人際吸引力在人際關係中是不可或缺的關鍵媒介，過去探討在工作場合中人際吸引力的文獻甚少。但在組織中，領導者代表著傳達組織目標以及理念的角色，因此領導者與部屬的互動關係顯得相當重要。吸引力的作用能確保目標的達成以及部屬持續性的回饋，進而建立起正向且長遠的人際關係。本研究首先探討領導者吸引力的可能因素，進而檢視這些可能因素是否會造成領導者對部屬的人際吸引力，再來檢視領導者人際吸引力能達成哪些組織目標以及個別吸引力因素可以達成哪些組織目標。

本研究首先經由文獻回顧建立研究架構，再依據此架構進行研究問卷之設計並編製而成正式問卷，以量化的方式檢視領導者吸引力因素、領導者人際吸引力、部屬組織承諾、部屬主管承諾以及部屬組織績效間的關係探討以及驗證。本研究以國內企業為主，不限產業別以及工作類型為研究樣本對象。共計發出360份問卷，回收共306分，回收率85 %，有效問卷共218份，有效回收率為61%。以SPSS統計軟體進行統計分析，經相關和回歸統計分析後獲得下列實證研究結果：

(一) 領導者吸引力因素除了強制權以及鄰近性之外(ex:外表、能力、參考權、專家權、獎賞權、正式權、感知態度相似性以及持續性曝光)，皆會對領導者人際吸引力產生正向的顯著性影響。
(二) 領導者人際吸引力會對部屬主管承諾、組織承諾以及任務績效產生正向的顯著性影響。
(三) 領導者吸引力因素不一定會受到領導者吸引力的影響，進而對部屬主管承諾、組織承諾以及任務績效。例如:領導者能力會透過領導者人際吸引力影響部屬主管承諾以及組織承諾，雖效果不明顯，但並不會透過領導者人際吸引力影響部屬任務績效。

Interpersonal attraction is an indispensable mediation in the interpersonal relationship, but there was rare reference discussed the importance of interpersonal attraction in the workplace. In organization, leaders represent the organization to develop the value and objective. Therefore, the relationship between the leaders and subordinates become very important. The function of leaders’ interpersonal attraction is to make sure that the goals of organization can be completed and the subordinates can feedback continually. First of all, present study discusses the possible leaders’ attraction factors. Secondly, to inspect these possible leaders’ factor can create leaders’ interpersonal attraction. Last but not least, which leaders’ attraction factors can reach different objectives via leaders’ interpersonal attraction.
Present study builds the research hypotheses after finished the literature review, and the questionnaires are based on the architecture. We view the relationship between leaders’ attraction factors, leaders’ interpersonal attraction, subordinates’ organizational commitment, supervisory commitment and task performance via quantifiable way. Present study based on Taiwan’s enterprises, and didn’t limit the industry and work types as object of the study. A total 360 questionnaires were issued and 306 questionnaires were collected with responding rate of 85%. After deleting 88 invalid questionnaires, the number of valid questionnaires was 218.Statistical analysis, such as correlation and regression, was conducted with SPSS software. Empirical findings are as follows：
1. Except for coercive power and propinquity, physical appearance, competence, expert power, referent power, reward power, attitude similarity and exposure can make positively significant influence on leaders’ interpersonal attraction.
2. Leaders’ interpersonal has significant influence on subordinates’ organizational commitment, supervisory commitment and task performance.
3. Leaders’ attraction factors are not all affect subordinates’ organizational commitment, supervisory commitment and task performance through leaders’ interpersonal attraction.(ex: leaders’ competence affect subordinates’ organizational commitment and supervisory commitment, though the effect were mild. But the leaders’ competence can’t affect subordinates’ task performance through leaders’ interpersonal attraction.)

目錄
目錄 I
表目錄 Ⅲ
圖目錄 Ⅴ

第一節 緒論 1
第一節 研究動機及背景 1
第二節 研究目的 3
第三節 研究流程 4

第二章 文獻探討 5
第一節 吸引力因素 5
第二節 人際吸引力情境因素 7
第三節 個人特質 9
第四節 適配因素 14
第五節 組織承諾 17
第六節 主管承諾 19
第七節 部屬任務績效 21
第八節 吸引力的中介因素 22

第三章 研究方法 24
第一節 研究架構 24
第二節 研究假設 26
第三節 研究工具及信度分析 28
第四節 問卷編制發放說明及樣本概述 35
第五節 資料分析方法 38

第四章 研究結果與分析 40
第一節 各研究變項之敘述性統計 40
第二節 個研究變項之相關分析 41
第三節 各研究變項之迴歸分析 47
第四節 吸引力之中介效果分析 61
第五節 研究假設實證檢定之結果 88


第五章 結論與建議 91
第一節 研究結論 91
第二節 企業實務建議 96
第三節 未來研究建議 98
第四節 研究限制 99

參考文獻 100
一、英文文獻 100
二、中文文獻 108

附錄 109
附錄一 主管問卷 109
附錄二 部屬問卷 110

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二、中文部分

姜定宇 （2005）。 華人部屬與主管關係、主管忠誠及其後續結果：一項兩階段研究，國立台灣大學心理學研究所未發表之博士論文。

邱麗家 (2006)。 內部稽核人員人格特質, 工作特性與工作滿意度關係之研究-以成就動機為中介變項，國立中山大學人力資源管理研究所碩士在職專班碩士論文。未出版，高雄市。