員工組織承諾對主管領導風格和工作績效之中介作用兼論員工幸福感之調節效果

The Mediating Effects of Employees' Organization Commitment between Leadership Styles and Job Performance: Their Well-being as Moderator

本研究旨在探討員工的組織承諾對主管領導風格和工作績效之中介作用，並進一步檢視員工幸福感對於主管領導風格與組織承諾間的調節效果。本研究採問卷調查法，以高雄市三間較具規模的半導體公司之生產線員工作為研究對象，採便利取樣的方式，共發出360 份問卷，回收356 份，其中有效樣本共計344 份。問卷回收後以描述性統計、相關分析與多元迴歸分析來驗證各變項間之關係。本研究結果顯示：（1）主管領導風格對組織承諾具有顯著正向影響；（2）主管領導風格對工作績效具有顯著正向影響；（3）組織承諾對工作績效具有顯著正向影響；（4）組織承諾對主管領導風格與工作績效具有部分中介作用；（5）員工幸福感對組織承諾具有顯著正向影響；（6）員工幸福感在主管領導風格與組織承諾之間具有顯著調節效果。

The purpose of this study is to discucss the mediating effects of organization commitment on leadership styles and job performance, and the moderating effects of employees’ well-being between leadership styles and organization commitment. In this study, we collected data from production line employees of three semiconductor companies in Kaohsiung. Among the 360 questionnaires distributed by convenience sampling, 356 copies returns and 344 of them are effective samples. To test the hypotheses, descriptive statistics, Pearson’s correlation analysis and multiple regression analysis are used in this study. Our results showed: (1) Leadership styles has a significant positive influence on organization commitment; (2) Leadership styles has a significant positive influence on job performance; (3) Organization commitment has a significant positive influence on job performance; (4) The relationship between leadership styles and job performance is partially mediated by organization commitment; (5) Employees’ well-being has a significant positive influence on organization commitment; (6) The relationship between leadership styles and organization commitment is moderated by employees' well-being.