從交換理論的觀點去探討家長式領導風格對組織公民行為之影響–心理契約為中介變項

管理者是組織的精神領袖，也是組織的象徵，除了具備專業知識和能力以外，需要透過自身的影響力，與組織成員建立信任關係，因此其領導風格對於組織運作佔有極關鍵的影響力。為了能有效管理並且留住適當的人才，管理者對雇傭關係之間心理層面的心理契約也需要具有相當的認識和掌握。此外，管理者若能依自身的領導風格影響組織成員主動執行角色外之組織公民行為，將能讓組織正向且永續地發展。本研究之目的主要是針對以華人的家長式領導管理者風格，從交換理論的觀點來探討家長式領導風格是否對組織成員之心理承諾與信任產生交互作用，進而影響其組織公民行為及心理契約是否具有中介效果。本研究採取問卷調查法，透過便利抽樣方式，針對台灣地區營利事業單位及非營利組織成員為抽樣對象進行資料之蒐集。經敘述性統計分析、Pearson相關分析、獨立樣本T檢定、單因子變異數分析及迴歸分析等進行資料分析後，本研究之結果顯示：（1）家長式領導風格對於心理契約具有顯著正向影響，而心理契約對於組織公民行為亦具有顯著正向影響；（2）家長式領導中之仁慈及德行領導對於組織公民行為具有顯著正向影響，而威權領導對於組織公民行為則不具有正向影響；及（3）心理契約對於家長式領導風格與組織公民行為間之關係具有中介效果。

關鍵字

交換理論；家長式領導；組織公民行為；心理契約

並列摘要

Managers usually represent an organization to execute all necessary functions of management. Managers possessing professional knowledge and abilities also need to establish trusting relationships with members of the organization through their own influence. Therefore, their leadership style has a crucial influence on the operation of the organization. In order to effectively manage and retain appropriate talents, managers also need to have a considerable understanding and mastery of the psychological contract between the employment relationship. In addition, if managers can influence organizational members to actively implement organizational citizenship behavior (OCB) outside their roles according to their own leadership styles, the organization will develop positively and sustainably. The purpose of this study is to explore whether the paternalistic leadership style interacts with organizational members' psychological commitment and trust, and then affects their organizational citizenship behavior, and see psychological contract if it has a mediating effect. This research adopts the questionnaire survey methodology, and collects data by means of convenience sampling for the members from profit driven organizations and non-profit organizations in Taiwan. After data analysis by descriptive statistical analysis, Pearson correlation analysis, independent sample T test, analysis of variance and regression analysis, the results of this study show that: (1) Paternalistic leadership has a significant positive impact on psychological contract, and psychological contract also has a significant positive impact on organizational citizenship behavior; (2) Benevolent and moral leadership in paternalistic leadership have a significant positive impact on organizational citizenship behavior , while authoritarian leadership has no positive effect on OCB; and (3) Psychological contract has a mediating variable on the relationship between paternalistic leadership and OCB.