臺灣博碩士論文加值系統

本研究主要是以部屬的認知角度來端視領導者的作風，經由部屬本身對上司與對組織的信任程度，探討轉換型和交易型領導、工作滿足和組織承諾之間的關聯性，以及部屬個人所自覺之組織自尊程度的高低對信任的影響。就直覺而言，一般皆認為領導者與部屬間存在著信任，惟程度或有所差異；本研究假設當部屬對領導者信任程度越高時，轉換型領導越容易達成；反之，若部屬信任程度越低時，領導者越更偏重於交易型領導。另部屬組織自尊程度的高低，在轉換型領導、交易型領導與信任之間具相當程度的調節作用，以及假設轉換型領導及交易型領導與員工工作滿足、組織承諾間具有顯著關係。
驗證結果顯示並未完全支持假設，尤其中介效果及干擾效果之假設均不顯著。所以，在本研究之對象中，大致仍以獲致工作滿足為優先，而轉換型領導對於信任的確具有很顯著關係，至於干擾效果不顯著部分，本研究認為即使上司並非轉換型領導者，甚至所處工作環境之負面因素產生時，高自尊的部屬仍然在工作上貢獻心力，不會影響他對上司及組織的信任程度。本研究的相關結論與意涵，期能對管理實務有所助益，並提供後續研究者參考。

This research attempt to exploring the relationships among transformational leadership , transactional leadership , job satisfaction and organizational commitment in term of the employees’ trust degree for their supervisor and organization. Furthermore the research also try to identify the trust strength through the magnitude of employees’ OBSE (organization based self-esteem) and trust degree which affect. As we know that trust will exists between leader and employee, But those degree may be different . The research assume that the higher the employee trust ,the easier the transformational leadership to attain . Oppositely , As the employee trust degree is low , the leader would like to take the model of transaction leadership . Specially , the degree of employee OBSE may modify the leadership style and employee trust , and transformational leadership and transactional leadership may directly affect the job satisfaction and organizational commitment.
The empirical analysis results don’t support all assumptions , especially the parts of mediate effect aren’t significant . Thus the samples in this research may precede to get satisfaction , and there has significant correction between transformational leadership and trust . But the result of modify effect isn’t significant , so we consider the leader who isn’t a transformational leader , even under uncertainty task environment , the employee who has high OBSE would maintain his best performance on the task , and doesn’t affect his trust to the superior or organization . We obtain these results in the research extracting helpful conclusion and connotation for manage tack , and delivery reference for investigator in the future.

目 錄
頁次
中文摘要 I
英文摘要 II
致謝 IV
目錄 V
圖目錄 VIII
表目錄 IX
第一章緒論 1
1. 1研究背景動機 1
1. 2研究目的 3
1. 3研究流程 3
第二章文獻探討與假說 5
2.1轉換型領導 5
2.2交易型領導 7
2.3組織承諾 9
2.4工作滿足 10
2.5信任 12
2.6轉換型及交易型領導與信任之關係 14
2.7轉換型及交易型領導與組織承諾的關係 15
2.8轉換型及交易型領導與工作滿足之關係 16
2.9工作滿足與組織承諾的關係 17
2.10信任與組織承諾和工作滿足間之關係 18
2.11自尊 19
第三章 研究方法 21
3.1研究架構 21
3.2變項的定義及衡量方法 22
3.2.1轉換型領導 22
3.2.2交易型領導 22
3.2.3.信任 23
3.2.4.自尊 23
3.2.5工作滿足 24
3.2.6組織承諾 25
3.2.7個人變項 25
3.3 研究對象 26
3.4 衡量工具 27
3.5 資料分析方法 29
3.6正式問卷信度與效度分析 30
3.7研究限制 32
第四章資料分析與結果 33
4.1樣本結構 33
4.2相關分析 35
4.3各變項間影響效果分析 36
4.3.1信任對工作滿足與組織承諾的影響 36
4.3.2轉換型領導與交易型領導對信任的影響 37
4.3.3轉換型領導與交易型領導對工作滿足與組織承諾的影響 39
4.3.4工作滿足對組織承諾的影響 41
4.3.5自尊對轉換型領導、交易型領導與信任的影響 41
4.3.6轉換型領導、交易型領導透過信任對工作滿足與組織承諾的影響 44
4.4理論模式評估與修正 45
第五章 結論 51
5.1研究結論 51
5.2研究發現 53
5.3管理意涵 54
5.4未來研究方向 55
參考文獻 56
中文部份 56
英文部份 57
附錄一：預試問卷 63
附錄二：正式問卷 67
附錄三： 71
作者簡介 72
授權書 73
圖目錄
圖1.1 研究流程圖 4
圖2.1 交易式領導與部屬努力之關係圖 8
圖3.1 研究架構圖 21
圖4.1 模型A路徑分析圖 48
圖4.2 模型A路徑分析係數圖 48
圖4.3 修正後最佳模型路徑分析及係數圖 49
表目錄
表3.1預試問卷之Cronbach’s α 27
表3.2正式問卷發放與回收統計表 28
表3.3正式問卷Cronbach’s α 30
表3.4正式問卷之驗證性分析與收斂效度檢定 31
表4.1人員基本變項敘述統計量 34
表4.2研究變項相關係數矩陣 35
表4.3信任對工作滿足與組織承諾迴歸分析結果 37
表4.4轉換型領導與交易型領導對信任迴歸分析結果 38
表4.5轉換型領導與交易型領導對工作滿足與組織承諾迴歸分析結果 40
表4.6工作滿足與組織承諾迴歸分析結果 40
表4.7層級回歸分析 43
表4.8中介效果巢狀模式之比較分析 45
表4.9理論模式評估之比較分析 47
表4.10轉換型及交易型領導、信任、工作滿足與組織承諾綜合分析 50
表5.1假設內容驗證結果彙整表 52

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