優秀的人才是企業重要的資產,因此如何提升員工的工作滿意與工作敬業程度以降低其離職意願,便成了領導者重要的課題。過去研究顯示,職場幸福感能夠預測員工工作滿意程度,因此,領導者該運用何種領導型態來有效提升員工職場幸福感進而提高員工工作滿意與工作敬業,是未來該思考的問題。本研究將探討轉換型領導的領導風格對員工工作滿意與工作敬業的影響,並驗證員工職場幸福感的中介效果。 本研究採用問卷調查法,抽樣對象為一般職場的員工,回收有效問卷476份,實證結果如下:(1)轉換型領導對工作滿意具有正向影響。(2)職場幸福感對工作滿意具有正向影響。(3)轉換型領導對工作敬業具有正向影響。(4)職場幸福感對工作敬業具有正向影響。(5)轉換型領導對職場幸福感具有正向影響。(6)職場幸福感在轉換型領導對工作滿意之影響具有中介效果。(7)職場幸福感在轉換型領導對工作敬業之影響具有中介效果。
Since outstanding talents are important assets of an enterprise, how to enhance employees’ Job Satisfaction and Work Engagement to reduce turnover intention has become an important issue for business leaders. Prior studies have shown that Workplace Well-being can predict the degree of employees’ Work Satisfaction. Therefore, the leader should think that how to improve employees’ Workplace Well-being by using leadership style effectively. In this way, it also can enhance employees’ Work Satisfaction and Work Engagement. This study investigated the effects of Transformational Leadership on Job Satisfaction and Work Engagement, and verify if there is mediating effect of Workplace Well-being. This study analyzed 476 valid questionnaires on these effects and the data was collected from general workplace employees. The findings were as the follows: (1) Transformational Leadership has a positive effect on Job Satisfaction. (2) Workplace Well-being has a positive effect on Job Satisfaction. (3) Transformational Leadership has a positive effect on Work Engagement. (4) Workplace Well-being has a positive effect on Work Engagement. (5) Transformational Leadership has a positive effect on Workplace Well-being. (6) Workplace Well-being is a mediator between Transformational Leadership and Job Satisfaction. (7) Workplace Well-being is a mediator between Transformational Leadership and Work Engagement.