本研究探討具有仁慈領導風格的主管對員工行為表現與績效的影響，此外亦認為若部屬擁有正向心理層面時，更能提升自身的工作表現與績效，因此，進一步探討心理資本在仁慈領導、情感性承諾與績效的中介作用。本研究共收得288份有效樣本，以階層迴歸分析法進行資料分析。研究結果顯示：(1)仁慈領導對情感性承諾具有正向效果；(2)仁慈領導對任務績效沒有顯著影響；(3)仁慈領導對創造性績效具有正向效果；(4)仁慈領導對心理資本具有正向效果；(5)心理資本對情感性承諾具有正向效果；(6)心理資本對創造性績效具有正向效果；(7)仁慈領導是透過心理資本的部分中介效果影響情感性承諾；(8)仁慈領導是透過心理資本的中介效果影響創造績效。最後，本文亦針對研究結果，提出管理意涵、研究限制及建議加以討論之。

This study is collected 288 valid questionnaires and explored benevolent leadership is an influence on employee’s behavior and performance; also, the employee is positive psychology which can enhance personal growth and performance. Furthermore, the influence of benevolent leadership among affective commitment and performance: the mediating effect of psychological capital. The results show that: (1) benevolent leadership is positively related to affective commitment; (2) benevolent leadership is influence negatively on task performance; (3) benevolent leadership is positively related to creative performance; (4) benevolent leadership is positively related to psychological capital; (5) psychological capital is positively related to affective commitment; (6) psychological capital is positively related to creative performance; (7) psychological capital has partial mediating effect on the relationship between benevolent leadership and affective commitment; (8) psychological capital has complete mediating effect on the benevolent leadership and creative performance. Finally, there are discussed some implications and suggestions.

目錄
論文審定書…………………………………………………………………………i
摘要…………………………………………………………………………………ii
Abstract……………………………………………………………………………iii
第一章 緒論…………………………………………………………………………1
第一節 研究背景與動機…………………………………………………………1
第二節 研究目的…………………………………………………………………3
第二章 文獻探討……………………………………………………………………4
第一節 家長式領導………………………………………………………………4
第二節 心理資本…………………………………………………………………9
第三節 情感性承諾………………………………………………………………15
第四節 績效………………………………………………………………………18
第五節 仁慈領導、承諾、績效、心理資本間關連性之探討…………………21
第三章 研究方法……………………………………………………………………25
第一節 研究架構…………………………………………………………………25
第二節 研究假設…………………………………………………………………27
第三節 研究樣本…………………………………………………………………27
第四節 研究工具…………………………………………………………………30
第五節 資料分析方法……………………………………………………………32
第六節 共同方法變異檢測………………………………………………………33
第四章 結果分析……………………………………………………………………34
第一節 各變項之描述與變項間相關……………………………………………34
第二節 仁慈領導對情感性承諾與績效之影響…………………………………36
第三節 仁慈領導與心理資本之關係……………………………………………39
第四節 心理資本對情感性承諾與績效之影響…………………………………40
第五節 心理資本的中介效果……………………………………………………42
第五章 討論與建議…………………………………………………………………44
第一節 結果………………………………………………………………………44
第二節 討論………………………………………………………………………45
第三節 管理意涵…………………………………………………………………47
第四節 研究限制與建議…………………………………………………………48

參考文獻……………………………………………………………………………49
附錄一………………………………………………………………………………60
附錄二………………………………………………………………………………65
 
圖次
圖2-1 家長式三元領導與部屬相對反應…………………………………………7
圖2-2 心理資本的四大構面圖……………………………………………………12
圖3-1 本研究之架構圖……………………………………………………………26



表次
表2-1 各資本概念的差異…………………………………………………………11
表2-2 心理資本各要素的貢獻……………………………………………………14
表2-3 組織承諾的定義……………………………………………………………16
表2-4 任務績效與情境績效的差異………………………………………………18
表3-1 樣本基本資料表……………………………………………………………29
表4-1 本研究各變數的敍述性統計資料、相關係數與信度……………………35
表4-2 仁慈領導預測情感性承諾之階層迴歸分析………………………………36
表4-3 仁慈領導預測任務績效之階層迴歸分析…………………………………37
表4-4 仁慈領導預測創造性績效之階層迴歸分析………………………………38
表4-5 仁慈領導預測心理資本之階層迴歸分析…………………………………39
表4-6 心理資本預測情感性承諾之階層迴歸分析………………………………40
表4-7 心理資本預測創造性績效之階層迴歸分析………………………………41
表4-8 心理資本在仁慈領導與情感性承諾之中介效果…………………………42
表4-9 心理資本在仁慈領導與創造性績效之中介效果…………………………43
表5-1 假設驗證結果………………………………………………………………44

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