本研究主要探討競爭特質、主管與部屬關係品質(LMX關係)、網絡能力及心理賦能四者之間的關係，並以歸因理論為基礎，來探討主管與部屬關係品質對競爭特質與心理賦能的中介效果，另一方面，則以網絡能力作為干擾變數，探討其在競爭特質與主管與部屬關係品質間的調節效果。
在研究對象方面，本研究將臺灣之製造業、資訊科技業、服務業、運輸物流業、金融保險業、批發零售業及服務業等共計12大產業之企業，作為資料蒐集對象，並以個人層次為分析單位。本研究有效樣本包含94家公司及149個單位，共計672份問卷。並以IBM SPSS Statistics 24.0軟體為主，進行統計分析，其中包含樣本之描述性統計分析、問卷信度分析、各變數相關性分析及層級迴歸分析等，共計4種統計分析方法。在驗證性因素分析(CFA)部分，本研究則是使用AMOS統計軟體，針對整體模型進行適配度檢測。
經前述統計分析結果後，本研究之研究架構下，整體模型適配度呈現良好狀態，且實證結果，在個人層次上也有如下之發現，(1)當競爭特質越高時，則主管與部屬關係品質將會越高；(2)主管與部屬關係品質越高，心理賦能越高；(3)網絡能力在競爭特質與心理賦能之間具有中介效果。
根據上述分析結果，本研究建議應設法提升員工之競爭特質，或於組織選才時，依據單位之特性，選取較高競爭特質之員工，而主管也應適當地賦予部屬權力、給予支持或有利的資源，如此將使員工對於完成工作更具自信，以激勵其達成目標任務。另外，本研究以競爭特質之觀點，並將主管與部屬關係品質作為中介變數，進而探討心理賦能，填補了三者間的研究缺口，而於本研究最末章闡述實務意涵，並提出研究限制與對未來研究之建議，作為後續研究及提供企業參考。

This study mainly discusses the relationship between trait competitiveness, leader-member exchange quality, networking ability and psychological empowerment. Based on the attribution theory, this study also explores the mediating effect of leader-member exchange quality between trait competitiveness and leader-member exchange quality. On the other hand, it examines the moderating effect of networking ability between trait competitiveness and leader-member exchange quality.
This study takes the individual level as the unit of analysis. Subjects of this research are companies of 12 major industries in Taiwan. The research sample was collected from 672 valid questionnaire in 149 units of 94 companies. This research is mainly analyzed by the IBM SPSS Statistics 24.0 statistical analysis software for statistical analysis, which includes descriptive statistical analysis, reliability analysis, correlation analysis, confirmatory factor analysis (CFA), and hierarchical regression analysis.
The empirical results are as follows: (1) Trait competitiveness has a positive relationship with leader-member exchange; (2) Leader-member exchange quality has a positive relationship with psychological empowerment; (3) The network ability has a mediating effect between trait competitiveness and psychological empowerment.
According to the analysis results, this research suggests that we should try to improve the trait competitiveness of members, or select employees with higher competitive qualities when recruiting new members. The leader should also properly give the member power, support or favorable resources, which will make the member more confident in completing the work and inspire him to achieve the target.
In addition, this study takes the perspective of trait competitiveness and uses leader-member exchange quality as an intermediary variable, and then explores psychological empowerment to fill the research gap. In the last chapter of this study, the practical implications are elaborated, and research limitations and suggestions for future research are put forward as follow-up research and corporate reference.

論文審定書 i
誌 謝 ii
中文摘要 iii
Abstract iv
目 錄 v
圖 次 vi
表 次 vii
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 6
第一節 歸因理論 6
第二節 變數介紹 9
第三節 假說推導 18
第三章 研究方法 22
第一節 研究架構 22
第二節 研究樣本 24
第三節 變數操作型定義與衡量方式 28
第四節 統計分析方法 34
第四章 資料分析與結果 36
第一節 模型的檢測 36
第二節 相關分析 37
第三節 層級迴歸分析與假說檢定 38
第五章 結論與建議 47
第一節 研究結果討論 48
第二節 研究意涵 51
第三節 研究限制與未來研究建議 53
參考文獻 55

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