本研究以領導者情緒智力的情境觀點探討部屬對上司的關係品質在轉換型領導、交易型領導對員工作投入的中介效果,以及領導者情緒智力程度的高低在領導型態與關係品質間的干擾影響。研究樣本來自不同組織的362位員工,進行問卷調查驗證研究假設。經線性結構關係模式(LISREL)進行資料分析後發現,轉換型領導對於關係品質有顯著正相關、交易型領導對於關係品質不顯著;轉換領導對於工作投入有顯著正相關,而交易領導對於工作投入則不顯著。在情緒智力對轉換型領導、交易型領導及關係品質的干擾效果則不顯著。另部屬與主管的關係品質在轉換型、交易型領導與工作投入間的中介效果則部分成立。最後,本研究針對實務管理意涵與未來研究方向作了一些討論。
The purpose of this research was to examine the mediating role of relationship quality between different leadership styles and job involvement. Also, the moderating role of emotional intelligence in different leadership styles for employee's relationship quality was explored. There were 362 observations sampled from various organizations. The LISREL modeling was used to test the hypotheses. First, we found that while the leadership style of transformation was positively related to employee's relationship quality and job involvement, the leadership style of transaction was not significantly related to them. Second, the moderating effects of emotional intelligence were not found in the relationship between leadership styles and employee's relationship quality. Third, the mediating effects of employee's relationship quality between transformational leadership and job involvement were partially exited. Finally, the implication of this findings and further study were discussed.