本研究探討轉換型領導、組織信任、心理契約實現與職業承諾之間關係。問卷採集各種產業員工樣本，共回收了283份有效問卷。使用階層迴歸進行實證研究分析，結果顯示：組織信任會中介影響轉換型領導與職業承諾，心理契約實現會干擾組織信任與職業承諾之正向關係。最後，討論本研究的理論與實務意涵，並詳細說明後續研究建議。

The goal of this study was to investigate the relationships between transformational leadership, organizational trust, occupational commitment and psychological contract fulfillment. We conducted a survey sampling 283 workers from a varied of industries. Data was analyzed by hierarchical regressions and used to test hypotheses. The findings of this study showed that organizational trust fully mediated the relationship between transformational leadership and occupational commitment, and psychological contract fulfillment moderated the relationship between organizational trust and occupational commitment. Finally, academic and practical implications were disscued in detail.

第一章、緒論
1.1 研究背景及動機------- 1
1.2 研究目的------------ 3
1.3 研究流程------------ 4
第二章 文獻探討
2.1領導定義------------- 5
2.1.1 領導演進---------- 5
2.1.2 轉換型領導風格----- 5
2.2 組織信任------------ 8
2.2.1 信任的意涵-------- 8
2.3 心理契約------------ 10
2.3.1 心理契約的建構與意涵 10
2.3.2 心理契約的相關研究-- 12
2.3.3 心理契約的特性----- 13
2.4 職業承諾------------ 15
2.5 轉換型領導、職業承諾與組織信任-17
2.6心理契約實現、組織信任與職業承諾 19
第三章 研究設計方法
3.1 研究架構------------ 21
3.2 研究對象與程序------- 21
3.3研究變數定義與衡量---- 22
第四章 實證研究結果
4.1 敘述性統計---------- 26
4.2 信、效度分析及相關分析 27
4.3 探索性因素分析------- 28
4.4 組織信任對轉換型領導與職業承諾的中介效果分析----- 33
4.5 心理契約實現對組織信任與職業承諾的干擾效果分析--- 34
第五章 結論與管理意涵
5.1結論----------------- 37
5.2 管理意涵------------ 39
5.3 後續研究------------ 40

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