留住優秀的人才，強化其對組織的認同感，讓人才充分發揮其潛力，這已成為組織重要的經營課題。組織本身存有其特有的組織文化，強烈的組織文化可以提高員工向心力、工作動機及為達成目標而接受領導的意願，然而組織由各種不同人格特質的員工所組成，組織領導者應該花時間認識員工的性格、才華與潛能，才能激發他們的創意，提高其工作滿意度。所以本研究主旨在探討組織文化與人格特質對於領導風格與組織承諾、和領導風格與工作滿意度之調節效果，及工作滿意度在領導風格與組織承諾間之中介效果。 本研究採問卷調查方法，對象以國內民營企業之員工為樣本，有效問卷為117份，回收率為72%，研究結果發現： 1. 創新型文化對轉換型領導與情感性承諾之關係有顯著的正向影響；支持型文化對轉換型領導與情感性承諾之關係有顯著正向的影響，而且也對交易型領導與情感性承諾之關係有顯著正向的影響，顯示組織文化能部份調節領導風格與組織承諾之關係。 2. 嚴謹自律性人格特質對轉換型領導與工作滿意度之關係有顯著正向的影響。而且對工作滿意度而言，不同人格特質的人有其較適合的領導風格。 3. 工作滿意度對轉換型領導與組織承諾之間確實存在中介效果；而且對交易型領導與組織承諾間也存在中介效果。即主管的領導風格不但對員工的情感性承諾有直接的影響，而且還能間接透過工作滿意度影響員工的情感性承諾。 最後根據以上各項研究結果，提供實務界管理階層作為參考策略管理方向及後續研究者提出建議，期望能夠提供學術界和實務界參考之用。 It is an important issue for organization to keep good employees that own commitment. Organization has distinctive culture which can influence employees’ behaviors. The aim of the study is to investigate the moderating role of organizational culture and personality in the relationships among leadership, organizational commitment and job satisfaction and to explore the mediating role of job satisfaction in the relationship of leadership with organizational commitment. Questionnaires from 117 respondents were returned to test the model. The results of this study include: (1) Innovative culture has positive moderating effort in the relationship between transformational leadership and affective commitment, and so does Supportive culture. Supportive culture moderates the relationships of transactional leadership with affective commitment. (2) The moderating effects of conscientiousness personality influence in relationship between transformational leadership and job satisfaction significantly. (3) Job satisfaction mediates the relationship between transformational leadership and organizational commitment, as well as between transactional leadership and organizational commitment. The supervisors’ leadership can influence affective commitment directly and influence affective commitment through job satisfaction indirectly. Future implications conclude the study.
