臺灣博碩士論文加值系統

過去領導行為的研究中，著重於探討以不同的領導型態會產生什麼領導的效能影響，但是，這中間缺乏領導行為與員工效能間的中介歷程描述。本研究以社會交換的理論為基礎，主要在探討主管的領導型態在經由與員工的互動之下，員工是否會因不同程度的知覺組織支持與知覺主管支持，而影響員工在組織承諾、組織公民行為、主管忠誠、及工作績效的展現。本研究以主管-部屬之間對隅的問卷方式進行施測，共收集260筆資料。本研究假設經由迴歸分析，顯示在轉換型及交易型的領導型態之下，知覺組織支持與知覺主管支持此二變項在預測員工效能變項中之組織承諾與主管忠誠時達顯著水準。此外，再經由結構方程模型對研究所提的整體架構做驗證，適配值皆良好，顯示本研究的假設模型得到支持。最後，本研究依據研究結果，說明未來的研究方向，及管理實務上的意涵。

Previous leadership behavior studies focus on the relationship between different type of leaderships and their performance. However, there is lack of description of the relationship between leadership and subordinates’ effectiveness.

In this study, we used social exchange theory as the framework to discuss, with the interaction between leadership and employees, how employees’ perception of supervisor support (PSS) and perceived organizational support (POS) can affect their organizational commitment, organizational citizenship behavior, supervisor loyalty and job performance.

We used dyad-approach questionnaires with sample consisted of 260 of supervisors and employees. In this study, used regression analysis the finding of for transformation and transaction factors, POS and PSS anticipation organizational commitment and organizational citizenship behavior variables of subordinates’ effectiveness was significant. Furthermore, in this study assumption model used structure equation modeling (SEM) fit value is good. Its contribution this study of model obtain advocate.

第一章 緒論........................................................1

第二章 文獻探討....................................................4

第一節 領導的定義及理論取向..............................4
第二節 交易型領導理論.................................. 10
第三節 轉換型領導理論.................................. 13
第四節 領導效能之中介變項.............................. 20
第五節 知覺組織支持與知覺主管支持之影響後果.............23
第六節 研究架構........................................ 31

第三章 研究方法..................................................35

第一節 研究樣本........................................ 35
第二節 研究工具........................................ 35
第三節 研究步驟........................................ 44
第四節 資料分析........................................ 45

第四章 研究結果..................................................46

第一節 各變項相關...................................... 47
第二節 迴歸分析........................................ 49
第三節 結構方程模型分析................................ 58

第五章 討論與建議................................................60

第一節 研究結果討論.................................... 60
第二節 研究限制........................................ 63
第三節 管理實務意涵.................................... 63
第四節 未來研究方向.................................... 64

參考文獻.......................................................... 66

附錄一 實驗指導語................................................ 78
附錄二 主管填寫之「工作行為評估表」.............................. 79
附錄三 員工填寫之「 工作意見調查表」............................. 82

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