近年來許多企業在面對全球化競爭的挑戰下，紛紛提倡組織改造與變革，而國營事業也不例外，在長期的負面的輿論之下，國營事業也在規劃中一個個地民營化，雖然按照規劃進行，但仍有些國營事業並無法依照規劃的時程順利的完成民營化，如中國石油公司就是其中一家。無法如期民營化的原因諸多，如何在民營化前也能將績效有效的提升，是目前為民營化的國營事業可以努力的方向。本研究在參考許多研究後，發現領導行為會影響到員工的工作投入程度，因此，本研究希望透過調查了解中國石油公司的員工，是否會因為領導行為而影響其工作投入程度，並調查組織氣候是否對領導行為與工作投入有中介效果，根據研究結果進而提出建議。研究發現，中油公司的主管領導行為與員工的工作投入有顯著正相關，不論是關懷型的領導行為或是工作型的領導行為都對員工的工作投入有顯著的相關，而組織氣候對主管的領導行為與員工的工作投入也有中介效果，所以由研究結果我們可以推知，中油公司的領導者在組織的績效中，扮演舉足輕重的角色，未來在主管的選任上，抑或是在主管教育訓練的培訓上，都要特別加強與提升，讓主管在帶領組織員工的成效上，能更有效，整體中油的績效可以更成長，成為具競爭力的企業。

Many companies have met the challenges from global competition these years. So gradually they begin to suggest an organizational transformation and reform. State-owned corporations are not an exception. With the public negative image for a long time, State-owned corporations are one by one transforming to private companies successfully as planned. Transforming in accordance with the plans doesn’t mean the transformation can definitely succeed. For example, CPC Corporation didn’t succeed in privatization. There are numerous reasons why privatization can’t be achieved in a prescribed time. Currently privatized State-owned corporations should make efforts to promote their performances before privatization. After referring to many researches, we find that leaders’ behaviors can have impacts on how employees are involved in their jobs. Thus we would like to conduct the research through interviewing the staff of CPC Corporation to confirm whether the leaders’ behaviors can influence their employees' job involvement degree. In addition, we will also look into whether organizational climate can have mediating effects on leaders’ behaviors and employees' job involvement. Then we will make suggestions according to the results. The results of the research are that there are significantly positive correlation between the leaders’ behaviors and the employees' job involvement in CPC Corporation no matter whether the leaders care about the staff or the leaders only focus on work, and that the organizational climate can have mediating effects on the leaders’ behaviors and the employees' job involvement. Thus we can infer from the results that leaders of CPC Corporation play a significant role in the company’s performances. The corporation should pay more attention to appoint or train officers in the future, which can make it more effective for officers to lead and organize the staff and make the corporation performance better and become a competitive corporation.

ACKNOWLEDGEMENT……………………………………………….……………. i
ABSTRACT ………………………………………………………………………..….ii
ABSTRACT (CHINESE) ………………………………………………………….….iv
TABLE OF CONTENTS ……………………………………………………………...v
LIST OF TABLES …………………….…………………………………..……..…..viii
LIST OF FIGURES ………………….…………………………………………….....ix
Chapter One Introduction …………………………………………………………....1
1.1 The background of the research ……………………………………………...1
1.2 Research motivation and objectives ………………………………………....2
1.3 Research purposes ……………...………………………………………….....4
Chapter Two Literature Review ……………………………………….………...….. 5
2.1 Leadership behavior ………………………………………………….………...5
2.1.1 The definition of leadership ……………………………...……….….............5
2.1.2 Trait theories ………………………………………………….…...….............6
2.1.3 Behavior Theories ……………………………………………...…….............9
2.1.3.1 Ohio State Studies ………………………………..…..……........…….9
2.1.3.2 University of Michigan studies …………………..…..…….…......….10
2.1.3.3 The Managerial Grid …………………………..…..…….......….........11
2.1.4 Situational theories ………………………………………….….…..............14
2.1.4.1 Hersey and Blanchard’s Situational Leadership Model …….…......14
2.1.4.2 Fiedler Model ………………………………………….……..…..........16
2.1.4.3 The Path-Goal Theory ………………………………….……........….18
2.2 Job involvement ………………………………………………….……...…...20
2.2.1 The definition of job involvement ………………………….…...…............20
2.2.2 Vroom’s expectancy theory ………………………………………..............22
2.2.3 Adam’s Equity Theory …………………………………..…...…................24
2.2.4 Synthesized Job Involvement Model …………………..……..................26
2.3 Organizational climate …………………………………………………….....28
2.3.1 The definition of Organizational climate ……………………...…..............28
2.3.2 Likert’s management systems ………………………………..…...............29
2.3.3 Litwin and Stringer’s Nine Variables of Organizational Climate…............32
Chapter Three Research Method ……………………………………………........ 37
3.1 Research structure and research hypotheses……………………..…......... 37
3.2 The definition of the variation and the design of questionnaire ...………. 41
3.2.1 Leadership behavior ………………………………………......…............... 41
3.2.2 Organizational Climate ………………………………………..............…... 42
3.2.3 Job involvement ……………………………………………....................... 45
3.2.4 Individual variables ………………………………………...…................... 46
3.3 The research sample and analysis method …………………………..….. 47
3.3.1 The research sample …………………………...………………….........….47
3.3.2 The collection of the questionnaire …………...……………………..........47
3.3.3 The analysis method …………………………...………………............….47
3.4 Sample description and reliability analysis …………...…………….........49
3.4.1 Sample description ………………………...………………..….............….49
3.4.2 Reliability analysis of questions …………...………………….............….52
Chapter Four Research Result and Discussion ……………………………...... 53
4.1 Descriptive Statistics and Correlation Analysis ……………………...........53
4.1.1 Descriptive Statistics ………………………...…………………….........…53
4.1.2 Correlation Analysis of Leadership Behaviors, Organizational Climates
and Job Involvement ………………............................................................55
4.2 Difference Analysis of Leadership Behaviors, Organizational Climates
and Job Involvement ………………………...………………..…………...........…60
4.3 Impact Analysis of Leadership Behaviors, Organizational Climates and
Job Involvement ………………………...………………..……………….….........74
4.4 Analysis on Mediating Effects of Organizational Climates …………......…86
Chapter Five Conclusions and Suggestions …...………………..……………....90
5.1 Conclusions of the Research …...………………..………………….........…90
5.1.1 An Overview of the Research Results …..……………………….............90
5.2 Managerial Implications and Suggestions …………………………….........97
5.3 Research Limitations and Suggestions for Future Researches …….......100
REFERENCE …………………………………………………………….…..…....103
INDEX ………………………………………………………………….…...….......108

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