轉換型領導對工作敬業心的影響歷程：心理資本與服務氣候之跨層次中介觀點

The Influence Mechanisms of Transformational Leadership on Job Engagement: The Role of Psychological Capital and Service Climate

由正向組織行為和正向組織學識觀點出發，本研究提出個體層次心理資本與團隊層次服務氣候，分別為連結個人與團隊轉換型領導與工作敬業心的中介機制。問卷調查台灣北部地區40家連鎖直營加油站，總計606位第一線服務人員。多層次分析結果顯示個人層次轉換型領導與團隊層次轉換型領導會分別影響工作敬業心；個人層次轉換型領導與服務氣候會透過心理資本，而團隊層次轉換型領導則透過服務氣候，進而影響工作敬業心。最後，服務氣候透過心理資本，進而影響工作敬業心。根據研究成果，我們提出討論和未來研究建議。

Drawing on the perspective of positive organizational behavior and positive organizational scholarship, we tested meso-mediating model linking transformational leadership and job engagement. Data collected involving 606 employees at 40 chained petro-stations in north Taiwan. Results of hierarchical linear modeling indicated that individual-level transformational leadership and team-level transformational leadership were positively related to employee job engagement, separately. Furthermore, at the individual level, indicated the relationship between individual-level transformational leadership and job engagement was partially mediated by psychological capital. At team-level, we also discovered that the relationship between team-level transformational leadership and job engagement was fully mediated by service climate. Finally, we also found that the relationships between service climate and job engagement were mediated by psychological capital. The research and practice implications of the findings are discussed.