在局勢多變的工作環境中，主管的領導方式對於部屬的工作績效及離職傾向會產生直接的影響。已有研究指出主管的轉型領導與部屬的工作績效及離職傾向具有顯著影響，但若是在部屬具有使命感的情況下，轉型領導對於部屬的工作績效(任務績效、創造性績效)是否會有更強的正向影響？而轉型領導對於部屬的離職傾向是否會有更強的負向影響？
本研究以問卷調查法的方式進行，以部屬的角度來探討主管領導風格對部屬的影響；經由部屬本身對主管轉型領導的知覺程度，了解轉型領導對部屬的工作績效、離職傾向的影響，並加以驗證使命感是否具有調節作用。實證調查收集國軍組織中380份主管與部屬配對的對偶問卷，結果整理如下：
1、 轉型領導任務績效無顯著影響，但轉型領導中的魅力典範行為對創造性績效與離職傾向具有顯著負向影響。
2、 使命感對轉型領導與創造性績效之關係不具有調節效果。
3、他人取向的使命感會調節轉型領導中的個別關懷行為對任務績效之影響。
4、他人取向的使命感與積極參與的使命感會調節轉型領導中的魅力典範行為對離職傾向之影響。

In the dynamic and changeable working environment, the leadership styles of supervisors have a directly impact on the work performance and turnover intention of the subordinates. Previous studies have pointed out that the supervisor’s transformational leadership has a significant impact on the subordinate’s work performance and turnover intention. However, do the relationships among transformational leadership and work performance (task performance, creative performance), turnover intention remain the same when the subordinate has a sense of calling?
The research is conducted by 380 questionnaire survey to investigate the relationships among subordinates’ perceived transformational leadership and subordinates ‘work performance and turnover intention. Also verify the moderating effect of the sense of calling on such relationships. The results are as follows:
1. Transitional leadership has no significant impact on job performance, whereas the idealized influence of transitional leadership has a significant impact on subordinates’ creative performance turnover intention.
2. The sense of calling has no moderating effect on the relationship between transformational leadership and creative performance.
3. The sense of others-oriented calling has moderating effect on the relationship between
Individualized consideration of transformational leadership and task performance.
4. The sense of others-oriented calling has moderating effect on the relationship between
Inspiration motivation of transformational leadership and turnover intention

論文審定書 i
中文摘要 ii
英文摘要 iii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 轉型領導 4
第二節 工作績效 9
第三節 離職傾向 14
第四節 使命感 18
第三章 研究方法 32
第一節 研究架構與假設 32
第二節 研究樣本 35
第三節 研究工具 38
第四節 施測程序 42
第五節 資料分析方法 43
第四章 結果分析 44
第一節 各研究變項間之相關 44
第二節 轉型領導對工作績效與離職傾向之影響 48
第三節 使命感對轉型領導影響工作績效與離職傾向的調節效果 56
第五章 討論與建議 60
第一節 結果討論 60
第二節 研究限制與未來研究方向 63
第三節 管理意涵 64
參考文獻 65
附錄一、部屬問卷量表 70
附錄二、主管問卷量表 73

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