主管轉換型領導、員工溝通滿足及工作績效關係之研究-以交通部鐵路改建工程局東部工程處為例

The Relationship among Superiors’ Transformational Leadership, Employees’ Communication Satisfaction, and Job Performance: Eastern Region Engineering Office, Railway Reconstruction Bureau, MOTC

陳秀菊(Hsiu-Chu Chen)

指導教授 ： 李元墩

長榮大學/管理學院/高階管理碩士在職專班(EMBA)/碩士(2010年)

https://doi.org/10.6833/CJCU.2010.00167

摘要

交通部鐵路改建工程局東部工程處(簡稱鐵工局東工處)，是交通建設單位，建設完工後交由交通部鐵路管理局來營運，達成民眾方便乘運為目標。然而，公務機關在政府組織變革的過程中，主管的領導風格與員工的溝通滿足對工作績效會有很大的影響。
本研究以交通部鐵路改建工程局東部工程處為研究對象，探討主管轉換型領導、員工溝通滿足與工作績效之關聯性模式，研究方法採量化問卷調查法，對東工處全體員工普查，共發出260份，回收225份，剔除9份無效問卷，有效問卷共216份，有效回收率為83.07%，資料分析方法採用敘述性統計、變異數分析、迴歸分析、皮爾森相關分析與線性結構關係模式等方法並驗證各研究假設。
本研究主要研究結果如下：
1.主管轉換型領導與員工溝通滿足有顯著正向相關；員工溝通滿足與工作績效間有顯著正向相關。
2.主管轉換型領導對員工溝通滿足呈現顯著正向影響；員工溝通滿足對工作績效間呈現顯著正向影響。
3.員工溝通滿足與工作績在不同性別、學歷、職位層級上有顯著差異。
4.員工溝通滿足在主管轉換型領導與員工工作績效關係上無顯著中介效果。
5.主管轉換型領導、員工溝通滿足與工作績效構念間關係模式之適配情形良好。
最後依據實證研究之發現，提出後續研究方向及實務上應用上之建議。並將管理意涵提供交通部鐵路改建工程局、鐵工局東工處作營運之參考。

關鍵字

主管轉換型領導 ； 員工溝通滿足 ； 工作績效 ； 交通部鐵路改建工程局東部工程處

並列摘要

Eastern Region Engineering Office (EREO), Railway Reconstruction Bureau (RRB), Ministry of Transportation and Communication (MOTC), is the traffic constructing unit in Taiwan. It is operated by the Taiwan Railways Administration after constructing completed. The major aim is to provide convenient transportation for the public. However, During the government organization reform, the superiors’ leadership style, and employees’ communication satisfaction have a significant influence on employees’ job performance.
The subjects of the study were the employees in the Eastern Region Engineering Office, Railway Reconstruction Bureau, MOTC. The purpose of this study was to explore the relationship among superiors’ transformational leadership, employees’ communication satisfaction and job performance. A quantitative questionnaire survey was adopted in this study. A total of 260 questionnaires were sent to all employees of Eastern Region Engineering Office, Railway Reconstruction Bureau, MOTC. Two hundred and twenty-five questionnaires were returned. Nine of them were invalid. There were 216 valid questionnaires, and the effective returned rate is 83.07%. The data were analyzed by descriptive statistics, analysis of variance (ANOVA), regression analysis, Pearson correlation ion analysis, and linear structure relation to test the hypotheses of this study. The results of this study are as follows:
1.There is a significant and positive correlation between superiors’ transformational leadership and employees’ communication satisfaction. And there is a significant and positive correlation between employees’ communication satisfaction and job performance.
2.Superiors’ transformational leadership has a significant and positive influence on employees’ communication satisfaction; employees’ communication satisfaction has a significant and positive influence on job performance.
3.Employees’ communication satisfaction and job performance are significantly different among different gender, education level, and position level, respectively.
4.Employees’ communication satisfaction doesn’t show a significant mediating effect between superiors’ transformational leadership and employees’ job performance.
5.The relationship model among superiors’ transformational leadership, employees’ communication satisfaction and job performance showed a good fitness.
According to the findings of this empirical study, the suggestions of future study and practice application were proposed. Furthermore, the managerial implications are also provided to Eastern Region Engineering Office, Railway Reconstruction Bureau, Ministry of Transportation and Communications for references.

並列關鍵字

Superiors’ Transformational Leadership ； Employees’ Communication Satisfaction ； Job Performance ； Eastern Region Engineering Office, Railway Reconstruction Bureau, MOTC

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