領導型態與組織績效關聯性研究－以組織學習與組織承諾為中介變項

The Study of Leadership Pattern on Organizational Performance-Taking Organizational Learning and Organizational Commitment as the Intervening Variables

曾信超(Hsing-Chau Tseng) ； 黃先鋒(Hsien-Feng Huang) ； 李昀真(Yun-Chen Lee)

《管理科學研究》 4卷2期 (2007/12) Pp. 57-100

https://doi.org/10.6873/MSR.200712_4(2).0020

摘要

本研究將組織學習（環境因素）與組織承諾（個人屬性因素）兩個變項視為影響組織績效的前因變項，而探討它們與組織績效之間的關係。旨在探討領導型態是否為組織績效驅動因子之關鍵角色，及將組織學習與組織承諾視為領導型態與組織績效之間的中介變數，並以人壽保險公司內勤人員為問卷調查研究對象，回收有效樣本共156份，並運用線性結構模式（LISREL）來驗證各研究構念之間的影響關係。研究結果發現，領導型態直接正向影響組織學習、組織承諾與組織績效；組織學習直接正向影響組織承諾與組織績效；而組織承諾也顯著正向影響組織績效。在整體模式的研究發現，對於組織績效影響最大的因素是領導型態，其次為組織學習，最低則為組織承諾。高階領導者的領導型態無法直接對員工產生影響，而必須透過組織學習與組織承諾等構念對員工組織績效產生影響。本研究架構加入組織學習與組織承諾為中介變項後，驗證結果顯示具有部份中介效果。在因果關係整合模式之直接效果與間接效果分析中，驗證結果亦顯示整合模式是由領導型態構面所驅動，凸顯領導型態為驅動組織績效之關鍵因素，於企業與員工中扮演關鍵性驅動角色。最後，本研究主張以領導型態作為組織學習、組織承諾與組織績效因果模式之前因變項，也獲得驗證。

關鍵字

領導型態 ； 組織學習 ； 組織承諾 ； 組織績效

並列摘要

This research classifies the two variables of the organizational learning (environment factor) and organizational commitment (personal attribution factor) as antecedent variables, and probe into the correlation between these the organizational performance. The main purpose of this research is to probe into the leadership pattern whether it is the key role of actuation factor of the organizational performance, which means consider the organizational learning and organizational commitment as the intermediary variable between the leadership pattern and the organizational performance. The in-office employees of a life insurance company as research objects of questionnaire investigation was realized, 156 valid questionnaires were collected, the Linear Structural Relations (USREL) were taken to prove the influence relations among the research concepts. From the research results we discovered that the leadership pattern influences directly and positively the organizational learning, organizational commitment and the organizational performance; the organizational learning influences directly and positively the organizational commitment and organizational performance; the organizational commitment also influences positively the organizational performance. In the whole research model we discovered, the greatest influence factor to the organizational performance is the leadership pattern, followed by the organizational learning, the least one is the organizational commitment. The leadership pattern of the high rank leaders would not influence directly the employees, the employees' organizational performance would be influenced through the organizational learning and organizational commitment. This research addes the organizational learning and organizational commitment as intermediary variables in this research, the proved results show that there are some intermediary effects. In the analysis of direct and indirect effects of the causal relation integration pattern, the examination results show that the integration pattern is driven by the leadership pattern, making apparent that the leadership pattern is the key factor of driving the organizational performance, playing the driven key role between the enterprise and the employees. Finally, this research's position is that the leadership pattern is the causal pattern antecedent variable of the organizational learning, organizational commitment and organizational performance, and this theory has also been proved.

並列關鍵字

Leadership Pattern ； Organizational Learning ； Organizational Commitment ； Organizational Performance