過去已有許多領導相關研究試圖釐清轉換型領導與部屬工作績效之間的影響機制，然而過去僅有少數探討部屬的個人適配知覺對於轉換型領導與部屬的工作績效關係的中介效果；此外，亦有學者認為轉換型的領導行為之影響效果會因部屬個人傾向的不同而有所差異。因此，本研究目的為檢視轉換型領導是否會透過影響部屬的個人適配知覺，進而影響其任務績效與展現組織公民行為，以及部屬的個人適應性傾向，對於轉換型領導與部屬個人適配知覺關係的干擾效果。

本研究透過不同時間點 (間隔兩週)、不同來源 (主管、部屬)的配對問卷調查方式，抽樣來自各產業公司的主管與部屬為研究樣本，總計調查36家企業公司，有效配對問卷為179份 (85位主管以及179位部屬)。研究發現，轉換型領導會透過影響部屬的需求─供給適配知覺，進而提高其任務型績效；其次，轉換型領導者亦透過加強部屬之個人組織、主管適配知覺，進而分別影響部屬展現對組織的公民行為以及對主管的組織公民行為；此外，當部屬具高文化適應性時，轉換型領導可更提升其需求─供給適配知覺；低學習適應性的部屬，轉換型領導能更提高部屬的要求─能力適配知覺，最後，當部屬具高度學習適應性時，轉換型領導可更增強其個人主管適配知覺。

本研究根據研究結果，提出具體之管理意涵如下：1. 企業可加強主管的領導才能訓練；2. 定期評估部屬對工作環境的適配度；3. 發展甄選工具，以評估部屬的適應性特質。

The purpose of this study was to explore whether the employee perceived need-supply fit (N-S fit), demand-ability fit (D-A fit), person-organization fit (P-O fit), and person-supervisor fit (P-S fit) mediate the relationship between transformational leadership (TFL) and follower's task performance, and organizational citizenship behavior toward organization (OCB-O)and supervisor (OCB-S). In addition, we also examined the moderating effects of follower's cultural and learning adaptabilities on the relationship between TFL and the above employee's fit perceptions.

The data was collected from 36 companies of different industries in Taiwan, consisted of 85 leaders and 179 followers. The result of structural equation modeling and hierarchical regression analysis showed that perceived N-S fit mediated the relationship of TFL and task performance. The effect of TFL on OCB-O and OCB-S was also mediated by perceived P-O fit, and P-S fit respectively. Furthermore, follower's cultural adaptability moderated the positive relationship between TFL and N-S fit. Besides, follower's low learning adaptability strengthened the effect of TFL on follower perceived D-A fit. Finally, follower's learning adaptability strengthened the positive relationship between TFL and perceived P-S fit. Theoretical and practical implications of our findings are discussed.

謝 誌 i
摘 要 ii
Abstract iii
目 錄 iv
圖 次 vi
表 次 vii
第一章 緒論 1
第二章 文獻探討 4
第一節 轉換型領導與任務型績效和組織公民行為的關係 4
第二節 轉換型領導與工作績效：個人適配知覺的中介效果 7
第三節 轉換型領導與個人適配知覺：個人適應性的干擾效果 12
第三章 研究方法 17
第一節 研究架構 17
第二節 研究樣本與施測程序 17
第三節 研究工具 19
第四節 資料分析方式 22
第四章 研究結果與討論 23
第一節 各變數間之敘述統計與相關係數 23
第二節 驗證性因素分析 25
第三節 假設檢定 27
第五章 討論與建議 33
第一節 理論貢獻 33
第二節 管理意涵 36
第三節 研究限制 38
第四節 未來研究建議 39
參考文獻 40
附錄 48

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