主管領導風格與員工工作後果之關係：以工作價值觀為調節變項

Abstract

本研究旨在探討部屬知覺主管領導風格對於部屬之工作滿意度、對主管滿意度、工作績效及幸福感的影響，並進一步探討部屬的工作價值觀能否調節主管領導風格的影響。 本研究並以主管領導風格中之轉換型領導及交易型領導作為自變項，探討對依變項工作滿意度、對主管滿意度度、工作績效及幸福感之影響，並探討調節變項工作價值觀中的發揮能力、物質酬賞、人際滿足是否具調節作用。 以台灣地區有全職工作、且擁有直屬主管者作為樣本，進行結構性問卷施測，採用便利取樣。研究者透過人際網絡在北、中、南三區共回收446份有效問卷。 研究結果顯示，轉換型領導風格會增加員工之工作滿意度、對主管滿意度及幸福感；交易型領導風格同樣也會增加員工之工作滿意度、對主管滿意度及幸福感。在調節作用方面，發揮能力可以調節轉換型領導與工作滿意度的關係、轉換型領導與幸福感的關係和交易型與工作滿意度的關係；人際滿足可以調節轉換型領導與工作滿意度的關係和交易型與工作滿意度的關係。

The purpose of this study was to explore the influence of superior’s leadership styles on job satisfaction, superior satisfaction, work performance and well-being. In addition, we also examined the moderating effect of work values on the relationship between superior’s leadership styles and work outcomes. The purposive sampling method was used to conduct surveys with structured questionnaires among full-time workers with direct supervisors in Taiwan. A total of 446 participants returned valid responses for further analysis. Our results showed that the “transformational” leadership style had positive impacts on job satisfaction, superior satisfaction and well-being. And the “transactional“ leadership style also had positive impacts on job satisfaction, superior satisfaction and well-being. We also found that work values could moderate the relationship between supervisor leadership styles and work outcomes, including job satisfaction, superior satisfaction, work performance and well-being. “Seeking opportunities to use my personal abilities” could moderate the relationship between transformational leadership style and job satisfaction and well-being and the relationship between transactional leadership style and job satisfaction. “Seeking interpersonal satisfaction” could moderate the relationship between transformational leadership style and job satisfaction