領導風格與部屬目標導向之探討－對主管信任的調節作用

Abstract

本研究之目的係探討領導風格與部屬的目標導向之間的關係，以及對主管的信任影響彼此關係的調節效果。研究專注於轉換型與交易型領導，以及學習型與表現型目標導向等變項。本研究採用問卷調查方式蒐集資料，研究對象是隨機分佈在台灣不同產業組織但限定「在某主管下工作至少滿一年以上的上班族」，總共實得有效問卷195份。本研究結果支持前面四個假說，未能支持其於兩個，敘述如下：(1)轉換型領導風格能正向影響部屬對全新技能的學習導向。(2)轉換型領導風格能正向影響部屬對目前任務的表現導向。(3)交易型領導風格能正向影響部屬對目前任務的表現導向。(4)對主管的信任度愈高，則轉換型領導風格與部屬對全新技能的學習導向的正向影響愈強。(5)對主管的信任對調節轉換型領導風格與部屬對目前任務的表現導向的正向關係之效果不顯著。(6)對主管的信任對調節交易型領導風格與部屬對目前任務的表現導向的正向關係之效果不顯著。從本研究的發現，我們可以提供企業界以下的建議：領導風格對員工的學習導向有正面的影響力。尤其是轉換型的領導風格，它對全新技能的學習和目前既定任務的學習扮演著重要的角色。公司可以盡力採取適合的領導風格來激發所屬員工的學習導向藉以提昇組織綜效。

The purpose of this research was to examine the relationship of leadership style and employees’ learning orientation and the mediation effects of trust-in-leader on the relationship. This study focused on transformational and transactional leadership and learning and performance goal orientations. Questionnaire survey was used to collect data from a valid sample of 195 employees from the various industrial organizations in Taiwan. Every sampled subject had at least one year of tenure working under his or her supervisor. The results of the study supported the first four hypotheses and failed to support the other two. Transformational leadership style associated positively with not only followers’ learning orientation towards new skills but also their performance orientation in current tasks. In addition, transactional leadership style was also associated positively with followers’ performance orientation in current tasks. The greater trust-in-leader was, the stronger the positive relationship between transformational leadership style and followers’ learning orientation towards new skills. However, the trust-in-leader did not moderate the relationship between transformational leadership style or transactional leadership style and followers’ performance orientation in current tasks. The findings of the study suggest to the companies that leadership styles have positive influence on employees’ learning orientations. Especially, the transformational style of leadership is important to both new skills learning and current task learning. Companies can work to improve their performance by using suitable leadership styles to encourage their employees’ learning orientations.