本研究旨在探討主管魅力型領導程度的高低，是否對於員工工作時的沉默行為產生影響，並進一步探討職場友誼對於上述關係是否具有干擾效果。如果主管為高度魅力型領導者，是否能有效降低員工默許性及防禦性的沉默行為？若主管魅力型領導程度低，但員工擁有高度職場友誼，是否可有效於此段關係中產生調節效果？

本研究問卷採便利抽樣方式發放，請受試者選擇其過去或現行工作時的一位主管，對於該主管進行魅力型領導評分，並亦針對自己的員工沉默行為、職場友誼之程度進行評分作答。本研究於四個月間共收集到222份有效樣本，藉由相關分析與變異數分析進行統計分析，再針對各研究假設一一進行驗證。研究結果顯示：一、魅力型領導與默許性員工沉默具顯著負向關係；二、魅力型領導與防禦性員工沉默具顯著負向關係；三、職場友誼與默許性員工沉默具顯著負向關係；四、職場友誼與防禦性員工沉默具顯著負向關係；五、職場友誼對於魅力型領導於默許性員工沉默間關係不具調節效果；六、職場友誼對於魅力型領導於防禦性員工沉默間關係具部分調節效果。本研究最後依據研究結果，提出實務上的管理意涵與未來建議。

The purpose of this study is to investigate whether the level of charismatic leadership of supervisors has an impact on employees' silent behavior at work, and further explore whether workplace friendships can interfere with these relationships. If the supervisor is a highly charismatic leader, can it effectively reduce the acquiescent silence and defensive silence? If employees have a high level of workplace friendship, will it have moderating effect on the above relationship?
In this study, the samples are collected by convenience sampling distribution of questionnaires to respondents, and respondents are required to perform rating on the level of charismatic leadership on one of his/her previous or current supervisor. The respondents are also required to rate on the level of his/her own silent behavior and workplace friendship.
In this study, a total of 222 valid samples were collected in four months, and the statistical analysis of both correlation analysis and variation analysis were conducted in order to verify the hypothesis of this research.
The research results are as the following:1. Charismatic leadership has a significant negative relationship with acquiescent silence; 2. Charismatic leadership has a negative relationship with defensive silence; 3. Workplace friendship has a negative relationship with acquiescent silence; 4. Workplace Friendship and defensive silence show a significant negative relationship; 5. Workplace friendships have no moderating effect on the relationship between charismatic leadership and acquiescent silence; 6. Workplace friendship has a partial moderating effect on the relationship between charismatic leadership and defensive silence. According to the results of the research, this study proposes the practical meaning in employee management and provides suggestions for future studies.

論文審定書……………………………………………………………………..……..…i
誌謝………………………………………………………………………………...……ii
中文摘要………………………………………………………………………...….......iii
英文摘要…………………………………………………………………….…..….......iv
目錄……………………………………………………………………………...….......vi
圖次……………………………………………………………………………..……..viii
表次……………………………………………………………………………….….....ix
第一章 緒論.................................................................................................................... 1
第一節 研究背景與動機........................................................................................ 1
第二節 研究問題.................................................................................................... 3
第三節 主要名詞解釋............................................................................................ 4
第二章 文獻探討............................................................................................................ 5
第一節 魅力型領導與員工沉默之關聯性............................................................ 5
第二節 職場友誼與員工沉默之關聯性.............................................................. 10
第三節 魅力型領導、員工沉默與職場友誼之關係(調節效果) ....................... 12
第三章 研究方法.......................................................................................................... 14
第一節 研究架構.................................................................................................. 14
第二節 研究假設.................................................................................................. 15
第三節 研究樣本.................................................................................................. 16
第四節 研究工具.................................................................................................. 18
第五節 研究工具摘要.......................................................................................... 22
第六節 共同方法變異(CMV)的檢驗與事前避免處理 ...................................... 24
第七節 資料處理分析方法.................................................................................. 26
第四章 研究結果.......................................................................................................... 28
第一節 魅力型領導、員工沉默與職場友誼之現況分析.................................. 28
第二節 人口變項在魅力型領導、員工沉默與職場友誼上的差異情形.......... 30
第三節 相關分析.................................................................................................. 34
第四節 魅力型領導、員工沉默與職場友誼之調節模型.................................. 36
第五章 討論與建議...................................................................................................... 41
第一節 研究結論及討論...................................................................................... 41
第二節 未來建議及研究限制.............................................................................. 44
參考文獻........................................................................................................................ 46
附錄：問卷使用量表.................................................................................................... 54

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