在企業為了降低經營成本的目的之下，主管的領導方式對於人員的留任及發展會產生直接的影響。已有研究指出主管的轉型領導與員工的情感性承諾有正面影響，但若是在工作不安全感瀰漫的工作環境中，轉型領導對於部屬的情感性承諾是否仍有正向的影響？此外，主管能否藉由轉型領導，影響部屬的心理幸福感？而在工作不安全感的情況之下，轉型領導是否也仍會對部屬的心理幸福感有著同樣的影響？
　本研究以部屬的角度來探討領導者作風對部屬的影響；經由部屬本身對主管與組織的知覺程度，了解主管的轉型領導對員工的情感性承諾、心理幸福感的影響，以及工作不安全感是否會有調節作用。實證調查結果，整理如下：
一、轉型領導對部屬的情感性承諾有顯著的正向影響；工作不安全感高的部屬在情感性承諾上所受到的正向影響較大。
二、轉型領導對部屬的心理幸福感有顯著的正向影響；而工作不安全感高的部屬在情感性承諾上所受到的正向影響與工作不安全感的部屬相似。

Under the requirement of corporate to reduce operating costs, supervisors’ leadership styles have directly influenced on their subordinators’ stay and development in organization.
Previous studies have pointed out that perceived supervisors’ transformational leadership would affect subordinators’ affective commitment. But what this relation will be when subordinators feel their job is insecurity? Besides, will perceived transformational leadership affect subordinators’ psychological well-being? And what this relation will be when subordinators feel their job is insecurity?
From subordinates’ viewpoint, this study investigates relationships among subordinates’ perceived transformational leadership and subordinates’ affective commitment and psychological well-being. This study also investigates the moderating effect of job insecurity on such relationships.
Empirical findings of this study are as follows:
1. Transformational leadership has a significant positive effect on affective commitment. Besides, such relationship is more significant for subordinates who feel high job insecurity.
2. Transformational leadership has a significant positive effect on psychological well-being. And such relationship does not change whether subordinates feel high or low job insecurity.

目 錄
論文審定書................................................................................................... i
誌謝辭.......................................................................................................... ii
中文摘要..................................................................................................... iii
英文摘要..................................................................................................... iv
第 一 章 緒 論
第一節　研究背景............................................................................... 1
第二節　研究動機............................................................................... 1
第三節　研究目的............................................................................... 2
第 二 章 文 獻 探 討
第一節　轉型領導............................................................................... 4
第二節　情感性承諾......................................................................... 14
第三節　心理幸福感......................................................................... 20
第四節　工作不安全感..................................................................... 25
第　三　章　研 究 方 法
第一節　研究假設及架構................................................................. 30
第二節　樣本資料............................................................................. 31
第三節　測量工具............................................................................. 33
第四節　施測程序及分析方法......................................................... 39
第　四　章　結 果 分 析
第一節　各變項之描述與變項間之相關......................................... 41
第二節　轉型領導對情感性承諾的影響......................................... 44
第三節　轉型領導對心理幸福感的影響......................................... 45
第四節　工作不安全感對轉型領導與情感性承諾間關係的調節作用... 46
第五節　工作不安全感對轉型領導與心理幸福感間關係的調節作用... 48
第　五　章　討 論 與 建 議
第一節　結果摘要............................................................................. 49
第二節　討論與建議......................................................................... 49
第三節　研究限制............................................................................. 50
參考文獻.................................................................................................... 51

 
圖次

圖2-1 Steers (1997) 組織承諾前因後果模示圖...................................... 15
圖2-2 Morris & Sherman (1997) 組織承諾多元預測模示圖………………. 15
圖2-3 Mowday, Porter & Steers (1982) 組織承諾模式圖....................... 16
圖3-1研究架構.......................................................................................... 30
圖4-1轉型領導與工作不安全感對與情感性承諾的交互作用.............. 46

 
表次

表2-1 領導理論演進表.............................................................................. 5
表2-2 轉型領導行為研究構面一覽表.................................................... 12
表2-3 組織承諾定義表............................................................................ 18
表2-4 心理幸福感六個構面的定義........................................................ 24
表2-5 工作不安全感的前因變項............................................................ 28
表2-6 工作不安全感的後果變項............................................................ 29
表3-1 樣本組成........................................................................................ 32
表3-2 轉型領導量表題項........................................................................ 33
表3-3 情感性承諾量表題項.................................................................... 34
表3-4 心理幸福感量表題項.................................................................... 35
表3-5 工作不安全感量表題項................................................................ 36
表3-6 社會讚許量表題項........................................................................ 37
表3-7 權力距離量表題項........................................................................ 37
表3-8 個人背景資料題項........................................................................ 38
表4-1 各變項描述統計值與相關係數.................................................... 43
表4-2 工作不安全感對轉型領導與情感性承諾的調節效果…………….. 44
表4-3 工作不安全感對轉型領導與心理幸福感的調節效果…………….. 45
表5-1 研究假設驗證結果彙總表............................................................ 49

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