本研究旨在探討放任型領導對於組織承諾的影響，並進一步分析資源剝奪感在兩者中的中介效果，以及組織公平與公平價值觀的調節效果。放任型領導其特徵在於領導者避免做出決策、放棄責任和延遲行動，此領導風格會對員工產生負面影響，進而影響其對組織的承諾。本研究採用問卷調查法，透過三階段之線上問卷，收集有效樣本數共406人。路徑分析結果顯示，放任型領導確實與組織承諾呈現顯著的負向關聯性，而資源剝奪感在其中具有中介效果。此外，組織公平對放任型領導與資源剝奪感之間的關係未具有顯著的調節效果；而公平價值觀發揮了調節作用，當員工擁有較強的公平價值觀時，組織公平對放任型領導與資源剝奪感間的關係之調節效果會更強。最後，本研究根據研究結果探討理論與管理意涵，包含為企業在實踐中提供具體方案，並針對研究限制與未來研究方向提出建議。

This study aims to explore the impact of laissez-faire leadership on organizational commitment and further analyze the mediating effect of personal relative deprivation, as well as the moderating effects of organizational justice and interpersonal justice values. Laissez-faire leadership is characterized by leaders avoiding decision-making, shirking responsibilities, and delaying actions. This leadership style negatively impacts employees' organizational commitment. A three-wave questionnaire was conducted using a questionnaire survey method, and 406 valid questionnaires were collected. The path analysis results showed that laissez-faire leadership indeed has a significant negative correlation with organizational commitment, with personal relative deprivation playing a mediating role. Additionally, organizational justice did not significantly moderate the relationship between laissez-faire leadership and personal relative deprivation; however, fairness values did play a moderating role. When employees have stronger interpersonal justice values, the moderating effect of organizational justice on the relationship between laissez-faire leadership and personal relative deprivation is stronger. Finally, based on the research results, this study discusses theoretical and managerial implications, including providing specific recommendations for enterprises in practice, suggesting directions for future research, and acknowledging the study's limitations.

論文審定書 i
誌謝 ii
ABSTRACT iv
圖次 vi
表次 vii
第壹章 緒論 1
第貳章 文獻探討 4
第一節 放任型領導 4
第二節 放任型領導對於組織承諾之影響 5
第三節 放任型領導、資源剝奪感對組織承諾之影響 7
第四節 放任領導、組織公平、公平價值觀、資源剝奪感 對於組織承諾之影響 10
第參章 研究方法 14
第一節 研究架構與研究假設 14
第二節 研究對象與施測程序 15
第三節 研究工具 19
第四節 資料分析方法 20
第肆章 研究結果 21
第一節 測量模型分析 21
第二節 相關分析 21
第三節 假設檢定 24
第伍章 研究結論與建議 27
第一節 研究結論 27
第二節 理論意涵 28
第三節 管理意涵 30
第三節 研究限制與未來研究建議 30
參考文獻 32
附錄 40

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