本研究主要目的在探討傳銷通路中，組織領導者之領導風格和行為與團隊績效之關聯，並以組織認同做為中介數進行實證研究。 本研究發現，由於轉換型領導具有提供願景與承諾及智能啟發、自我開展等關鍵領導行為，有助於提升成員對於組織的認同，產生休戚與共的情感認同與連結，進而影響團隊成果與績效。 本研究以全國具有傳銷商資格者為對象，採用問卷調查方式，共發出500份問卷，回收有效問卷443份，有效回收率為72.23%。主要是運用項目分析(Item Analysis)、內部一致性分析(Internal Consistency)、描述性統計分析(Descripive Statistics)、階層多元迴歸分析(Hierarchical Multiple)等統計分析方法。 本研究結果顯示如下： 1. 傳銷組織領導者，具備轉換型領導能力，會正向影響成員對於組織產生共榮共存的忠 誠情感。推論轉換型領導具有個別化關懷與智能啟發、激發鼓舞等行為，使成員感受 自尊、關懷與成長的滿足，故對組織產生認同與情感的依存。 2. 領導者採取「轉換型領導」，對於團隊成員的行為與績效皆有正向影響。因為領導者本 身的魅力與行為可使成員感受到積極與讚美之良好感受；並且透過建構願景與承諾， 讓組織成員邁向共同的目標努力，進而產生良好行為成果與績效。 3. 成員的組織認同程度，確實對轉換型領導與團隊績效產生中介影響。因此建議領導者， 在引領願景，領導團隊邁向共同目標、建立共同使命時，亦應考慮到組織認同的課題。 換言之，提高凝聚團隊，使成員知覺到自己與組織中其他成員具有共同的價值觀與目 標、利益，並產生濃厚的歸屬感，是組織發展得以成功的一個重要因素。 The purpose of this study is the connection of the work style and behavior of the organization leader and the team performance in the Multi-level Marketing and uses the organization identity as the intermediary to proceed as the empirical study. This study finds that the transactional leadership has the key leading behavior of offering vision, promise, intelligent inspiring and developing oneself that will be helpful to increase the organization identity of the members and the emotional identity and link to standing together through thick and thin and then effect the result and performance of the team. The study objects are the direct sellers in Taiwan and survey as questionnaire. Total 500 copies had been distributed and retrieved useful samples are 443copies. The effective rate of recovery is 72.23%. The major statistics analysis methods are Item Analysis, Internal Consistency, Descripive Statistics and Hierarchical Multiple. The study results are below： 1. The organization leader in multiple level marketing has the ability of transactional leadership will effect the members positive to have the faithful emotion to coexist altogether with honor. That could be inferred that transactional leadership has the behavior of individual care, intelligent inspirer, excitement and encouragement to let the members feel respected, cared and satisfied with growth, so they identify with and depend on to the organization emotionally. 2. The leader adopts transactional leadership that will have the positive influence on the behavior and performance of the team members. The members could feel good of the active and praise because of the charm and behavior of the leader. 3. The level of the member’s organization identity indeed results in the intermediary''s influence, so it suggests that when the leader guides the vision, toward the common goal and mission, the leader should consider the topic of organization identity at the same time. In the other words, one of the important success factors to develop the organization is to increase group cohesiveness, make the member to sense oneself and other members in the organization have common values, topic and benefit and bring the deep belonging.