家長式領導對晉升力評分之影響－以空軍司令部某勤務部隊為例

空軍在推動組織精簡的政策下，部隊需要透過科學化管理方式，對執行人力進行有效的任務分配、管制與運用，管理者如何在組織中發揮影響力，對於組織研究是一個重要的議題。本研究考慮空軍推動科學化管理的核心價值，採用家長式領導作為管理者的領導風格，探討勤務部隊士官幹部的領導行為對晉升力評分的影響。本研究採用問卷調查法，針對團隊中不同組織結構層次的對象（軍官、士官及士兵）分別進行調查，因單一來源可能增加量測中的系統性偏誤，故藉由不同填答對象來避免研究中的共同方法變異。在140組有效問卷的分析下，研究結果發現如次：（1）士官的家長式領導，在軍官、士官與士兵觀察下存在差異；（2）士官的晉升力評分，在軍官、士官與士兵觀察下存在差異；（3）士官被軍官所知覺的德行領導程度越高，其所得之晉升力評分越高；（4）士官被軍官所知覺的仁慈領導程度越高，其所得之晉升力評分越高；（5）士官被軍官所知覺的威權領導程度越高，其所得之晉升力評分越高。最後，依據統計分析結果對家長式領導理論提出研究貢獻，提供給研究者以及實務工作者一些建議。

關鍵字

家長式領導；晉升力評分

並列摘要

Under the policy of organization downsizing, Republic of China Air Force (ROCAF) has to adopt scientific management which would effectively allocate executive manpower and find the subject how managers exert influence in organizations is an important issue. This study explores the relationship between paternalistic leadership amd promotability because of the core value of scientific management of ROCAF. We use a questionnaire to investigate officers, sergeant, and soldiers within different organizational levels to avoid the common method variance. The total of 140 data were analyzed. The findings of the study are as follows: （1）there is difference between sergeant when we investigate the paternalistic leadership; （2）there is difference between sergeant when we investigate the promotability; （3）Sergeants with higher promotability when their moral leadership was high; （4）Sergeants with higher promotability when their benevolent leadership was high; （5）Sergeants with higher promotability when their authoritarian leadership was high. Accordingly, based on our findings, theoretical and practical implications are discussed.