish a scale for it and to enable the scale to be a rudimentary structure. Methods: First, semi-structural interview and purposive sampling were adopted to 10 players and 10 coaches from First Division of soccer, basketball, volleyball, softball, and baseball sports teams from university sports tournment of 2014. With the result of semi-structural interview, researchers sorted out every dimensions and options to constitute experts' questionnaires. Then, 10 experts from the academic of organizational behavior were selected by means of Modified Delphi Method to provide their professional judgments and later reach the consensus. The scale for sports team differential leadership in a Chinese context was eventually established. Results: First, this study involved four primary dimensions, nine secondary dimensions, and thirty-six options in differential leadership in a Chinese context. Second, “strict requirement” for the primary dimension, “harsh discipline” and “high expectation” for the secondary dimension were raised in the differential leadership framework for sports team in a Chinese context. Moreover, “emergency assistance” for the secondary dimension was added to the primary dimension of “care and communication”. Last, “subordinate's rewards” and “other resources” from secondary dimensions were combined to be “rewards and resource usage”, etc. Conclusion: The differential leadership model for sports teams in a Chinese context can specifically and effectively manifest coaches' leadership implications in sports teams' conditions and their differentiated treatment to preferred athletes in the dimensions such as care and communication, promotion and rewards, mistake tolerance, and strict requirement in terms of boosting leadership effectiveness and team performance. The results of this research can be the foundation in related areas in the future to deepen the theoretical implications of differential leadership for sports teams in a Chinese context.