本研究藉由探討領導型態與親信關係之干擾效果以改善企業文化與提升工作滿意,並依T公司之流通事業部員工為研究對象,以進行領導型態對員工工作滿意關係之研究,再以親信關係為干擾變項以探究其影響效果;本研究成果茲分述如下: 一、轉換型領導對員工工作滿意度具有顯著之正向影響,即企業領導者於展現轉換型領導行為時,將能有效地創造員工之工作滿意程度。 二、交易型領導對員工工作滿意度不具有顯著之影響,企業領導者於施行交易型領導行為時,其所產生之效果將無法顯著地對提升員工工作滿意程度。 三、45歲(含)以下之員工而言,其親近關係將能有效地強化轉換型領導對員工工作滿意之關係;而其親近關係則將弱化交易型領導對員工工作滿意之關係。
To explore the moderating role of trust/intimacy relationship and leadership styles to improve enterprise culture and enhance the job satisfaction. This research aims to investigate the leadership styles on employee’s job satisfaction and the moderating role of trust/intimacy relationship by using of a case study of the department of sale of T corporation. The conclusions are: 1. There is positive and significant relationship among transformational leadership on employee’s job satisfaction, i.e. the transformational leadership can enhance the job satisfaction. 2. There is no significant relationship among transactional leadership on employee’s job satisfaction, i.e. the transactional leadership can not significantly to promote the job satisfaction. 3. To employees under age 45, the intimacy relationship will strengthen the transformational leadership on employee’s job satisfaction; and the intimacy relationship will weaken the transactional leadership on employee’s job satisfaction.