領導能力已經是職場上必備的軟實力之一，Conger & Kanungo(1998)認為領導者要有影響力影響部屬而且可以維持領導者與部屬之間的關係，而過去觀點多以領導者角度探討如何影響追隨者，卻鮮少實證是以追隨者角度研究如何被領導者影響；此外Poulter(2007)指出，若從小有良好的依附關係，會將此關係擴展到人際生活圈和未來職場的人與人之間互動，故本研究欲進一步探討領導是否影響員工在職場的表現，並且此是否與人際依附有關係，此二項為本研究欲探討之議題。綜言之本研究針對員工對直屬主管的魅力領導，以及在組織承諾、人際依附關係、個人工作績效等變項上之關係進行探討。 本研究以各行業的員工為研究對象，根據212份有效問卷，以項目分析、信度分析、探索性因素分析、迴歸分析、層級迴歸分析、t檢定及變異數分析來驗證各研究假設，研究結果顯示如下： 1.魅力領導對組織承諾有顯著正向影響。 2.魅力領導對個人工作績效有顯著正向影響。 3.組織承諾對個人工作績效有顯著正向影響。 4.組織承諾在魅力領導對個人工作績效之影響上有顯著中介作用。 5.人際依附關係對組織承諾有顯著影響。 6.人際依附關係在魅力領導對組織承諾之影響上有部分調節作用。 最後本研究提供ㄧ些管理應用觀點給組織及企業的管理者，以期提升員工在組織內的工作績效，並增強員工的組織承諾、降低離職率。 Leadership is already one of the necessary ability in the workplace. Conger & Kanungo (1998) considers that leaders have an influence on employees and by that can maintain the relationship between leaders and employees. In the past, most viewpoints were proved about how to influence employees in terms of the perspective on leaders, but there are rare empirical evidences to prove how to be influenced by leader in terms of the perspective on employees. In addition, Poulter (2007) pointed out that if there is a good attachment from infancy, this relationship will be extended to the social life and interpersonal interaction at workplaces in the future. Thus, we would like to explore further whether the attachment link will affect employees’ performance in the workplace. Therefore, we aim at the variables’ relationship among charismatic leadership, organizational commitment, interpersonal attachment and individual work performance. A total of 212 samples who are employees at any industry in Taiwan were recruited through snowball sampling and convenience sampling. By implementing item analysis, regression analysis, hierarchical regression analysis, t-test and ANOVA, the result of this study can be concluded as the following: 1.There is a significant positive influence on organizational commitment by charismatic leadership. 2.There is a significant positive influence on individual work performance by charismatic leadership. 3.There is a significant positive influence on individual work performance by organizational commitment. 4.There is a partial mediating effect of organizational commitment on the influence coming from charismatic leadership on individual work performance. 5.There is a significant influence on organizational commitment by interpersonal attachment. 6.There is a partial mediating effect of interpersonal attachment on the influence coming from charismatic leadership on organizational commitment. Finally, we provide some findings of this study to the organization and business managers, with a view to improving staff performance within the organization, to enhance the organizational commitment of employees, to reduce the turnover rate.
