優秀的人才是企業重要的資產,如何提昇員工的工作滿意來留住人才,成為企業領導人重要的課題。 過去的研究發現,轉換型領導對於部屬工作滿意的提昇,具有正向的影響。知覺組織支持對於提昇部屬的工作滿意也呈現正相關。 本研究進一步探討主管的轉換型領導風格及領導者與部屬交換關係對員工工作滿意的影響,並驗證轉換型領導及領導者與部屬交換關係是否會透過知覺組織支持之中介而對工作滿意產生影響。 本研究採用問卷調查法,回收有效問卷200份,回收之資料加以檢驗後,得出研究實證結果如下: 一、「轉換型領導」與「知覺組織支持」之間存在正向關係。 二、「領導者與部屬交換關係」與「知覺組織支持」之間存在正向關係。 三、「知覺組織支持」與「工作滿意」之間存在正向關係。 四、「轉換型領導」與「工作滿意」之間存在正向關係。 五、「領導者與部屬交換關係」與「工作滿意」之間存在正向關係。 六、「知覺組織支持」對「轉換型領導」與「工作滿意」之關係,具有中介效果。 七、「知覺組織支持」對「領導者與部屬交換關係」與「工作滿意」之關係,具有中介效果。 期望透過本研究之實證結果,能夠提供相關企業界作為管理實務上之參考依據,以及學術界作進一步研究之基礎。
Since talents are important assets of an enterprise, how to enhance job satisfaction to retain talents has become an important issue for business leaders. Previous researchers have found that Transformational Leadership has positive influences on Job Satisfaction. Perceived Organizational Support has positive influences on Job Satisfaction, too. This study investigated the effects of Transformational Leadership and Leader-Member Exchange on Job Satisfaction, and verified if there is mediating effect of Perceived Organizational Support. This study analyzed 200 valid questionnaires on these effects and the findings are as the follows: (1) Transformational Leadership is positively related to Perceived Organizational Support. (2) Leader-Member Exchange is positively related to Perceived Organizational Support. (3) Perceived Organizational Support is positively related to n Job Satisfaction. (4) Transformational Leadership is positively related to Job Satisfaction. (5) Leader-Member Exchange is positively related to Job Satisfaction. (6) Perceived Organizational Support is a mediator between Transformational Leadership and Job Satisfaction. (7) Perceived Organizational Support is a mediator between Leader-Member Exchange and Job Satisfaction. We expect the results of this study can provide a reference on the management practices for enterprises and as the bases for further academic studies.