文化中心主任領導型態與成員組織承諾之關係

The Relationship of Culture Center's Directors' Leadership Style and the Member's Organizational Commitment

本研究之主要目的，在於了解我國文化中心主任領導型態、成員組織承諾的情形，及二者之關係，並據以作成建議，供文化中心主任選用領導型態及提升成員組織承諾的參考。為達成上述目的，首先透過文獻探討，研析領導型態與組織承諾之相關理論與實證研究，作為本研究之理論架構；其次自編「文化中心主任領導行為問卷」及「文化中心成員組織承諾問卷」作為調查工具；樣本取自我國十八所文化中心的成員，共計345名。本研究調查所得資料經平均數、百分比、t考驗、單因子變異數分析、薛費氏法事後分析、皮爾遜積差相關、多元迴歸分析之後，獲得下列之發現：一、多數文化中心主任採用高倡導高關懷的領導型態。二、文化中心主任領導型態及行為受其文化中心部分性質的影響。三、文化中心成員組織承諾屬於中等程度。四、文化中心成員組織承諾高低受其主任不同領導型態的影響。五、文化中心主任的倡導與關懷行為與成員組織承諾有顯著正相關存在。六、文化中心主任倡導行為對其成員組織承諾的預測力，比關懷行為為高。

The aim of the study was to relize the leadership style of the Culture Center's Directors, the condition of the member's organizational commitment, and the relationship of the both. To this end, two questionnaire were delveloped. By statistical analyses of means, Oneway Anova, t-test, Pearson Correlation, Scheffe method, Multiple Regression, the findings were: 1.Most directors' leadership style were high initiating of structure high consideration. 2.Direcoors' leadership style and leader behavior were influenced by the part attribut of the Culture Center. 3.The degree of the member's organizational commitment belongs middle. 4.The degree of member's organizational commitment was influenced by different leadership style. 5.It is significantly positive corelationship between director's leader behavior and member's organizational commitment. 6.The predictivity of director's initiating of structure behavior to the member's organizational commitment is higher than director's consideration behavior.