本研究主要探究領導者在不同當代領導行為中,對於員工績效表現的影響,因此以深度訪談的方式作為研究方法,透過訪談的方式來了解員工在特定職場環境中,主管應具備什麼領導特質及行為來協助員工,以及哪一種領導類型對提升績效更有效益。 研究結果發現領導者在被公司賦予權力時,就會深受公司的政策及文化、主管個人以及員工個人所影響,且不一定僅存在單一種的管理方式,主管及員工都會同時存在需要或提供不同的方式來取得管理上的平衡。 在管理意涵之部分,根據研究結果,本研究發現有以下7點意涵:1. 轉換型領導為員工期待的領導方式;2. 交易型領導對於績效有正向的影響,不同的員工需求也會不同;3. 不同工作類型不一定適用於相同的領導類型;4. 同一員工可能面對不同類型領導的主管;5. 員工可能想要利己,主管可能想要共好;6. 主管可能無法選擇領導類型;7. 討論及溝通有助於提升員工的績效。
This study is tried to research the influence of employee's performance from various behaviors by modern leadership style. The interviews of 5 persons who have seniority over 10 years to investigate the relationship between performance and management style of employee's demand and leadership's assistance. Results indicate that leadership style affected by policy and culture of company, leadership and employee for their own sake. A simple management style may not the only way in practice. It should have various modes to find a balance between demand or assistance. In the section of management implications that according to results, this study point out 7 implications as follows: (1. the employees look forward to transformational leadership; (2. transactional leadership can bring positive effects of performance; (3. the same leadership is not likely to suit different works; (4. one employee may face leadership of different style; (5. on the benefits, employee may think about themselves, and leader's benefit is about groups; (6. there may be no choice of leadership style for leader; (7. discussion and conversation can improve employee’s performance.