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姓名	陳玉鎂(Yu-Mei Chen)  查詢紙本館藏	畢業系所	人力資源管理研究所在職專班
論文名稱	轉換型領導對工作滿足及組織承諾的影響 – 以工作特性為中介變項 (The Effect of Transformational Leadership on Employees’ Job Satisfaction and Organizational Commitment: mediating role of Job Characteristics)
相關論文	★ 空服員之工作特性、工作壓力源與個人壓力反應 ★ 人力資源管理活動對員工離職意願之影響- 以工作滿意度為中介變項 ★ 直線主管之管理訓練與其參與人力資源管理活動之關聯 ★ 直線經理參與人力資源管理活動之影響因素探討 ★ 員工風險承擔對個人持股意願之影響 ★ 人力資本投資、知識分享與組織績效之關聯 ★ 人力資源部門跨界活動對企業採行高績效人力資源管理實務之影響 ★ 賦權感知、工作滿意、組織承諾與服務行為之相關性研究―以某連鎖便利商店為例 ★ 業務代表人格特質與核心職能對績效影響的探討 —以某藥廠為例 ★ 實施利益分享制度對心理賦權感及工作滿意之影響 ★ 員工股票獎酬對員工心理所有權之影響---以內外控人格特質為干擾變項 ★ 組織氣候感知、組織承諾與組織公民行為之關聯 ★ 人力資源高績效工作實務、創新氣候與組織績效之關聯－以IC設計產業為例 ★ 高績效工作實務對員工知識分享行為之影響 - ★ 人格特質與工作績效之關係研究─以航空服務業空服人員為例 ★ 員工對功能彈性氣候的感知對工作滿意度的影響 以工作自主與工作要求為中介變項
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摘要(中)	面對電信產業市場及科技快速變遷、競爭激烈的環境，主管需運用較多的轉換型領導才能真正滿足員工的需求。因此，個案公司希望藉此瞭解主管之轉換型領導行為對員工工作滿足及組織承諾的影響，並進一步探討轉換型領導是否會透過工作特性知覺以影響工作滿足及組織承諾。本研究以一般員工為抽樣對象，共發放問卷350份，回收302份，有效問卷共282份。其結論如下： 1. 員工知覺主管的轉換型領導行為愈顯著，其工作重要性、自主性、回饋性的知覺會愈高 2. 員工知覺主管的轉換型領導行為愈顯著，其內在滿足程度愈高，且此影響部份是透過工作重要性、自主性知覺之中介效果 3. 員工知覺主管的轉換型領導行為愈顯著，其外在滿足程度愈高，且此影響部份是透過自主性、回饋性知覺之中介效果 4. 員工知覺主管的轉換型領導行為愈顯著，其價值承諾愈高，且此影響部份是透過工作重要性、自主性知覺之中介效果 5. 員工知覺主管的轉換型領導行為愈顯著，其努力承諾愈高，且此影響部份是透過工作重要性、自主性、回饋性知覺之中介效果 6. 員工知覺主管的轉換型領導行為愈顯著，其留職承諾愈高，且此影響部份是透過工作重要性知覺之中介效果
摘要(英)	To face the critical and highly competitive environment in telecommunication industry, the manager has to unroll his/her transformational leadership behaviors to improve the employees’ motivations and satisfactions. This study, therefore, intends to discuss the relationships between transformational leadership, job characteristics, job satisfaction and organizational commitment. A total of 350 questionnaires were delivered and 282 were valid. After data analysis, major results can be concluded as follows: 1. Manager’s transformational leadership has a significant positive effect on employees’ perceptions of task significance, autonomy and feedback. 2. Employees’ perceptions of task significance and autonomy serves as the partially mediator between transformational leadership and intrinsic satisfaction. 3. Employees’ perceptions of job autonomy and feedback serves as the partially mediator between transformational leadership and extrinsic satisfaction. 4. The effects of transformational leadership on value commitment are partially mediated through employees’ perceptions of task significance and autoonmy. 5. The effects of transformational leadership on effort commitment are partially mediated through employees’ perceptions of task significance, autonomy and feedback. 6. The effects of transformational leadership on retention commitment are partially mediated through employees’ perceptions of task significance. Finally, by the analytical results and conclusions, this study suggested several managerial implications for the case company and some discussions for future research.
關鍵字(中)	★ 轉換型領導 ★ 工作滿足 ★ 組織承諾 ★ 工作特性	關鍵字(英)	★ Transformational Leadership ★ Job Characteristics ★ Organizational Commitment ★ Job Satisfaction
論文目次	第一章、 緒論 1 第一節、 研究背景與動機 1 第二節、 研究目的 3 第二章、 文獻探討 4 第一節、 轉換型領導的內涵與測量 4 第二節、 轉換型領導對工作滿足與組織承諾的影響 12 第三節、 工作特性的定義與衡量 15 第四節、 轉換型領導對工作特性的影響 19 第五節、 工作特性對工作滿足及組織承諾的影響 23 第三章、 研究方法 26 第一節、 研究架構 26 第二節、 研究假設之建立 27 第三節、 研究變項操作型定義與衡量工具 29 第四節、 研究對象及抽樣方法 32 第五節、 資料分析方法 33 第四章、 研究結果 36 第一節、 樣本分析 36 第二節、 相關分析 41 第三節、 迴歸分析 44 第五章、 結論與建議 61 第一節、 結論 61 第二節、 管理實務之參考 64 第三節、 研究限制及後續研究之建議 67 參考文獻 68 附錄一 研究問卷 74
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指導教授	劉念琪、辛炳隆 (Nien-Chi Liu、Ping-Lung Hsin)	審核日期	2006-7-15
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