探討知覺組織支持對於轉換型領導和任務績效的中介效果：檢驗自我規範的調節效果

Examining the Mediation Effects of Perceived Organizational Support between Transformational Leadership and Task Performance: Investigating the Moderating Role of Self-Regulation.

李宜倫(Yi-Lun Lee)

指導教授 ： 高國揚

國立交通大學/管理學院/企業管理碩士學程/碩士(2020年)

摘要

過去的研究已經發現轉換型領導對於員工行為(例如:工作表現和工作滿意度)有正向的關係，但卻鮮少研究討論轉換型領導是如何影響任務績效以及員工的特性(例如:人格特質)是否會影響這段關係。本研究檢驗轉換型領導透過知覺組織支持對於任務績效的間接關係以及自我規範是否會影響轉換型領導對於知覺組織支持的直接關係和任務績效的間接關係(透過知覺組織支持)。本研究資料針對229位台灣全職員工，採用兩個時間點的資料蒐集方式。研究結果顯示，轉換型領導會透過知覺組織支持與任務績效有間接關係。此外，當自我規範程度較高的時候將會強化轉換型領導和知覺組織支持之間的關係以及知覺組織支持對於轉換型領導和任務績效的中介效果。最後本研究也針對研究結果、未來探討方向及實務應用提出討論。

關鍵字

轉換型領導 ； 知覺組織支持 ； 任務績效 ； 自我規範

並列摘要

Although transformational leadership has been shown to have positive impacts on employee behaviors (e.g., job performance and job satisfaction), less is known about how and why transformational leadership is related to employee task performance and whether employee characteristics (e.g., traits) influence this relationship. In the current study, I examine the indirect effect of transformational leadership on task performance through perceived organizational support (POS) and test the moderating role of self-regulation on the direct and indirect effects of transformational leadership on POS and task performance. A two-wave data collection, with 229 full-time employees in Taiwan, was used to test our hypotheses. The results revealed that transformational leadership related to increased task performance indirectly via POS. In addition, self-regulation moderated the direct relationship between transformational leadership and POS and the indirect relationship between transformational leadership and task performance (through POS): both relationships were stronger when self-regulation was high rather than low. Based on these results, I discuss the implications for theory, practice, and future research.

並列關鍵字

transformational leadership ； perceived organizational support ； task performance ； self-regulation

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