探討主管領導行為與幼教人員的工作滿足感、工作負荷和工作績效的關聯性：以Ｃ學校教師為研究對象

本研究旨在探討主管領導行為與幼教人員的工作滿足感、工作負荷和工作績關聯性，首先透過質化研究方法，以深入訪談的內容做內容分析，並根據內容分析結果檢視主管領導行為與幼教人員的工作滿足感、工作負荷和工作績效的關係。其次，透過量化研究方法，以個案經營的幼兒園之幼教人員為樣本，發出調查問卷110份，回收107份，有效回收率為97.2%。經過分析結果，本研究主要發現與研究結果如下: 一、主管領導行為中，受訪幼教人員在主管領導行為量表各層面中，以「指導型領導行為」得分最高。二、工作負荷現況為，受訪幼教人員在工作負荷量表各題項中，以「我被要求的工作量太大了」得分最高。三、工作滿足感現況為「我目前的工作內容，不會違反我自己的道德原則」得分最高。四、幼教人員對於主管在各型領導行為的感受程度越高時，對於工作的負荷感受程度則會越低。五、幼教人員對於主管在各型領導行為的感受程度，與自評或主管評的工作績效結果並無明顯的關聯性存在。六、幼教人員對於工作的滿足感越高，無論在主管評定或自我評定的工作績效表現也會越佳。七、工作負荷對於主管領導行為影響工作滿足感並未產生明顯的調節效果。

關鍵字

主管領導行為；工作滿足感；工作負荷；工作績效

並列摘要

The objective of this research is to explore the relationships between supervisor’s leadership behavior and preschool personnel’s job satisfaction, workload, and work performance; first, content analysis based on in-depth interviews via the qualitative research method was conducted, and then the relationship of supervisor’s leadership behavior and preschool personnel’s job satisfaction, workload, and work performance was examined. Secondly, through the quantitative research method, personnel from an individually operated kindergarten preschool personnel was used as the sample, and 110 survey questionnaires were distributed, getting 107 survey questionnaires in return, with an effective response rate of 97.2%. After the analysis, the main findings and outcomes of the research are as follows: I. Amongst the dimensions of supervisor’s leadership behaviors, the preschool personnel gave the highest score to “directive leadership behavior”. II. For the items of current workload condition, the preschool personnel gave the highest score to “the workload I have been requested is way too much”. III. For items of job satisfaction, the preschool personnel gave the highest score to “my current work content will not violate my own moral principles”. IV. The higher the scores of supervisor’s leadership behavior, the lower the scores of feeling workload for the preschool personnel. V. The scores of supervisor’s leadership behavior showed no significant relationship with work performance of preschool personnel, either for self-rating scores or other-rating ones. VI. The higher the scores of job satisfaction, the higher the work performance of preschool personnel, either for self-rating scores or other-rating ones. VII. The workload did not play a moderating role in the relationship between supervisor’s leadership behavior and job satisfaction.