主管領導風格、組織承諾、工作滿意度與工作績效關係之研究-以主導性人格特質為干擾變數

領導議題一直是組織持續發展與因應變革的關鍵，而領導可視為領導者與員工互動的過程，藉此影響員工朝向公司的目標前進，並認同公司的核心價值觀與理念，領導風格乃是激勵員工、指導方向和實現目標的方式和方法。近年來，關於領導議題中的「轉型領導風格」更是受到大量關注，更有學者將研究重點放在轉型領導與另一熱門議題-組織承諾的關係，然而，較少人針對關係中的調節變相加以探討，故本研究期望彌補此缺口，試圖以「主動性人格」當作調節變量，驗證其調節效果，便能更加清楚轉型領導風格與組織承諾之間的關係。本研究主要探討組織部門的內部主管領導風格、組織承諾、工作滿意度與工作績效之關係，並探討主導性人格特質如何影響員工對主管領導風格的回應與態度，我們以臺中某汽車貸款業的業務人員作為主要的研究對象，發給臺中某汽車貸款業之業務人員進行問卷調查，發放期間共計回收189份，有效問卷為186份，有效問卷回收率為98.41%，經由各種統計軟體分析，發現轉型領導風格的四構面中，有三個構面能正向影響組織承諾，唯獨個人化關懷構面之影響層面不夠顯著；組織承諾對工作績效及工作滿意度則具顯著正向關係；最後調節效果部分，我們發現主導性人格特質能部分調節轉型領導風格與組織承諾之間的關係，當轉型領導風格考慮「魅力影響」及「個人化關懷」構面時，期調節效果具顯著水準，但考慮直接效果中個人化關懷不成顯著，故魅力影響構面可能是造成調節效果的主要因素。

關鍵字

主管領導風格；組織承諾；主導性人格特質；工作滿意度；工作績效

並列摘要

Leadership has always been the key to the sustainable development and reform of organizations. Leadership can be considered as an interaction between leaders and employees, to help employees move towards corporate goals and identify with the corporate core values and ideas. Leadership style is the way and method to encourage employees, indicate directions and achieve goals. In recent years, “transformational leadership style” in leadership issues has attracted a lot of attention, and some scholars have focused on the relationship between transformational leadership and another hot topic of organizational commitment. However, few people have explored moderating variables in the relationship. Therefore, in order to fill the gap, this study attempted to verify the moderating effects with “proactive personality” as a moderating variable, to understand the relationship between transformational leadership style and organizational commitment. This study mainly explored the relationship among internal supervisor leadership styles, organizational commitment, job satisfaction, and job performance in organizational departments. It investigated how dominant personality traits influenced employees’ responses and attitudes toward supervisor leadership styles. The main research subjects were sales personnel of an auto loan company in Taichung. Questionnaires were issued to the sales personnel of an auto loan company. A total of 189 questionnaires were collected, and 186 questionnaires were valid, with an effective recovery rate of 98.41%. Through the analyses by various types of statistical software, three of the four dimensions of transformational leadership styles positively influenced organizational commitment; however, the influences of personalized care were insignificant. Furthermore, the organizational commitment had a significantly positive relationship with job performance and job satisfaction. In the end, in terms of moderating effects, this study found that dominant personality traits partially moderated the relationship between the transformational leadership style and organizational commitment. The moderating effects of the transformational leadership style were significant in “charisma influence” and “personalized care”. However, due to the insignificant direct effects of personalized care, charisma influence might be the main factor leading to its moderating effects.