本研究主要目的在探討不同的領導型態（轉換型領導與交易型領導）與智慧資本（人力資本、結構資本及社會資本）間的關係，並分析團隊凝聚力、集體效能與組織公正在不同的領導型態對智慧資本（人力資本、結構資本及社會資本）的中介效果，本研究採紙本問卷方式調查，研究樣本採樣自台灣國際造船公司高雄廠區各一級單位，樣本對象設定為全部的工程師、管理師、工程員、管理員與領班，研究問卷總計發出460份問卷，扣除中間取樣離職人員後，實際發出457份，回收有效問卷375份，問卷回收率82.06%，研究結果發現：
一、轉換型領導對智慧資本（人力資本、結構資本及社會資本）均具有顯著正向
影響；交易型領導則僅對結構資本具有顯著正向影響，而對人力資本與社會資本，則不具顯著性。
二、團隊凝聚力在轉換型領導對人力資本與結構資本間具有部份中介效果，而對社會資本，則具有完全中介效果。
三、集體效能在轉換型領導對人力資本具有完全中介效果，而對結構資本與社會資本間，則具有部份中介效果。
四、組織公正在轉換型領導對人力資本具有完全中介效果，而對結構資本與社會資本間，則具有部份中介效果。

The purpose of this study is to research the relationships among leadership style, team cohesion, collective efficacy, organizational justice, and organizational capital. This study used the questionnaires as a measurement tool to research, and the questionnaires samples was drawn out from CSBC Corporation, Taiwan all engineers, managements, engineer assistants, and management assistants, the writer released 460 questionnaires to them, eventually ended up effective 375 questionnaires with 82.06% return rate.
The findings are as follows.
1. The transformational leadership has positive influence on intellectual capital including human capital, structural capital, and social capital, and the transactional leadership have positive influence on structural capital, but have not any influence on human capital and social capital.
2. Team cohesion merely has partial medium on the relationships among transformational leadership, human capital and structural capital; Team cohesion has full medium on the relationships between transformational leadership and social capital.
3. Collective efficacy has full medium on the relationships between transformational leadership and human capital; Collective efficacy merely has partial medium on the relationships among transformational leadership, structural capital and social capital.
4. Organizational justice has full medium on the relationships between transformational leadership and human capital; Organizational justice merely has partial medium on the relationships among transformational leadership, structural capital and social capital.

第一章 緒論……………………………………………………………… 1
第一節 研究背景與動機……………………………………………….. 1
第二節 研究目的……………………………………………………….. 5
第三節 研究流程……………………………………………………….. 6
第二章 文獻探討……………………………………………………….. 7
第一節 領導及其理論與發展………………………………………….. 7
第二節 轉換型領導定義、內涵及相關研究………………………….. 18
第三節 交易型領導與轉換型領導之比較…………………………….. 27
第四節 智慧資本理論、定義、內涵及量測………………………….. 29
第五節 團隊凝聚力定義、內涵及相關研究………………………….. 61
第六節 集體效能理論、定義、內涵及相關研究…………………….. 65
第七節 組織公正及相關研究………………………………………….. 70
第三章 研究方法……………………………………………………….. 82
第一節 研究架構……………………………………………………….. 82
第二節 研究假設……………………………………………………….. 82
第三節 研究變項定義與衡量工具…………………………………….. 84
第四節 抽樣方式與樣本特性分析…………………………………….. 91
第五節 資料分析方法………………………………………………….. 94
第四章 研究結果……………………………………………………….. 96
第一節 各研究變項之描述性統計分析……………………………….. 96
第二節 相關分析……………………………………………………….. 98
第三節 人口統計變項差異分析……………………………………….. 101
第四節 迴歸分析……………………………………………………….. 114
第五節 研究假設驗證結果…………………………………………….. 125
第五章 結論與建議…………………………………………………….. 126
第一節 研究結論……………………………………………………….. 126
第二節 管理實務建議………………………………………………….. 128
第三節 研究限制與後續研究建議……………………………….......... 130
參考文獻……………………………………………………………………. 135
附錄：研究問卷…………………………………………………………… 153

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