轉換型領導、工作滿足與組織承諾關係之研究：以調節焦點為中介變數

Transformational Leadership, Job Satisfaction, and Organizational Commitment: Regulatory Focus as a Mediator

曾信超(Hsing-Chau Tseng) ； 李元墩(Yuan-Duen Lee) ； 康榮民(Long-Min Kan)

《企業管理學報》 78期 (2008/09) Pp. 84-121

摘要

Higgins(1997, 1998)主張個體具增進焦點與預防焦點兩種不同的快樂主義之自我調節系統，增進焦點個體對於獲得、正向結果的感覺是敏銳的；相對地，預防焦點個體對於彼等失去的損失成感覺具有敏銳度。本研究針對調節焦點現存研究缺口切入，針對轉換型領導、調節焦點、工作滿足與組織承諾間關係建立研究模型，並以警政署500名現職員工作為問卷調查對象，運用結構方程模式進行資料分析。結果發現：(1)轉換型領導會顯著正向影響增進焦點與工作滿足，也會透過增進焦點的中介，正向影響工作滿足；(2)增進焦點、預防焦點會顯著正向的影響組織承諾；(3)工作滿足會顯著正向影響組織承諾。本研究針對研究發現所呈現之實務意涵、研究限制與未來研究方向進行討論。

關鍵字

調節焦點 ； 轉換型領導 ； 工作滿足 ； 組織承諾

並列摘要

Higgins (1997, 1998) suggested people have two distinct hedonic self-regulatory systems, promotion self-regulatory focus and prevention self-regulatory focus. Individuals in promotion focus are sensitive to the presence of gains and positive results. On the other hand, individuals in prevention focus are sensitive to the absence of losses. This study is aimed at these research gaps in the regulatory focus theory, develops and tests a research model in Taiwan's National Police Administration setting, which investigates the relationship among transformational leadership, regulatory focus, job satisfaction and organizational commitment. The subjects of this study are 500 full-time employees in National Police Administration of Taiwan. Structural Equation Modeling was used to test this study model. These results are that transformational leadership has a significant positively influence on promotion focus and job satisfaction. The role of promotion focus plays a mediator in the relationship transformational leadership between and job satisfaction. In addition, both of promotion focus and prevention focus have significant positively influence on organizational commitment. Job satisfaction will significantly influence organizational commitment. Implications, limitations and directions of future research are discussed.

並列關鍵字

Regulatory ； focus, Transformational leadership ； Job satisfaction ； Organizational

參考文獻

包明章(2006)。轉換型領導方式對於機動保安警察替代役提昇士氣認知之研究－以內政部警政署保安警察第一總隊為例(碩士論文)。玄奘大學公共事務管理學系。

余明助(2006)。織變革不確定戚與員工工作態度關係之研究－以組織溝通和員工信任為中介變數。人力資源管理學報。6(2)，89-110。

林鉦棽(2003)。以組織承諾及工作滿足為實徵切入分析組織公民行為與員工工作考績之結構模式比較。人力資源管理學報。3(2)，93-113。

胡家寧(2006)。警察機關中工作倦怠之初探。T&D（中華民國文官培訓所）飛訊。47，1-20。

陳順宇(2007)。結構方程模式。台北市:心理出版社股份有限公司。