主管領導風格與員工工作後果之關聯性：以自我價值觀為調節變項

Abstract

本研究主要目的是在探索主管不同的領導風格（包含了轉換型領導的激勵鼓舞、智性啟迪，以及華人社會常見的威權領導）與員工工作後果（包含工作滿意度、對主管滿意度、工作績效與員工幸福感）的關聯性。此外，本研究以「自我價值觀」做為調節因子（包含個人取向與社會取向），進一步檢視此變項對於主管領導風格與工作後果間之調節效果。本研究以台灣地區各縣市包含公營機關與私人企業中有主管之員工為主要研究對象，共計完成466份有效問卷。 據研究結果顯示，主管的激勵鼓舞領導風格，對於員工在工作滿意度、主管滿意度、工作績效與員工幸福感上皆呈現正向影響。採取智性啟迪領導的主管，僅對員工在主管滿意度上皆呈現顯著正向影響。而華人組織中常見的威權領導，將對員工在工作滿意度、主管滿意度與員工幸福感產生負向影響。然而，在「員工自我價值觀」調節作用的結果大多不顯著，唯個人取向自我價值觀對激勵鼓舞領導風格與工作績效具正向調節效果。除假設結果外，研究者尚有得到包含社會取向自我價值觀對激勵鼓舞領導風格與工作績效具正向調節效果、社會取向自我價值觀對智性啟迪領導風格與工作滿意度產生負向調節效果，以及社會取向自我價值觀仍為華人的主要價值觀等發現。因此，本研究建議企業領導者能夠多展現以重視在意他人感受為出發點的激勵鼓舞領導風格，也須特別注意智性啟迪與威權領導可能產生的負面影響。

The purpose of this study was to explore the relationship between leadership style (including transformation leadership characteristics of inspirational motivation and intellectual stimulation, and authority leadership) and employees’ work outcomes (including job satisfaction, superior satisfaction, job performance, and well-being). In addition, self values (including individual-oriented and social-oriented) were examined as possible moderating factors. We surveyed a sample of 466 full-time employees of public/private organizations with direct supervisors in Taiwan. Results showed that the inspirational motivation leadership characteristic had positive associations with all four work outcomes, while intellectual stimulation had a positive association with superior satisfaction. Authority leadership had negative associations with job satisfaction, superior satisfaction, and well-being. However, the moderating effects of self values were largely not significant, with an exception that individual-oriented self value moderated the relationship between inspirational motivation and job performance. As revealed by supplementary analysis, social- oriented self value moderated the relationship between inspirational motivation and work performance and the relationship between intellectual stimulation and job satisfaction. Moreover, we found that the social-oriented self value was still prevalent in Taiwan. Consequently, we suggested that the manager may lead their employees with inspirational motivation leadership style, emphasizing on caring for their feelings; they should be aware of the potential negative impacts generated from intellectual stimulation leadership style and authority leadership.