研究動機和目的　有鑑於領導理論大多在專注於領導者的效能、優劣，僅有少部份針對組織行為相關議題，如：員工工作滿意、組織承諾、公平感等等，有更深入的研究，尤其是領導歸因理論。故本研究從領導歸因理論－領導者和部屬間歸因不一致，首先來探討領導者會根據那幾種指標來實行歸因，及何種因素會影響歸因結果，最後探討領導者和部屬間歸因不一致對於部屬壓力的影響與關係為何。

結論　本研究的虛無假設大多被拒絕。且最後本研究提供足夠證據證明：歸因不一致與部屬壓力之間是有關係。

Research motive and aims: The leadership theories usually focu on efficiency of leaders, and a little of related theory discuss the issues of organization behavior, work satisfaction, commitment of organization, equity perceptions, especially attribution of leadership. Researcher will search for several problems form the view of confliction of attributions in this report. First, what do leaders use when they attributed? And what will influence the outcome of leaders’ attribution. Finally, does confliction of attributions influence pressure of employee. And do they have any related relationship?

Conclusion: The most of null hypothesis are rejected in this report. Finally, this research did provide evidence to prove that conflict of attributions and employee pressure have related relationship.

博碩士論文授權書 二
致謝詞 三
論文提要 四
摘要 五
ABSTRACT 五
目次 七
表目錄 九
圖目錄 一一
第一章 緒論 1
第1節 研究動機 1
第2節 研究目的 3
第3節 研究流程和研究步驟 4
第二章 文獻探討 6
第1節 歸因理論 6
第2節 領導理論 12
第3節 個體內外控特質 20
第4節 壓力 23
第三章 研究方法與設計 27
第1節 研究架構 27
第2節 研究假設 30
第3節 研究樣本特性描述 31
第4節 研究變項與衡量工具，及信、效度說明 38
第5節 資料分析及統計分析方法 45
第四章 研究結果分析及討論 46
第1節 個人特質（內外控）和歸因過程之相關分析 46
第2節 員工付出程度和歸因過程之相關分析 50
第3節 員工關係和歸因過程之相關分析 52
第4節 歸因不一致與員工壓力之相關分析 55
第5節 其他因素對於員工壓力之相關分析 58
第6節 討論 63
第五章 結論與後續建議 68
第1節 研究結論 68
第2節 後續研究建議與研究限制 71


中文參考文獻 72
英文參考文獻 72
附錄－１ 74
附錄－２ 81

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