本文針對組織文化、授權賦能與領導風格進行探討. 在構面部分,組織文化部分區分為創新、支持及官僚進行探討; 授權賦能則以意義、能力及自我影響作為變項; 領導風格區分為轉型, 家長型及交易型等理論作探討。本研究以問卷施測方式進行資料收集, 問卷來源是依據以往相關領域的研究者所編製的量表。研究樣本共400份, 回收371份有效資料。資料分析方法主要以描述性分析, Pearson相關分析及迴歸分析進行假設驗証。 結論顯示:1.個人統計特徵對各變相有部分影響效果。2. 受測者在組織文化上是趨向於滿意度高。3. 受測者在組織文化方面,較為主動積極進取、創新成長及重視人際關係,且充滿信賴活力熱忱,其組織文化認同程度一致又高。且男性受測者的平值亦普遍高於女性。4. 顯示出受測者員工在領導風格的感覺上,較屬轉型領導與交易型之領導風格。5. 受測者員工在授權上,較屬能力模型與意義模型。受測者認為其執行的工作有意義,能符合其信念、態度、行為,並感受自己被授權。且男性受測者的平值亦普遍高於女性。
This article is about the research of relations of organizational culture, empowerment & leadership style。The dimensions of organizational culture are divided into Innovation, supportive& bureaucracy。The dimensions of leadership style are divided into transformation leadership, paternalistic leadership & transactional leadership. Questionnaire survey is the way to collect data for this research. The complications of questionnaire is according to the scale which is complied by formerly researcher of related field. There are 400 pieces questionnaire being issued & 371 pieces questionnaire being gathered. The main methods of analysis are to take hypothetic-verification by descriptive statistics, co-relational analysis & regression analysis. Result shows: 1. Population statistic feature has a significant influence on all dimensions. 2. The organizational culture has a positive relationship to leading satisfaction, 3. The organizational culture of innovation and supportive has a positive relationship。4. Demonstrated the measuring staff in the leadership style feeling, comparatively is the reforming leadership and the transaction leadership of style. 5. The measuring staff in the authorization, comparatively is the ability model and the significance model. Measuring was revealed its execution the work has the significance, can conform to its faith, the manner, the behavior, and feels oneself is been authorized.