第五章 討論與建議
第三節 研究限制與未來研究方向
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第三節 研究限制與未來研究方向
一、研究限制
首先，本研究針對中介模式採用兩階段時間隔離的研究方式，在第一階段測量領 導行為，第二階段測量心理機制及工作意義感，對此本研究雖然控制了領導行為與心 理機制、工作意義感的共同方法變異可能性，但在心理機制與工作意義感仍存在共同 方法變異的可能，因此建議未來研究可以三階段的時間隔離方法，解決此疑慮。
第二，本研究採取便利性取樣的方式進行資料收集，使參與者的產業類別難以控 制，無法探討不同產業類別間的差異，造成潛在混淆變項的存在。因此建議後續研究 可以針對特定產業類別進行研究，探討不同工作類型的工作者，在影響工作意義感的 機制上是否有所差異，如可針對與道德安全有關的產業，如保全業進行研究，或許在 此類產業中，德行領導對工作意義感會有更明顯的影響。且本研究採用的道德價值量 表包含的向度較為廣泛，其中包含一般性的向度如：缺乏敬業精神，以及特殊性的向 度如：「賄賂」與「欺騙顧客」，此類向度較適用於銷售人員等行業，若能針對相關產 業進行測量，或能發現道德價值較高的影響力。
第三，在測量工具的部分，本研究對於心理機制的測量皆採用已發展的問卷，但 對於此四個心理機制的測量方式，本研究認為仍須針對其在理論中扮演的角色發展量 表。例如在正向工作目的測量，本研究採取針對欲求外在目的進行測量，但若能將外 在與內在目的的測量，針對其工作意義感的影響，發展一獨立量表，將能使理論的驗 證更加完整。而在自我價值與自我效能的測量上，部分題目有過於相似的疑慮，若能 為研究工作意義感發展各自的量表，在測量中將此兩構念做更清楚的區分，更能區別 其各自的效果。
第四，本研究以線上開放連結的方式蒐集資料，並同時以抽獎活動吸引參與者填 答，並未設置措施防止參與者重複填答以提高中獎機會，對此建議後續研究使用相似 的研究方法時，可先請志願參加的參與者填寫自己的電子郵件，研究者再將問卷的網
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路連結以及一個獨特的密碼寄給參與者，請參與者在問卷中填上此獨特的密碼以防止 重複填答的情形。
二、未來研究方向
首先，本研究以家長式領導的三元模式，作為家長式領導與工作意義感的初探研 究，研究結果已初步的了解到家長式領導與工作意義感及其心理機制的影響，但近幾 年對於仁慈領導與威權領導，已有研究者更細緻的解構其內涵（周婉茹等人，2010；
林姿葶、鄭伯壎，2012）。在仁慈領導的部分，是否是透過生活照顧與工作照顧促進
工作意義感？而對於中介機制的解釋，是否是由生活照顧影響自我價值，工作照顧影 響自我效能？在威權領導的部分，雖然在本研究中發現其與工作意義感並無顯著的效 果，但若能將威權領導更細緻的區分為專權與尚嚴領導，將能進一步理解此二構面對 於工作意義感是否具有不同的效果。
第二，本研究認為他人所傳遞出的社會訊息會影響員工的工作意義感，並將焦點 放在直屬主管對於工作意義感的影響，但從Wrzesniewski 等人（2003）的研究可以 發現，不只是直屬主管，員工在與周遭的同事或服務的顧客互動時，同樣會影響員工 的工作意義感，值得探究的是同事、顧客又是如何影響員工的工作意義感？若依本研 究所推論，後續研究可接續探討，工作中的他人會透過何種行為影響部屬的正向自我，
進而影響部屬的工作意義感？若能更完整的了解不同的工作他人所造成的影響，將有 助於在企業組織在實務上，規劃更全面的介入方案。
第三，本研究提出影響工作意義感的兩個面向：正向自我與正向目的，但對於正 向自我的三項心理機制：自我價值、自我效能及道德價值，彼此間的關係並未進行更 深入的探討，究竟此三項心理機制彼此之間的關聯為何？是否可將此三項心理機制整 合成為單一構念的正向自我？而此三項心理機制與欲求目的之間又會有何關聯？其 彼此對於工作意義感的影響是否具有先後關係？建議後續研究可以從正向目的與正 向自我的觀點，更深入探討心理機制間彼此的關聯。
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