The relationship between transformational leadership and organizational commitment 張化仁、顏昌華
E-mail: 205254@mail.dyu.edu.tw
ABSTRACT
Leadership is an important factor influencing organizational success. Transformational leadership refers to a form of leadership that stimulates team members to develop a sense of mission that exceeds the objective of obtaining reward. A literature review shows that majority of past researches were focused on the impact of various dimensions of transformational leadership on organizational commitment as well as the inconsistent relationship between the two constructs. Therefore, the purpose of this study is to examine the effect of transformational leadership on employees’ organizational commitment. The paper further clarifies the possible connection between the two constructs and the potential moderator of organizational culture, with an aim of proposing a more rigorous model to be generalized to other firms. This study samples including 445 employees and 88 managers. This research further adopts a cross section methodology and convenience sampling. Variables are divided into two levels. Level 1 includes variables individual transformational leadership, organizational commitment, and empowerment, while level 2 includes organizational culture. Empirical results show that transformational leadership significantly influences the 3 dimensions of organizational commitment; organizational culture moderates the relationship between transformational leadership and the affective and
continuance commitment dimensions of organizational commitment; evidence that organizational culture moderates the relationship between transformational leadership and the normative commitment dimension of organizational commitment is negative present;
and empowerment moderates the relationship between transformational leadership and the three dimensions of organizational commitment. The conceptualization of the proposed Multilevel Moderated Mediation (M-M-M) modeling is by integrating the ideas of multilevel mediation proposed by Krull and MacKinnon in 1991 and 2001, and together with the analysis of cross-level
interaction. According to the empirical results, this study further explores the ways to implement transformational leadership.
Recommendations for future studies and managerial implications are subsequently proposed.
Keywords : transformational leadership、organizational commitment、empowerment、organizational culture、multilevel modeling
Table of Contents
中文摘要 ．．．．．．．．．．．．．．．．．．．．． iii 英文摘要 ．．．．．．．．．．．．．．．．．．．．．
iv 誌謝辭 ．．．．．．．．．．．．．．．．．．．．． v 內容目錄 ．．．．．．．．．．．．．．．．．．．．
． viii 表目錄 ．．．．．．．．．．．．．．．．．．．．． x 圖目錄 ．．．．．．．．．．．．．．．．．．
．．． xiii 第一章 緒論．．．．．．．．．．．．．．．．．．． 1 第一節 研究背景．．．．．．．．．．
．．．．． 1 第二節 研究問題與目的．．．．．．．．．．．． 5 第三節 研究重要性．．．．．．．．
．．．．．． 10 第二章 文獻探討．．．．．．．．．．．．．．．．． 12 第一節 轉換型領導．．．．．．
．．．．．．．． 12 第二節 組織承諾．．．．．．．．．．．．．．． 19 第三節 組織文化．．．．．
．．．．．．．．．． 24 第四節 授權賦能．．．．．．．．．．．．．．． 28 第五節 轉換型領導與組 織承諾的關係．．．．．． 32 第六節 轉換型領導、組織文化與組織承諾．．．． 33 第七節 轉換型領導
、授權賦能與組織承諾．．．． 37 第八節 組織文化、賦權授能與組織承諾的多層次干 擾中介關係．．．．．．
．．．．．．．． 41 第三章 研究設計．．．．．．．．．．．．．．．．． 46 第一節 研究架構．．．．．
．．．．．．．．．． 46 第二節 多層次中介效果與干擾效果．．．．．．． 47 第三節 樣本與資料收集 方法．．．．．．．．．． 50 第四節 變數的操作性定義與衡量．．．．．．．． 51 第五節 資料分析方 法．．．．．．．．．．．．． 58 第六節 效度及信度測試．．．．．．．．．．．． 60 第四章 實證結果分 析．．．．．．．．．．．．．．． 71 第一節 基本資料分析．．．．．．．．．．．．． 71 第二節 各 變數之相關分析．．．．．．．．．．． 74 第三節 轉換型領導與組織承諾－個人層次分析．． 76 第四節 組織文化多層次模式及假設驗證．．．．． 81 第五節 組織文化、賦權授能與組織承諾的多層次干 擾中介模式 及假設驗證．．．．．．．．． 92 第六節 整體模型結構方程模式分析．．．．．．． 115 第七節 小結
．．．．．．．．．．．．．．．．． 141 第五章 結論與建議．．．．．．．．．．．．．．．． 143 第一節 結論．．．．．．．．．．．．．．．．． 143 第二節 建議．．．．．．．．．．．．．．．．． 146 第 三節 研究貢獻．．．．．．．．．．．．．．． 149 第四節 研究限制．．．．．．．．．．．．．．． 151
參考文獻 ．．．．．．．．．．．．．．．．．．．．． 153 附錄 問卷．．．．．．．．．．．．．．．．．．． 186 表目錄 表 2- 1 多元因素領導問卷構面驗證性研究彙整表．．．． 17 表 2- 2 組織承諾驗證性研究彙整表．．．．．．．．
．． 23 表 2- 3 組織承諾問卷調查研究彙整表．．．．．．．．． 24 表 2- 4 授權賦能驗證性研究彙整表．．．．．．．．
．． 30 表 3- 1 轉換型領導量表之驗證性因素分析結果．．．．． 63 表 3- 2 組織承諾量表之驗證性因素分析結果．．．．
．． 64 表 3- 3 組織文化量表之驗證性因素分析結果．．．．．． 65 表 3- 4 授權賦能量表之驗證性因素分析結果．．．．
．． 66 表 3- 5 轉換型領導量表之信度分析．．．．．．．．．． 67 表 3- 6 組織承諾量表之信度分析．．．．．．．．．
．． 68 表 3- 7 組織文化量表之信度分析．．．．．．．．．．． 69 表 3- 8 授權賦能量表之信度分析．．．．．．．．．
．． 70 表 4- 1 樣本之性別分佈情形．．．．．．．．．．．．． 71 表 4- 2 樣本之年齡分佈情形．．．．．．．．．．．
．． 71 表 4- 3 樣本之教育程度分佈情形．．．．．．．．．．． 72 表 4- 4 樣本目前所擔任的職位分佈情形．．．．．．
．． 72 表 4- 5 樣本之目前工作內容分佈情形．．．．．．．．． 73 表 4- 6 樣本之工作經驗分佈情形．．．．．．．．．
．． 73 表 4- 7 組織特質之分佈情形．．．．．．．．．．．．． 74 表 4- 8 研究變數之描述性統計與相關係數．．．．．
．． 75 表 4- 9 情感性承諾、持續性承諾與規範性承諾迴歸分析． 76 表 4-10 組織文化、組織承諾、轉換型領導與授權賦 能迴歸分 析．．．．．．．．．．．．．．．．．．．． 78 表 4-11 組織承諾階層線性分析．．．．．．．．．．．．
88 表 4-12 情感性承諾階層線性分析．．．．．．．．．．． 89 表 4-13 持續性承諾階層線性分析．．．．．．．．．．
． 90 表 4-14 規範性承諾階層線性分析．．．．．．．．．．． 91 表 4-15 干擾中介模式研究變數之描述性統計、相關係 數 與樣本特性．．．．．．．．．．．．．．．．． 97 表 4-16 截距結果模型與隨機係數模型的估計結果．．．． 101 表 4-17 多層次中介與調節效果HLM 模式估計結果 ．．． 103 表 4-18 中介效果驗證間接效果的Sobel檢定 ．．．．．．109 表 4-19 假設1、假說2 因果模式中的研究變數與觀測變數．116 表 4-20 觀測依變項參數估計結果．．．．．．．．．．．
118 表 4-21 觀測自項參數估計結果．．．．．．．．．．．． 118 表 4-22 整體模型配適度．．．．．．．．．．．．．
．． 119 表 4-23 相關結構係數之驗證結果．．．．．．．．．．． 120 表 4-24 假設 4 因果模式中的研究變數與觀測變數
．．． 121 表 4-25 觀測依變項參數估計結果．．．．．．．．．．． 122 表 4-26 觀測自項參數估計結果．．．．．．．
．．．．． 123 表 4-27 整體模型配適度．．．．．．．．．．．．．．． 123 表 4-28 相關結構係數驗證結果．．．．．
．．．．．．． 125 表 4-29 假設 5 因果模式中的研究變數與觀測變數 ．．． 125 表 4-30 觀測依變項參數估計結果．．．
．．．．．．．． 127 表 4-31 觀測自項參數估計結果．．．．．．．．．．．． 127 表 4-32 整體模型配適度．．．．．
．．．．．．．．．． 128 表 4-33 相關結構係數驗證結果．．．．．．．．．．．． 129 表 4-34 假設6 因果模式中的研 究變數與觀測變數．．．． 130 表 4-35 觀測依變項參數估計結果．．．．．．．．．．． 131 表 4-36 觀測自項參數估計 結果．．．．．．．．．．．． 132 表 4-37 整體模型配適度．．．．．．．．．．．．．．． 132 表 4-38 相關結構係數 驗證結果．．．．．．．．．．．． 134 表 4-39 潛在變項路徑分析結構模型各項效果分析．．．． 136 表 4-40 組織文化 干擾效果跨群組分析結果．．．．．．． 139 表 4-41 組織文化在母群體干擾效果．．．．．．．．．． 140 表 4-42 研究 假設檢定結果彙整．．．．．．．．．．．． 141 圖目錄 圖 3-1 研究架構圖．．．．．．．．．．．．．．．．． 46 圖 3-2 多層次中介模型類型(a) 1-1-1 模型．．．．． 49 圖 3-2 多層次中介模型類型(b) 2-1-1 模型．．．．．．49 圖 3-3 多層次 干擾式中介模型架構圖．．．．．．．．． 49 圖 4-1 假說7至假說10多層次干擾中介模型架構圖 ．．． 92 圖 4-2 假說 1與 假說 2結構方程因果模式．．．．．．． 117 圖 4-3 假說 4結構方程因果模式．．．．．．．．．．． 122 圖 4-4 假說 5結 構方程因果模式．．．．．．．．．．． 126 圖 4-5 假說 6結構方程因果模式．．．．．．．．．．． 130 圖 4-6 假說 3結 構方程因果模式．．．．．．．．．．． 138
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