隨著時代的演變,人們的價值觀逐漸多元化,主管往往期望能夠擁有好的領導風格,並搭配上好的溝通能力來提升本身的領導效能,而在複雜多變的環境中,人際溝通能力已是必須具備的工作能力之一,因此本研究將以探討溝通能力是否會在主管與部屬對領導風格認知的差異和領導效能之間的有影響做為研究主軸。 本研究採用問卷調查的方式來探討主管與部屬對領導風格認知的差異與領導效能之相關性並以溝通能力作為中介變項,由於本研究主要目的乃欲了解主管與部屬對領導風格認知之差異,因此本研究之問卷分為主管版與部屬版兩個版本,主管問卷將由營業單位之一位領導職填寫;部屬問卷則由該領導職之直屬三位部屬填寫,抽樣方式為便利抽樣法,透過研究者之網絡關係於全台發放,共發放150組問卷,回收145組,問卷回收率為97%。所回收之資料以敘述性統計分析、信度分析、效度分析、因素分析、相異樣本t檢定、相關分析及迴歸分析進行檢驗。 本研究之研究結果如下: 一、主管與部屬對轉換型領導風格認知之差異與領導效能有顯著負相關。 二、主管溝通能力與領導效能有顯著正相關。 三、溝通能力在主管與部屬對權宜獎賞構面的認知差異與領導效能間具有中介效果。
This research was to investigate the relationship among perceived difference of leadership style, leadership effectiveness and communcication skills. It was expected that result couble be used in Taiwan on human resource and management strategy. The research utilizes a survey date from a sample 145 supervisors and 435 subordinates from difference industrys to exam the hypotheses bu using desceiptive, factor analysis, two-sample t-test, correlation analysis and regression analysis. The major research findings of this research summarized as follows: 1. Transformational leadership style between Supervisors and Subordinates has significant negative correlation with leadership effectiveness. 2. Communication skill of supervisor has significant positive correlation with leadership effectiveness. 3. Communication skill has significant mediating effects between contingent award segment between Supervisors and Subordinates and leadership effectiveness.