心靈領導因果模式包含了三項領導者因素（願景、希望/信心、無私的愛）、兩項追隨者心靈存在感受（召喚/意義、歸屬感）和組織行為產出；心靈領導揉合了領導者的價值、態度和行為，用以激發員工的內在動機，讓員工感受到工作的使命召喚、工作的意義以及對組織有歸屬感，進而改善員工的組織承諾和生產力。而變革承諾是對於組織變革的正面態度之ㄧ，有助於組織變革的成功。故本研究將探討在組織變革之下，心靈領導因果模式是否會對於變革承諾有所影響，且是否適用於台灣的企業。
此外，員工個人的情緒經驗可能會影響到個人的工作態度和行為，調節焦點理論包括求成焦點和避敗焦點，特別著重個人情緒經驗的本質和重要性，以及其衍生的影響，將有助於說明個人情緒經驗與工作態度和行為之間的關係，因此，本研究將探討心靈領導是否會透過調節焦點的中介作用，來影響變革承諾。
本研究以問卷調查法進行研究，回收有效問卷為369份，以LISREL進行實證分析，研究結果如下所述：
一、心靈領導會正向影響召喚/意義以及歸屬感等心靈存
在感受，並且會透過心靈存在感受的中介作用，正
向影響變革承諾。
二、心靈領導會正向影響求成焦點，並且會透過其中介
作用，正向影響變革承諾；而心靈領導雖然對避敗
焦點有正向的影響，但是避敗焦點對變革承諾沒有
影響。
三、不同的人口變項統計將會在心靈領導、召喚/意義、
歸屬感、調節焦點和變革承諾等構面上產生差異。

A causal theory of spiritual leadership taps into the fundamental needs of both leader (vision, hope/ faith, altruistic love) and follower for spiritual survival (calling/meaning, membership). The definition of spiritual leadership is to comprise the values, attitudes, and behaviors that are necessary to intrinsically motivate one’s self and others so that they have a sense of spiritual survival through calling and membership, and to improve employees’ organization commitment and productivity. In addition, change commitment which is one of the positive attitudes toward organizational change, could promote the success of organizational change. The relationship between spiritual leadership and change commitment will be discussed.
Furthermore, employees’ emotional experiences might influence the work attitudes and behaviors. Regulatory focus theory which includes promotion focus and prevention focus, will focus on the one’ emotional content, magnitude and the further effect. It’s helpful to describe the relationship between emotional experiences and work attitudes and behaviors. As a result, the mediating mechanism of regulatory focus between spiritual leadership and commitment will be discussed.
Use LISREL to analyze the survey data from 369 employees. Following are the results:
1. There is a positive relationship among spiritual
leadership, calling/ meaning and membership,
and change commitment. And calling/ meaning
and membership are the mediators in the
relationship between spiritual leadership and
change commitment.
2. There is a positive relationship among spiritual
leadership, promotion focus and change
commitment. And promotion focus is the mediator
in the relationship between spiritual leadership
and change commitment. Although spiritual
leadership positively affects prevention focus,
however, prevention focus will not influence change
commitment.
3. The differences of respondents’ profiles will make
effects on spiritual leadership, calling/meaning,
membership, regulatory focus and change
commitment.

目錄 1
表目錄 3
圖目錄 5
第一章 緒論 6
第一節 研究背景與動機 6
第二節 研究目的 8
第三節 研究流程 9
第四節 論文架構 10
第二章 文獻探討 11
第一節 組織變革 11
第二節 心靈領導 16
第三節 調節焦點 28
第四節 變革承諾 34
第五節 變項間之關係探討 39
第三章 研究方法 45
第一節 研究架構與研究假設 45
第二節 研究變項操作性定義與衡量工具 47
第三節 研究對象與抽樣方式 50
第四節 資料處理分析方法 53
第五節 因素分析與效度分析 55
第四章 實證分析與結果 62
第一節 研究構面基本特性資料分析 62
第二節 構面之間的關聯性分析 68
第三節 變異數分析 71
第四節 構面整體模式分析 75
第五章 結論與建議 81
第一節 研究結論 81
第二節 研究意涵 85
第三節 研究限制與未來研究方向建議 87
文獻參考 88
附錄 研究問卷 97

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