臺灣博碩士論文加值系統

雖然性別平等議題日漸重視，但女性領導者在傳統產業領域仍較少見。一般而言，女性領導者擅長溝通、傾聽和理解員工需求。採用以人際關係為基礎的僕人式領導風格，強調開放溝通、鼓勵分享想法及關注員工情感需求，將有助於員工面對外在環境變化的挑戰。
本研究以女性領導者為研究對象，探討僕人式領導對員工適應性績效及幸福感的影響。研究以問卷方式進行，問卷發放對象須為其目前工作單位為女性主管，對應部屬問卷，共發放204份，問卷有效率達96.10%，經實證研究結果：僕人領導透過適應性績效中介作用，與心理健康、工作場所幸福感、主觀幸福感有顯著性正相關。

Although gender equality issues are increasingly emphasized, female leaders are still relatively rare in traditional industries. In general, female leaders excel in communication, listening, and understanding employee needs. Adopting a servant leadership style based on interpersonal relationships, emphasizing open communication, encouraging sharing of ideas, and addressing employees' emotional needs, will help employees face the challenges of external environmental changes.
This study focuses on female leaders and explores the impact of servant leadership on employees' adaptive performance and well-being. The research was conducted through a questionnaire survey, targeting employees whose current supervisors are female. A total of 204 questionnaires were distributed, with an effective response rate of 96.10%. Empirical research results indicate that servant leadership, through the mediating role of adaptive performance, has a significant positive correlation with psychological health, workplace well-being, and subjective well-being.

摘要 I
Abstract II
致 謝 III
目錄 IV
表目錄 VI
圖目錄 VII
第一章 緒論 8
第一節 研究背景與動機 8
第二節 研究目的 10
第二章 文獻探討 11
第一節 僕人領導 11
第二節 女性領導者與僕人式領導 18
第三節 適應性績效 22
第四節 工作幸福感 24
第五節 變項間的相關研究 29
第三章 研究方法 32
第一節 研究架構 32
第二節 研究假設 33
第三節 研究變項與衡量工具 34
第四節 研究對象及抽樣方式 36
第五節 量表因素分析及信度分析 39
第四章 研究分析與結果 47
第一節 敘述性統計分析 47
第二節 各研究變項之相關分析 53
第三節 各研究變項之階層迴歸分析 56
第四節 假設驗證結果 63
第五章 結論與建議 64
第一節 研究結論與實務意涵 64
第二節 學術貢獻與實務建議 65

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