魅力型領導與員工態度及情感之關係：以工作例行性作為干擾變項

Abstract

本研究的目的是想要探討主管魅力型領導對於員工工作時的正向情感或工作滿足感的可能影響，並且探討員工的工作例行性對於上述關係的可能干擾效果。 本研究採用發放問卷的方式收集樣本，請受試者選擇其工作時的一位主管，對於該主管進行魅力型領導評分，並且亦回答自己的正向情感、工作滿足感和工作例行性之程度。本研究共收集到110份有效樣本，藉由迴歸分析與變異數分析進行統計分析，再針對研究假設進行驗證。 研究結果顯示，員工知覺的主管魅力型領導與員工本身的正向情感、外在工作滿足感和整體滿足感之間均存在顯著正相關，與內在工作滿足感不存在顯著正相關。而關於干擾效果的檢測，員工的工作例行性程度在魅力型領導與正向情感或內在工作滿足感或外在工作滿足感之間的關聯性存在負向干擾效果，但其與整體工作滿足感之間則不存在顯著的干擾效果。亦即，對於從事例行性工作的工作者來說，其態度與情感較不會受到魅力型領導之影響，相對來說，從事非例行性工作的工作者則會因為魅力型領導的影響而有較正面的工作態度與情感。

The purpose of this study is to discuss the leadership style－Charismatic Leadership which influences employees’ Positive Affect or Job Satisfaction when working in a business, and then take Task Routineness as a moderator and also discuss the moderating effect of the relationship between Charismatic Leadership and Positive Affect or Job Satisfaction. This study uses a form of a questionnaire to do the research and people can choose one of leaders and then evaluate the degree of leaders’ Charismatic Leadership and also evaluate the degree of their own Positive Affect, Job Satisfaction and Task Routineness. The sample of the present research includes 110 people who are or used to be really in a business. Regression and ANOVA are used to analyze data and test research hypotheses. The result of the research shows that the degree of Charismatic Leadership is positively related to employees’ Positive Affect, Extrinsic and Overall Job Satisfaction, but Intrinsic Job Satisfaction doesn’t. Besides, this study also finds that Task Routineness exerts the moderating effect on the relationships between Charismatic Leadership and Positive Affect, Intrinsic or Extrinsic Job Satisfaction but Overall Job Satisfaction doesn’t.