國(guó)際化背景下企業(yè)變革領(lǐng)導(dǎo)力結(jié)構(gòu)與績(jī)效關(guān)系研究.pdf

1、浙江大學(xué)管理學(xué)院碩士學(xué)位論文國(guó)際化背景下企業(yè)變革領(lǐng)導(dǎo)力結(jié)構(gòu)與績(jī)效關(guān)系研究姓名：羅天昕申請(qǐng)學(xué)位級(jí)別：碩士專業(yè)：企業(yè)管理指導(dǎo)教師：王重鳴20080401浙江大學(xué)碩士學(xué)位論文國(guó)際化背景下企業(yè)變革領(lǐng)導(dǎo)力結(jié)構(gòu)與績(jī)效關(guān)系研究Abstract碭erapiddevelopmentofeconomicglobalizationistheimportantfeaturesandongoingtreedsoftheworldeconomicdevelopme

2、ntItnotonlychangesbusinesssurvivalanddevelopmentenvironmentbutalsopromotesthetheinternationalizationofcorporateoperationFacedwimthedevelopmenttrendofeconomicglobalizationdomesticenterprises，largeandsmall，havetoexpandthei

3、roperationbychoosinginternationalizationanimportantstrategicchange111epurposeofthisstudyWaStoexploreanddeveloptheorganizationalchangeleadershipmodelinthecontextofinternationalizationtoverifytherelationbetweenorganization

4、alchangeleadershipandorganizationalperformanceMeanwhile，wealsodiscussthemoderatingeffectofchangestrategyOiltherelationshipbetweenorganizationalchangeleadershipandperformanceAtlaSt，theresearchimplicationforenterprisemanag

5、ementinChinesecontextwaselaborated111estudyWaSdividedintothreepartsInthefirstpartWeconductedsemi—structuredinterviewswi也22managersin14differententerpriseswhichhadinternationalbusinessactivitiesBaSedontheinterviews，thestu

6、dyinitiallycameupwiththeconstructoforganizationalchangeleadershipbycontentanalysisInthesecondpart，thestudyconductedacasestudyontherelationshipbetweenorganzatioanlchangeleadershipandorganizationalperformance111eTimeselect

7、ricgroup，whichhadexperiencedlotsoforganizationalchangeduringitsinternationalbusinessprocess，WasselectedasasampleandfourCaSeswereanalyzedInthe廿1irdpart，thestudyexploredtherelationshipbetweenorganizationalchangeleadershipa

8、ndperformancewimtheuseofcorrelationanalysis，multi—regressionanalysis，andstructuralequationmodelin217quafifiedsamplesInaddition，thispartexaminedthemoderatingeffectofchangestrategyontherelationshipbetweenorganizationalchan

9、geleadershipandperformanceFromthe‘fit’perspective，weproposedthatthechoseofchangestrategyCallbaSeontheleveloforganizationalchangeleadership111cmainconclusionsare嬲follows：(1)Organizationalchangeleadershipisaconstructwimmul

10、tipledimensions，whichincludes‘visiondriven’，‘culturebuilding’，‘createbreakthrough’and‘a(chǎn)rchitectureinnovation’(2)OrganizationalchangeleadershiporganizationalperformanceThefactorhadasignificantlypositiveeffecton‘visiondriv