Effects of Leader-Member Exchange and Locus of Control on Job Attitudes: The Mediation of Psychological Empowerment

Abstract

以台灣高科技公司之研發工程師為對象，本研究探討領導與部屬交換關係與內外控人格對於員工工作滿意度、情感承諾和離職傾向的影響，以及員工心理賦能的中介影響效果。研究結果顯示領導與部屬交換關係與內外控人格會正向影響員工的心理賦能；心理賦能會正向影響員工的工作滿意度與情感承諾，以及負向影響其離職傾向。此外，員工心理賦能對於領導與部屬交換關係與員工的工作滿意度和情感承諾之間具有完全中介效果；員工的內外控人格亦會經由心理賦能之完全中介進而影響其情感承諾。本研究建議組織可致力於培養主管與部屬之間良好的交換關係，以及選用具有內控人格的成員，如此將有助於提升內部員工的心理賦能，進而增進其工作滿意度與情感承諾。

This study examines the influence of leader-member exchange (LMX) and locus of control on psychological empowerment, and the subsequent effect of psychological empowerment on employees' job satisfaction, affective commitment, and intention to leave. Data were collected from 316 R & D engineers in Taiwan. The results confirmed that LMX and locus of control have significant effects on employees' psychological empowerment. Psychological empowerment has a positive effect on employees' job satisfaction and affective commitment, and a negative effect on their intention to leave. It is also found that psychological empowerment fully mediates the relationships between LMX, employees' job satisfaction, and affective commitment. In addition, psychological empowerment fully mediates the relationship between employees' locus of control and affective commitment. The findings suggest that the cultivation of a good LMX and selection of employees with internal locus of control are conducive to elevating employees' perceived psychological empowerment, and thus yielding a higher level of job satisfaction and affective commitment on employees.