轉換型領導對工作滿足及組織承諾的影響 – 以工作特性為中介變項 ;The Effect of Transformational Leadership on Employees’ Job Satisfaction and Organizational Commitment: mediating role of Job Characteristics

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题名:	轉換型領導對工作滿足及組織承諾的影響 – 以工作特性為中介變項;The Effect of Transformational Leadership on Employees’ Job Satisfaction and Organizational Commitment: mediating role of Job Characteristics
作者:	陳玉鎂;Yu-Mei Chen
贡献者:	人力資源管理研究所碩士在職專班
关键词:	轉換型領導;工作滿足;組織承諾;工作特性;Transformational Leadership;Job Characteristics;Organizational Commitment;Job Satisfaction
日期:	2005-06-20
上传时间:	2009-09-22 14:05:21 (UTC+8)
出版者:	國立中央大學圖書館
摘要:	面對電信產業市場及科技快速變遷、競爭激烈的環境，主管需運用較多的轉換型領導才能真正滿足員工的需求。因此，個案公司希望藉此瞭解主管之轉換型領導行為對員工工作滿足及組織承諾的影響，並進一步探討轉換型領導是否會透過工作特性知覺以影響工作滿足及組織承諾。本研究以一般員工為抽樣對象，共發放問卷350份，回收302份，有效問卷共282份。其結論如下： 1. 員工知覺主管的轉換型領導行為愈顯著，其工作重要性、自主性、回饋性的知覺會愈高 2. 員工知覺主管的轉換型領導行為愈顯著，其內在滿足程度愈高，且此影響部份是透過工作重要性、自主性知覺之中介效果 3. 員工知覺主管的轉換型領導行為愈顯著，其外在滿足程度愈高，且此影響部份是透過自主性、回饋性知覺之中介效果 4. 員工知覺主管的轉換型領導行為愈顯著，其價值承諾愈高，且此影響部份是透過工作重要性、自主性知覺之中介效果 5. 員工知覺主管的轉換型領導行為愈顯著，其努力承諾愈高，且此影響部份是透過工作重要性、自主性、回饋性知覺之中介效果 6. 員工知覺主管的轉換型領導行為愈顯著，其留職承諾愈高，且此影響部份是透過工作重要性知覺之中介效果 To face the critical and highly competitive environment in telecommunication industry, the manager has to unroll his/her transformational leadership behaviors to improve the employees’ motivations and satisfactions. This study, therefore, intends to discuss the relationships between transformational leadership, job characteristics, job satisfaction and organizational commitment. A total of 350 questionnaires were delivered and 282 were valid. After data analysis, major results can be concluded as follows: 1. Manager’s transformational leadership has a significant positive effect on employees’ perceptions of task significance, autonomy and feedback. 2. Employees’ perceptions of task significance and autonomy serves as the partially mediator between transformational leadership and intrinsic satisfaction. 3. Employees’ perceptions of job autonomy and feedback serves as the partially mediator between transformational leadership and extrinsic satisfaction. 4. The effects of transformational leadership on value commitment are partially mediated through employees’ perceptions of task significance and autoonmy. 5. The effects of transformational leadership on effort commitment are partially mediated through employees’ perceptions of task significance, autonomy and feedback. 6. The effects of transformational leadership on retention commitment are partially mediated through employees’ perceptions of task significance. Finally, by the analytical results and conclusions, this study suggested several managerial implications for the case company and some discussions for future research.
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