在二十一世紀全球化競爭的時代，企業組織的競爭力正接受著嚴峻的考驗。為了回應全球化的經濟競爭，很多企業開始對組織架構進行調整，以授權、半自治或自我管理的工作團隊取代傳統官僚管理，希望能提升組織的靈活性和效率。
本研究主要探討主管的授權賦能領導行為對於員工授權賦能之心理狀態的影響，與授權賦能的心理狀態對員工工作績效的影響，並藉此探討授權賦能的心理感知是否對授權賦能領導行為與工作績效之間具中介效果。然而，是否每一種工作類型都適合授權賦能的領導方式，故本研究以工作特性作為干擾變項，進而探討員工授權賦能的心理狀態對員工工作績效的影響是否會受工作特性所干擾。本研究經過實證調查結果，得到以下發現：
一、授權賦能的「承擔責任」與「自我決策」領導行為分別對授權賦能「意義」與「自我決策」兩項心理感知有顯著的正向影響力。
二、授權授能「自我效能」心理感知對工作績效的「角色內行為」、「組織公民行為」具顯著的正向影響力；授權授能「影響力」心理感知對工作績效的「角色內行為」具顯著的正向影響力。
三、授權賦能心理感知對授權賦能領導行為與工作績效之間不具中介效果。
四、工作複雜度對於授權賦能之「自我效能」與「自我決定」心理感知與工作績效的「利個人公民行為」具干擾效果。

In response to increasing global economic competition, many companies have undergone dramatic structural changes. To improve the overall flexibility and efficiency of their organizations, many companies have replaced their traditional hierarchical management structure with empowered (semi-autonomous or self-managing) work teams.
The purpose of this research is finding the relationship between empowering leader behavior, psychological empowerment, job performance, and job characteristic.
In this research empowering leader behavior is independent variables, job performance is dependent variables, the psychological empowerment is a mediator variables, job characteristic is intervening variable. The findings of this thesis can be summarized as follows:
1. Accountability leadership behavior impacts the meaning of psychological positively; Self-Directed Decisions Making leader behavior impacts the Self-Determination of psychological positively.
2. Competence of psychological impacts IRB, OCBI & OCBO; Impact of psychological impacts IRB.
3. Psychological empowerment has not mediating effect between Empowering Leader Behaviors and Performance.
4. Task Variability cause intervention on Competence, Self-determination and OCBI,

目錄
第一章　緒論 1
第一節　研究背景與動機 1
第二節　研究目的 6
第二章　文獻回顧 7
第一節　授權賦能 7
第二節　工作績效 20
第三節　工作特性 27
第三章　研究方法 33
第一節　研究架構與假設 33
第二節　研究變項的操作性定義與衡量方法 35
第三節　資料蒐集方法與樣本特性分析 42
第四節　資料分析方法 45
第四章　研究結果分析 46
第一節　各研究變項之相關性分析 46
第二節　各研究變項之影響性分析與探討 50
第三節　授權賦能心理感知對授權賦能領導行為與工作績效之中介效果 54
第四節　工作特性對授權賦能心理感知與工作績效的干擾效果 57
第五章　結論與建議 65
第一節　研究結果與結論 65
第二節　管理實務上的意涵 68
第三節　研究限制與後續研究建議 70
參考文獻 71
附錄：調查問卷 78

表目錄
表2-1-1影響任務評估的因素 12
表2-2-1組織公民行為評估構面彙整表 25
表3-2-1 授權賦能領導行為量表信度分析 36
表3-2-2 授權賦能心理感知量表信度分析 37
表3-2-3 工作績效量表信度分析 39
表3-2-4 工作特性量表信度分析 40
表3-3-1本研究樣本特性分佈狀況 43
表4-1-1本研究各變項構面之描述性分析與相關分析 47
表4-2-1授權賦能領導行為對授權賦能心理感知之影響性 51
表4-2-2授權賦能心理感知對工作績效之影響性 52
表4-2-3授權賦能領導行為對工作績效之影響性 53
表4-4-1工作困難度對授權賦能心理感知與角色內行為的干擾分析 57
表4-4-2工作困難度對授權賦能心理感知與利個人公民行為的干擾分析 58
表4-4-3工作困難度對授權賦能心理感知與利組織公民行為的干擾分析 59
表4-4-4工作複雜度對授權賦能心理感知與角色內行為的干擾分析 60
表4-4-5工作複雜度對授權賦能心理感知與利個人公民行為的干擾分析 61
表4-4-6不同工作複雜度與自我效能感知對利個人公民行為均數分析表 61
表4-4-7不同工作複雜度與自我決定感知對利個人公民行為均數分析表 63
表4-4-8工作複雜度對授權賦能心理感知與利組織公民行為的干擾分析 64
表5-1-1研究假設驗證結果彙整表 65

圖目錄
圖1-1-1路徑－目標理論模型（Path-Goal Theory Model） 3
圖1-1-2情境領導部屬準備度模型 4
圖1-1-3情境領導之領導風格模型 4
圖1-1-4情境領導部屬準備度與適配之領導風格模型 5
圖2-1-1授權賦能五階段（Five Stages in the Process of Empowerment ） 9
圖2-1-2授權賦能的認知模式（Cognitive Model of Empowerment） 11
圖2-1-3多層次授權賦能模型（A Multilevel Model of Empowerment） 18
圖2-3-1工作特性模式（Job Characteristic Model）關係圖 30
圖3-1-1本研究概念性架構圖 33
圖4-3-1中介模式示意圖 54
圖4-4-1 工作複雜度對授權賦能自我效能感知與利個人公民角色之干擾作用 62
圖4-4-2 工作複雜度對授權賦能自我決定感知與利個人公民角色之干擾作用 63

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