在現今變化快速的時代中，領導者對於組織之生存及發展負有相當大的責任，再者，在此知識經濟的時代中，領導者如何藉由提高員工的組織承諾及工作滿意，進而鞏固企業的智慧資本，亦為重要的課題。本論文以轉換式、交易式領導風格為研究主題，在情境變項中，考量員工人格特質及領導者與部屬的關係，以員工為分析研究對象，進行實證分析，探討轉換式、交易式領導風格對員工態度之關聯性研究。

　　在實證分析方面，共計有195位員工，針對主管的領導風格填寫問卷，統計分析後可歸納為下列研究發現：

(1)轉換式及交易式領導對於工作滿意及組織承諾是具有正相關，但轉換式領導對工作滿意及組織承諾的相關性是高於交易式領導；領導風格對於員工態度之個別差異性分析中，員工在領導風格為高轉換高交易下的工作滿意及組織承諾是最高。

(2)成就動機高的員工在面對轉換式領導風格時，其工作滿意及組織承諾大於成就動機低的員工。成就動機高的員工在交易式領導風格時，組織承諾愈高大於成就動機低的員工。

(3)信任關係高的員工在面對主管表現之轉換式領導風格時，其工作滿意將大於信任關係低的員工；親信關係高的員工在面對主管表現之轉換式領導風格時，其工作滿意大於親信關係低的員工。

(4)內╱外控、親近關係、信任關係及親信關係皆會影響員工的工作滿意及組織承諾。內控的員工之工作滿意高於外控的員工，親近關係高的員工態度高於親近關係低的員工、信任關係高的員工之員工態度高於信任關係低的員工及親信關係高的員工之工作態度高於親信關係低的員工。

ABSTRACT
This study examines with an empirical analysis on transactional and transformational leadership. After reviewing the preview literature on leadership, we propose five main hypothesis. In the first hypothesis, we discuss the relationship between transformational /transactional leadership and employee’s attitude. In the second hypothesis, we discuss the interaction effect of leadership style and employee’s traits on employee’s attitude. In the third hypothesis, we discuss the interaction effect of leadership style and intimacy / trust relationship on employee’s attitude. In the fourth hypothesis, we discuss the relationship between employee’s traits and employee’s attitude. In the fifth hypothesis, we discuss the relationship between intimacy / trust relationship on employee’s attitude.

Based on the result of statistical analysis on 195questionnaires filled out by employees, the following findings were obtained:

(1)Transformational leadership and transactional leadership correlates with organizational commitment and job satisfaction, but the correlation coefficient between transformational leadership and employee’s attitude is higher than the correlations coefficient between transactional leadership and employee’s attitude. The employee’s attitude under high transformational and high transactional leadership is higher than others.

(2)The interaction effects of the achievement and transformational leadership on job satisfy and organizational commitments are significant, the interaction effect of the achievement and transactional leadership is significant. High achievement employee toward transformational leadership has higher job satisfy and organizational commitment. High achievement employee toward transactional leadership has higher organizational commitment.

(3)High intimacy / trust relationship of the employee toward transformational leadership has higher job satisfy.

(4)The internalizer has higher job satisfy, higher confidant relationship of employee has higher

目 錄
頁次
第一章、緒論 ………………………………………………………1
第一節、研究背景與動機……………………………………………1
第二節、研究目的……………………………………………………3
第三節、研究流程與步驟……………………………………………4
一、研究流程 ……………………………………………4
二、研究步驟 ………………………………………………5

第二章、文獻探討……………………………………………………7
第一節、領導的涵意 …………………………………………… 7
第二節、交易式領導理論 …………………………………………8
一、交易式領導的涵義 ………………………………………8
二、交易式領導的行為子構面 ………………………………8
第三節、轉換式領導理論 ………………………………………10
一、轉換式領導的來源與涵義 ……………………………10
二、轉換式領導的行為子構面 ………………………………11
三、交易型及轉換式領導的實證研究之整理 ………………13
第四節、親信關係 …………………………………………………16
一、垂直對偶模式之內涵 ……………………………………16
二、差序格局之內涵 …………………………………………17
三、主管與親信的信任關係 …………………………………18
四、親信理論的模型………… ………………………………19
五、領導風格與親信關係之相關研究 ………………………19
第五節、人格特質 ………………………………………………21
一、人格特質的意義 ………………………………………21
二、人格特質與領導風格的相關研究 ………………………21
第六節、 組織承諾…………………………… ……………………23
一、組織承諾的定義…………………… ……………………23
二、組織承諾的理論模式………………… …………………25
三、組織承諾與其前因變項關係之相關研究 ………………26
四、領導風格與組織承諾的相關研究……… ………………27
第七節、工作滿足 …………………………………… …………29
一、工作滿足的定義 …………………………… …………29
二、領導風格與工作滿足之相關文獻……………… ………29
第三章、研究方法… ………………………………………………31
第一節、研究架構……………………………………………………31
第二節、研究假設………………………………………… ………33
第三節、研究母體與樣本選取 … …………………………… …34
第四節、樣本特性描述 … … …………………………………… 34
第五節、研究變項及衡量工具… … ………………………………37
一、領導風格量表 ……………… ………………… …… 37
二、人格特質變項 ………………………………………… 38
三、親信關係變項 ………………………………………… 38
四、員工態度變項 ………………………………………… 39
第六節、資料分析及統計分析方法… … ………………… ……40

第四章、研究發現……………………………………… …………42
第一節、領導風格的頻次分析 ……………………………………42
第二節、領導風格與員工態度之關聯性 …………………………45
一、領導風格與員工態度之相關性分析……………………45
二、領導風格對員工態度之整體差異性分析………………46
三、領導風格對於員工態度之個別差異性分析……………47
第三節、領導風格與人格特質交互作用對員工態度之關聯性 …48
　　 一、領導風格與成就動機交互作用對員工態度之關聯性…49
二、領導風格與內控交互作用對員工態度之關聯性………51
第四節、領導風格與親信關係交互作用對員工態度之關聯性 …52
一、領導風格與親近關係交互作用對員工態度之關聯性…52
二、領導風格與信任關係交互作用對員工態度之關聯性…53
三、領導風格與親信關係交互對員工態度之關聯性 … …55
第五節、員工人格特質與員工態度之關聯性研究…………… …57
一、員工人格特質與員工態度之相關性……………………57
二、成就動機與員工態度之關聯性分析……………………57
三、內╱外控與員工態度之關聯性分析……………………58
第六節、領導者與部屬的親信關係與員工態度之關聯性研究 …58
一、親信關係與員工態度之相關性… ……………………58
二、親近關係與員工態度之關聯性 ………………………59
三、信任關係與員工態度之關聯性 ………………………60
四、親信關係與員工態度之關聯性 ………………………60

第五章、結論與建議 ………………………………………… …62
第一節、研究結論 …………………………… ………………62
第二節、研究建議 ……………………… … ……………65
一、對企業界之建議 ………… … …………………65
二、對後續研究者之建議 ………………………… ……68
第三節、研究限制 ……………………………………………68

參考文獻 ……………………………………………… …………70

附錄 研究問卷………………………………………… …………83

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