當今企業面臨著全球化所造成的艱困複雜情勢，危急關頭需要的是組織成員的同心協力，藉由其對於工作的職業承諾感，為組織帶來良好績效表現與實質價值。而其中組織成員對於工作所抱持的使命感，是否可能會對於職業承諾與任務績效造成良好影響，本研究欲探討其中的關係。另外家長式領導作為華人文化中最具代表性的影響因素，又會對使命感與職業承諾、任務績效之間的關係造成甚麼樣的影響呢?

本研究所使用的是問卷調查法，蒐集由台灣國軍組織中而得，380份主管部屬對偶問卷，接著採用階層迴歸分析之方式，探討部屬工作使命感對其職業承諾以及任務績效的影響，另外也探討家長式領導對上述關係之調節效果。研究結果發現：(1)工作使命感對於職業承諾具有正向影響；(2) 工作使命感對於任務績效並不具顯著影響；(3)工作使命感與威權領導的交互作用，對職業承諾與任務績效均不具有調節效果；(4) 工作使命感與仁慈領導的交互作用，對職業承諾與任務績效均不具有調節效果；(5) 工作使命感與德行領導的交互作用，對職業承諾與任務績效均不具有調節效果。

Today's enterprises are faced with difficult and complicated situations caused by globalization. What is needed at a critical moment is the concerted efforts of the members in the organization. With their occupational commitment to the work, they can bring good performance and substantial value to the organization. And does the sense of calling held by the members of the organization for work have influences on occupational commitment and task performance, this study intends to explore the relationship between them. In addition, as the most representative influencing factor in Chinese culture, what impact will paternalistic leadership have on the relationship between sense of calling, occupational commitment, and task performance?
This study used survey techniques to collect 380 supervisor-subordinate dual questionnaires obtained from the Military organization of ROC, Taiwan, and then uses a hierarchical regression analysis method to explore the influence of subordinates’ sense of calling on their occupational commitments and task performances. In addition, it also explores the effect of paternalistic leadership on the above-mentioned relationships. The results of the study show that: (1) the sense of calling has a significant positive effect on occupational commitment; (2) the sense of calling does not have significant impact on task performance; (3) the interaction between the sense of calling and authoritarian leadership has no significant impact on occupational commitment and task performance as the moderating role; (4) The interaction between calling and benevolent leadership has no moderating effect on occupational commitment and task performance; (5) The interaction between calling and moral leadership has no moderating effect on occupational commitment and task performance.

Keywords: , , , , , ,

論文審定書………………………………………………………………………………i
中文摘要…………………………………………………………………………….......ii
英文摘要………………………………………………………………………………..iii
目錄……………………………………………………………………………………..iv
圖目次…………………………………………………………………………………...v
表目次…………………………………………………………………………………..vi
第一章 緒論…………………………………………………………………………...1
第一節 研究背景與動機………………………………………………………...1
第二節 研究目的………………………………………………………………...4
第二章 文獻探討……………………………………………………………………...5
第一節 工作使命感（Calling）………………………………………………...5
第二節 職業承諾（Occupational Commitment）……………………................9
第三節 任務績效（Task Performance）………………………………………12
第四節 家長式領導（Paternalistic Leadership）……………………………...14
第五節 威權領導、使命感與職業承諾、任務績效之關係………………….19
第六節 仁慈領導、使命感與職業承諾、任務績效之關係………………….21
第七節 德行領導、使命感與職業承諾、任務績效之關係………………….23
第三章 研究方法…………………………………………………………………….24
第一節 研究架構與假設……………………………………………………….24
第二節 研究樣本……………………………………………………………….26
第三節 研究工具……………………………………………………………….28
第四節 研究程序……………………………………………………………….36
第五節 資料分析……………………………………………………………….37
第四章 研究結果…………………………………………………………………….38
第一節 各變項間之關係……………………………………………………….38
第二節 工作使命感對職業承諾與任務績效之影響………………………….44
第三節 家長式領導對工作使命感與職業承諾、任務績效之間之交互作用效
果………………………………………………………………………………….46
第五章 討論與建議………………………………………………………………….55
第一節 研究結論……………………………………………………………….55
第二節 結果討論……………………………………………………………….58
第三節 研究貢獻……………………………………………………………….63
第四節 研究限制……………………………………………………………….65
第五節 研究建議……………………………………………………………….67
參考文獻……………………………………………………………………………….68
附錄一、部屬問卷…………………………………………………………………….78
附錄二、主管問卷…………………………………………………………………….85

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