本研究以組織層次之柔性領導為自變項，以個人層次之角色績效為依變項，並以個人層次的知覺主管支持為中介變項，以檢驗知覺主管支持是否對柔性領導及角色績效行為間具中介效果。

本研究之柔性領導定義是指廣義意涵的具備女性特質之領導，不受性別限制，不拘限於女性。

本研究採用問卷調查法收集資料。本研究從員工來蒐集樣本，共計發放320 組，總共回收了250 筆資料，202 位員工填寫之有效問卷。討論的變項因為有個體層次與跨部門層次的不同，故分析方法分別採用SPSS、HLM 進行統計分析，以驗證變數間之關係。

本研究顯示：知覺主管支持對角色績效有顯著之正向影響。柔性領導對知覺主管支持有正向影響。柔性領導對角色績效雖有正向影響，但僅達弱支持水準。知覺主管支持對柔性領導與角色績效的關係也僅達弱支持水準。最後本研究根據研究結果進一步說明研究限制及未來研究方向。

This study adopted the Feminine Leadership in organization level as the independent variable and the Role Performance in individual level as dependent variable.
The Perceived Supervisor Support was a mediator between the independent and dependent variable to examine the mediating effects.

Feminine leadership in this research is defined as a broad interest in leadership with feminine characteristics, which is irrelevant to gender labeling and unrestricted to females.

This research employed the questionnaire suvey to collect the data. By surveying for subordinates, the researcher sent out 320 questionnaires and received 250 back with 202 valid. Due to the multi-level research framework, this research used SPSS and HLM as analysis tools to examine the relationships among the variables.

The result indicate that:First, Feminine Leadership has significant positive influences on Perceived Supervisor Support; second, the correlation between Perceived Supervisor Support and Role Performance is significant; third, the correlation between Feminine Leadership and Role Performance is weak significant; finally, Perceived Supervisor Support is also a mediator between the relationships for Feminine Leadership and Role Performance and has weak positive influences on them. Based on the results, this study proposed some empirical and practical suggestions.

目錄
中文摘要 iii
英文摘要 iv
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 5
第二章 文獻探討 7
第一節 領導的定義與理論 7
第二節 剛性領導與柔性領導 13
第三節 角色績效 22
第四節 知覺主管支持 29
第三章 研究方法 34
第一節 研究架構與研究假設 34
第二節 研究變項之操作性定義與衡量工具 37
第三節 問卷發放與回收 43
第四節 資料分析 46
第四章 研究結果 50
第一節 主要變數間之相關分析 50
第二節 知覺主管支持對角色績效之影響 52
第三節 柔性領導對角色績效之影響 55
第四節 柔性領導對知覺主管支持之影響 66
第五節 知覺主管支持對柔性領導與角色績效之中介效果 70
第五章 結論與建議 84
第一節 研究結論 84
第二節 研究建議 87
第三節 研究限制與後續研究建議 90
參考文獻 91
一、 中文部分 91
二、 英文部分 94
三、 網站資料 101
附錄 102
【問卷調查】主管之柔性領導、領導效能及知覺主管支持與下屬角色之績效關係 102

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三、 網站資料

1111人力銀行：http://www.1111.com.tw/

104人力銀行：http://www.104hunter.com.tw/edm/BEP00-00001-1101/03.htm