提升工作契合度：轉換型領導、組織支持、工作塑造的角色

Enhance P-J Fit: The Role of Transformational Leadership, Organizational Support, and Job Crafting

李曉鳳(Hsiao-Feng Li)

指導教授 ： 高國揚

國立交通大學/管理學院/管理科學系所/碩士(2020年)

摘要

近年研究指出轉換型領導正向影響個人－工作適配，然而其影響機制仍有待釐清。本研究以社會訊息處理理論觀點探討轉換型領導是否會透過工作塑造（包含尋求資源、尋求挑戰及減少要求）影響個人－工作適配，以彌補過去理論不足。並以社會交換理論觀點探討知覺組織支持對前述關係是否有調節效果。本研究以台灣全職工作者為研究對象，進行兩階段問卷調查，共回收213筆資料。研究發現：（a）轉換型領導與個人－工作適配、尋求資源、尋求挑戰具有正向關係；（b）尋求挑戰、減少要求與個人－工作適配具有正向關係；（c）轉換型領導會透過尋求挑戰，提升部屬個人－工作適配；（d）當知覺組織支持程度高時，相較於低者，轉換型領導與尋求挑戰、減少要求的正向關係會變更強；（e）當知覺組織支持程度高時，相較於低者，轉換型領導透過尋求挑戰正向影響個人－工作適配的間接效果會變更強。

關鍵字

轉換型領導 ； 工作塑造 ； 個人工作適配 ； 知覺組織支持

並列摘要

The recent research indicates that transformational leadership is positively related to person-job fit (P-J fit). However, the mechanism underlying this relationship is still vague. Based on social information processing theory, the current study is to investigate whether job crafting (e.g., seeking resources, seeking challenges and reducing demands) serves a mediating role on this relationship. Moreover, according to the social exchange theory, this study examines the moderating effects of perceived organizational support (POS) on the direct and indirect effects of transformational leadership on P-J fit. The two-wave data was collected from 213 full-time employees in Taiwan. The results indicated that (a) transformational leadership was positively related to P-J fit, seeking resources and reducing demands, (b) seeking challenges was positively related to P-J fit, (c) seeking challenges mediated the relationship between transformational leadership and P-J fit, (d) POS moderated the positive relationship between transformational leadership and seeking challenges/reducing demands, and (e) POS moderated mediated the indirect relationship between transformational leadership and P-J fit (via seeking challenges).

並列關鍵字

transformational leadership ； job crafting ； p-j fit ； perceived organizational support

參考文獻

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