轉換型領導對組織承諾關係之研究─以調節焦點為干擾變數

A Study of the Relationship between Transformational Leadership and Organizational Commitment─Regulatory Focus as a Moderating Variable

潘芊秀(Chien-Hsiu Pan)

指導教授 ： 曾信超

長榮大學/管理學院/高階管理碩士在職專班(EMBA)/碩士(2009年)

https://doi.org/10.6833/CJCU.2009.00154

摘要

隨著企業國際化與全球化的演變，企業如何維持員工之組織承諾
已成為業界非常重要的課題。本研究主要目的以轉換型領導與組織承
諾相關理論，提出研究架構來詮釋組織如何在轉換型的領導的方式
下，提升和強化員工組織承諾的過程。其中本研究重點針對調節焦點
現存研究缺口切入，探討員工之調節焦點對轉換型領導與組織承諾間
關係的干擾效果。
本研究之實證結果顯示，轉換型領導與組織承諾之間，存在正向
關係；而領導者採用轉換型領導有助於誘發員工增進焦點，並對員工
情感性承諾顯示有部份正向影響；另一方面，亦發現領導者採用轉換
型領導也有助於誘發員工預防焦點，並對員工持續性承諾及規範性承
諾皆顯示有部份正向影響。
本研究的整體分析架構，經實證檢驗結果具高度的解釋力，研究
構念間的關係，也多獲得實證，不僅對後續研究極具參考價值，且研
究發現對於管理實務亦具有重要意涵。

關鍵字

調節焦點、轉換型領導、組織承諾

並列摘要

With the enterprise become internationalization and globalization,
how to attract and retain the employees commitment to an organization is
an important issue for the companies. The major purpose of this research
is the relationship among transformational leadership and organizational
commitment, than the research framework to interpret how
transformational leadership in the manner to enhance and strengthen the
process of employee organizational commitment. This study is aimed at
these research gaps in the regulatory focus theory, which examines
whether the expectation of regulatory focus have a moderating variable or
not on the relationship between transformational leadership and
organizational commitment. The results show that transformational
leadership has significant positive on organizational commitment. These
results are that transformational leadership has a positively significant
part of influence on promotion focus and affective commitment. The role
of prevented focus plays a moderating variable in the relationship; in
other word, transformational leadership between normative commitment
and continuance commitment have positively significant part of
influence.
The entire research framework was proved to be a very suitable
analytic scheme for the study of the subject, the relationships among
research constructs were also found mostly significant. The result not
only provides valuable leads to further studies, it also reveals important
implications for managerial practices.

並列關鍵字

Regulatory focus, Transformational leadership,

參考文獻

1. 白崇亮(民75)。組織承諾研究：理論與實證。管理評論，第五卷第二期，頁30-51。

2. 余明助(民95)。織變革不確定感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，第六卷第二期，頁89-110。

4. 林英顏(民91)。組織結構與工作倦怠關係之研究-以年齡為干擾變數。文大商管學報，第七期，頁53-71。

5. 林鉦棽(民92)。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，第三卷第二期，頁93-113。

6. 唐永泰（民95）。轉換型領導、工作動機與員工創新行為的關係。人力資源管理學報，第六卷第四期，頁47-66。