威權領導與員工工作態度的關係：以S公司產品開發部門之組織變革為研究系絡

本研究以S公司產品開發部門員工為研究對象，該公司高層主管推動該部門在2017年－2018年間進行組織變革。研究者推論，高層主管展現的威權領導會影響員工對組織變革的知覺，亦會影響員工的工作態度（即組織承諾與工作滿足感）。另外，研究者亦推論，高層主管的威權領導會透過員工之無效組織變革知覺，而影響其組織承諾與工作滿足感。本研究回收142份有效問卷，研究結果支持所提假說。亦即，威權領導與組織承諾（及工作滿足感）具負向關連性；無效組織變革知覺與組織承諾（及工作滿足感）具負向關連性；無效組織變革知覺在威權領導與員工的工作態度之負向關係上扮演中介角色，其中，無效組織變革知覺部分中介威權領導與組織承諾之負向關係，無效組織變革知覺完全中介威權領導與工作滿足感之負向關係。研究者以Lewin (1951) 的力場分析模型 (Force Field Analysis Model) 說明本研究結果，並提出實務管理意涵與未來研究建議。

關鍵字

威權領導；無效組織變革知覺；組織承諾；工作滿足感；力場分析模型

並列摘要

This study took employees of Company S’ product development department as study targets. The company’s top manager pushed forward an organizational change during 2017-2018 at the department. The researcher proposed, the exhibition of “Authoritarian Leadership” of the top manager affected employees’ perception of the organizational change, and affected their job attitudes (i.e. “Organizational Commitment” and “Job Satisfaction”). Also, the researcher proposed, top manager’s “Authoritarian Leadership” affected employees’ job attitudes through “Perceived Ineffective Organizational Change”. This study obtained 142 effective questionnaires. Study results showed support of the hypothesis, which suggested that (1) “Authoritarian Leadership” was negatively related to employees’ “Organizational Commitment” and “Job Satisfaction”, (2) “Perceived Ineffective Organizational Change” was negatively related to “Organizational Commitment” and “Job Satisfaction”, and (3) “Perceived Ineffective Organizational Change” mediated the relationship between “Authoritarian Leadership” and employees’ job attitudes. That was, “Perceived Ineffective Organizational Change” partially mediated the relationship between “Authoritarian Leadership” and “Organizational Commitment”, and fully mediated the relationship between “Authoritarian Leadership” and “Job Satisfaction”. The researcher used Lewin’s (1951) “Force Field Analysis Model” to interpret the results, and proposed practical management suggestions and future research recommendations.