建構幫助和主動性模型： 情感承諾與不確定性之中介作用

Abstract

本篇研究利用社會認同理論（Social Identity Theory）提出組織管理與幫助和主動性之模型。所提出的模型中包括變數有責任領導、組織目標不明確、道德衝突，這些變數透過情感承諾及不確定性對幫助和主動性的影響。本研究以高科技組織的員工為抽樣對象，並以結構方程模型(SEM)來驗證情感承諾及不確定性的中介效果。根據本篇研究的結果，情感承諾對責任領導及幫助和主動性中有顯著的中介效果，最後依據實證結果提出管理意涵及研究限制。

This study proposed a model which adapted the social identity theory to explore organization management and helping and initiative. In the proposed model, independent variables including responsible leadership, organizational goal ambiguity, ethical conflict. And affective commitment and uncertainty act as mediating role, to see if there is mediating effect between responsible leadership, organizational goal ambiguity, ethical conflict and helping and initiative. Empirical testing of this model, by investigating personnel in information technology (IT) organizations, and using structural equation model to analysis the mediating role of affective commitment and uncertainty. According to the findings, affective commitment have significant effect between responsible leadership and helping and initiative. Based on the empirical test findings of this study, managerial implications and limitations of the research are provided.