本研究主要目的是探討一般員工對直屬主管轉換型領導風格的知覺程度與其組織承諾的關係，並分別以員工的自我效能與情緒智力為干擾變項，來了解此兩變項是否對轉換型領導與組織承諾間的關係具干擾性。本研究採量化方式透過網路發放問卷，總計回收有效樣本共230份；統計驗證結果為主管轉換型領導與員工組織承諾具正向顯著相關，即員工知覺主管轉換型領導風格的程度越高，組織承諾亦越高；員工的自我效能與情緒智力高低則對轉換型領導與組織承諾間的關係不具干擾性。

The main purpose of the study treats of the variable effects on general subordinates' consciousness arising between transformational leadership and organizational commitment, with subordinate's self efficacy and emotional intelligence as moderator variables. The statistic by issuing out questionnaire quantitated via network and getting back available 230 samples obviously unearths a positive interrelation. The higher subordinates' consciousness of transformational leadership results in the higher subordinates' consciousness of organizational commitment; however neither subordinate's self efficacy nor emotional intelligence has no interference in transformational leadership and organizational commitment as well.

第一章 緒論
第一節 研究動機………………………………1
第二節 研究目的………………………………3
第三節 研究流程………………………………4
第二章 文獻探討
第一節 轉換型領導……………………………5
第二節 組織承諾………………………………10
第三節 自我效能………………………………16
第四節 情緒智力………………………………19
第五節 各研究變項之關係……………………23
第三章 研究方法
第一節 研究架構………………………………24
第二節 研究假設………………………………25
第三節 研究分析方法…………………………27
第四節 研究對象與資料收集…………………29
第五節 研究變項之操作性定義與衡量工具…30
第六節 因素與信度分析………………………32
第四章 研究結果
第一節 描述性統計分析………………………37
第二節 個人屬性在各研究變項之差異分析…39
第三節 相關性分析……………………………46
第四節 影響性分析……………………………50
第五節 干擾作用分析…………………………54
第六節 假設驗證結果彙整……………………59
第五章 結論與建議
第一節 研究結論………………………………61
第二節 研究建議………………………………63
第三節 研究限制………………………………65

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