轉換型領導、組織變革不確定感與組織承諾關係之研究－－以調節焦點為中介變數

Transformational Leadership, Uncertainty towards Organizational Change, and Organizational Commitment: Regulatory Focus as a Mediator

本研究針對調節焦點現有研究缺口切入，針對轉換型領導、調節焦點、組織變革不確定感與組織承諾間關係建立研究模式，並以警政署860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：（1）轉換型領導會顯著正向影響組織承諾與增進焦點，亦會透過增進焦點的中介，正向影響情感性承諾；（2）增進焦點會顯著正向影響組織變革不確定感與情感性承諾；（3）預防焦點會顯著正向影響組織變革不確定感與規範性承諾；（4）組織變革不確定感會顯著負向影響組織承諾。本研究針對研究發現所呈現之實務意涵、研究限制與未來研究方向進行討論。

This study is aimed at these research gaps in the regulatory focus theory, developing and testing a research model in Taiwan's National Police Agency setting, which investigates the relationship among transformational leadership, regulatory focus, uncertainty towards organizational change, and organizational commitment. The subjects of this study are 860 full-time employees in National Police Agency of Taiwan. Structural Equation Modeling was used to test this study model. These results are that transformational leadership has a significant positively influence on promotion focus or organizational commitment, the role of promotion focus plays a mediator in the relationship between transformational leadership and affective commitment. In addition, promotion focus has a significant positively influence on uncertainty towards organizational change and affective commitment. Further, prevention focus is positively related to uncertainty towards organizational change and normative commitment. Uncertainty towards organizational change is negatively related to organizational commitment. Implications, limitations and directions of future research are discussed.