本研究欲探討服務型領導如何透過個人與工作適配、個人與團隊適配以及個人與主管適配提升正向心理資本，進而滿足員工幸福感。本研究以台灣大型企業之員工作為研究對象，問卷一共發放450份，有效問卷共338份，有效問卷回收率為75.11%，並採用階層線性模型進行驗證分析。研究結果如下: 1. 服務型領導對正向心理資本有顯著影響。 2. 個人與工作適配在服務型領導與正向心理資本之間具有中介效果。 3. 個人與團隊適配在服務型領導與正向心理資本之間具有中介效果。 4. 個人與主管適配在服務型領導與正向心理資本之間無中介效果。 5. 正向心理資本對員工幸福感有顯著影響。 本研究貢獻分為四個部分: 1. 將服務型領導進一步證實有關於心理相關之議題，並使正向心理資本的研究應用範圍更加廣泛。 2. 強調環境適配的重要性，且證實在服務型領導與正向心理資本間可作為中介之角色。 3. 從心理層面探討員工幸福感，而不再如以往研究以外在的環境作探討，使幸福感之相關研究議題能以不同角度切入研究。 4. 利用階層線性模型進行分析，不僅能夠更深入了解複雜的階層式關係，對於服務型領導及正向心理資本領域而言也具有貢獻。 ;This study investigates how servant leadership through person-job fit, person-group, and person-supervisor to enhance positive psychology capital, and then content employee well-being. This study distributed 450 surveys and 338 valid samples were retrieved from employees of large-sized enterprise in Taiwan (valid response rate of 75.11%). Hierarchical linear modeling (HLM) was used to analyze this data, and the results show that: 1. Servant leadership is significantly related to positive psychology capital. 2. Servant leadership affects positive psychology capital through person-job fit. 3. Servant leadership affects positive psychology capital through person-group fit. 4. Servant leadership affects positive psychology capital through person-supervisor fit. 5. positive psychology capital is significantly related to employee well-being. This study contributes to research in four aspects: 1. Servant leadership affects the topic about psychology, and positive psychology capital has more range to study. 2. Emphasize importance of person-environment fit, and confirm mediating effect between servant leadership and positive psychology capital. 3. Investigates employee well-being from psychological, not external environment in the past. And study about well-being can use another vision to investigate. 4. Analyze data by Hierarchical linear modeling, not only to understand complex hierarchical relationships but also contribution for servant leadership and positive psychology capital area.
