轉換型領導對組織承諾關係之研究─以調節焦點為中介變數

A Study of the Relationship between Transformational Leadership and Organizational Commitment: Regulatory Focus as a Mediator

10.6147/JHRM.2008.0802.01

曾信超(Hsing-Chan Tseng)；李元墩(Yuan-Duen Lee)；康榮民(Long-Min Kang)

調節焦點 ； 轉換型領導 ； 組織承諾 ； regulatory focus ； transformational leadership ； organizational commitment

人力資源管理學報

8卷2期（2008 / 06 / 01）

1 - 20

繁體中文

本研究針對調節焦點現存研究缺口切入，針對轉換型領導、調節焦點與組織承諾間關係建立研究模型，並以警政署500名現職員工作為問卷調查對象，運用結構方程模式進行資料分析。結果發現：一、主管採用轉換型領導有助於誘發員工增進焦點，並對員工情感性承諾產生正向影響；二、主管採用轉換型領導會透過誘發員工增進焦點的中介效果，正向影響員工情感性承諾；三、誘發員工的增進焦點會顯著正向影響彼等對組織的情感性承諾。本研究針對研究發現所呈現之實務意涵、研究限制及未來研究方向等進行討論。

This study is aimed at these research gaps in the regulatory focus theory, develops and tests a research model in Taiwan's National police Administration setting, which investigates the relationship among transformational leadership, regulatory focus and organizational commitment. The subjects of this study are 500 full-time employees in National Police Administration of Taiwan. Structural Equation Modeling was used to test this study model. These results are that transformational leadership has a positively significant influence on promotion focus and affective commitment. The role of promotion focus plays a mediator in the relationship transformational leadership between and affective commitment. In addition, promotion focus has positively significant influence on affective commitment. Implications, limitations and directions of future research are discussed.

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