轉換型領導對員工正向心理資本之影響並以自我協調及領導成員交換品質為中介變數之分析

The Impact of Transformational Leadership on Employee Positive Psychological Capital：Exploring the Mediating Effects of Self-concordance and the quality of leader-member exchange

彭薏蓉(I-Jung Peng)

指導教授 ： 蕭嬋

國立交通大學/管理學院/管理學院管理科學學程/碩士(2018年)

摘要

本研究試圖探討組織層次之轉換型領導能否激發員工之正向心理資本來面對挑戰，並以員工自我協調及領導成員交換品質為中介分析其影響。本研究經分析文獻，確定研究題目後，建立假說後進行問卷發放回收。研究導入整體架構觀點，以系統性整合團體組織及員工層次，並以階層式線性模型分析變項之相關性並取得分析結果來驗證本研究之假說。透過問卷共發放550份，其中紙本問卷330份，電子網路問卷220份，回收有效問卷共513份，有效問卷回收率為93.27%。
本研究分為幾個假說探討：H1：組織層次之轉換型領導對員工層次之正向心理資本行為有正向影響。H2：員工層次之自我協調對組織層次之轉換型領導與員工層次之正向心理資本行為之間具有中介效果。H3：員工層次之領導成員交換品質對組織層次之轉換型領導與員工層次之正向心理資本行為之間具有中介效果。
綜觀過去的研究，已有研究証實轉換型領導與員工正向心理資本變數為正向相關，雖本研究無法支持其顯著性；但經本研究証實，員工之自我協調及領導成員交換品質對組織層次之轉換型領導與員工之正向心理資本確有中介效果。
依分析結果，提出本研究貢獻為：1.「組織轉換型領導對員工正向心理資本之影響並以員工自我協調及領導成員交換品質為中介變數之分析」所產生顯著性的效果，可做為為未來領導者管理組織之參考。2.本研究以員工自我協調及領導成員交換品質作為組織轉換型領導與員工正向心理資本之中介變項，產生正向的顯著效果，顯示自我協調及領導成員交換品質中介之重要性。3.對於轉換型領導、自我協調領導、成員交換品質及正向心理資本過往研究，做一整體性的文獻回顧，並將其相關做一整體性的探討。4.本研究導入整體架構觀點，以系統性整合團體組織及個體員工層次，有別於以往單一層次的研究。

關鍵字：轉換型領導、自我協調、領導成員交換品質、正向心理資本

關鍵字

轉換型領導 ； 自我協調 ； 領導成員交換品質 ； 正向心理資本

並列摘要

This study attempts to investigate whether the transformational leadership at the organizational level can motivate individual employees to face the challenges of positive psychological capital and analyze the impact of individual employees' self- concordance and the quality of leader-member exchange as an intermediary. After analyzing the literature and determining the research topic, this study established a hypothesis and collected questionnaires for recovery. Study and introduce the overall architectural perspective, systematically integrate group organization and employee level, and analyze the relevance of variables by hierarchical linear model and obtain analysis results to verify the hypothesis of this study. A total of 550 questionnaires were distributed through questionnaires, including 330 paper-based questionnaires, 220 electronic network questionnaires, and 513 valid questionnaires. The effective questionnaire recovery rate was 93.27%.
This study is divided into several hypotheses to explore:H1: Switching leaders at the organizational level have a positive effect on the positive psychological capital behavior of the employee level。H2: Self-concordance at the employee level has an intermediate effect on transformational leadership at the organizational level and positive psychological capital behavior at the employee level.H3: the quality of leader-member exchange at the employee level has an intermediate effect on transformational leadership at the organizational level and positive psychological capital behavior at the employee level.
Looking at past research, studies have confirmed that transformational leadership is positively correlated with employee positive psychological capital variables. Although this study cannot support its significance, this study confirms that Transformational of transformational leaders at the organizational level and individual employees. There is indeed an intermediate effect on the positive psychological capital of individual employees.
According to the results of the analysis, the contributions of this study are presented as follows:1. The "significant effect of transformational leadership on the impact of positive psychological capital on self- concordance and the quality of leader-member exchange as an intermediary variable" can serve as a reference for future leaders' management organizations.
2. This study uses self- concordance and quality of leader-member exchange as a mediation variable between transformational leadership and positive psychological capital, which has a positive and significant effect and shows the importance of self- concordance agency.3. For the individual's research on transformational leadership, self- concordance, and the quality of leader-member exchange, positive psychological capital, do a holistic review of the literature, and make a relevant discussion of its relevance.4. This study introduces the overall architectural perspective to systematically integrate group organizations and individual employee levels, which is different from previous single-level research.
Key word ：Transformational Leadership、Self-concordance、the quality of leader-member exchange、Positive Psychological Capital

並列關鍵字

Transformational Leadership ； Self-concordance ； The quality of leader-member exchange ； Positive Psychological Capital

參考文獻

參考文獻

一、中文部分

〔1〕安鴻瑋 (2012)，人格特質、領導成員交換關係、團隊成員交換關係與組織承諾之研究－以團隊私人關係為干擾變數，成功大學企業管理研究所，碩士論文,P1 - 85

〔2〕余民寧，陳柏霖，湯雅芬 (2012)，大學生心理資本量表編製及其相關因素之研究.，Journal of Educational, 8(4) ,P 19-52

〔3〕余鑑，于俊傑，羅維雅，張旭嵐 (2014)，正向心理資本, 工作價值觀及知覺壓力對敬業貢獻度之影響研究─ 以企業聲望認知為調節變項，T&D 飛訊,P1 - 35