在現今全球經濟狀況下，企業組織面臨了比以往更加挑戰的經營環境，而個人面對的工作壓力與生活環境壓力也是有增無減，而組織成員是否具有高度的工作滿意以及對組織的認同往往是一個企業組織能否順利運作以面對這訊息萬變的環境的重要因素之一。本研究透過問卷調查，以台灣金控業與資訊電子製造業下之員工為抽樣對象，探討不同產業下，透過個人心理資本的中介效果，了解主管與部屬交換關係(Leader-Member Exchange,LMX)、工作滿意及生活滿意之關連性研究，本研究將319份有效問卷透過線性結構化方程式模型，將LMX對心理資本、工作滿意與生活滿意的影響進行理論模型驗證。結果發現：(1)LMX對影響心理資本正向影響；(2)心理資本能正向影響工作滿意與生活滿意；(3)LMX對工作滿意與生活滿意的影響中，心理資本具有完全中介效果。同時本研究亦發現，產業特性在LMX-生活滿意、心理資本-生活滿意之間具有差異。最後就本研究之研究發現與管理意涵作探討並提出建議，以供學術界與企業界參考之用。

In today's global economic situations, business organizations face a more challenging operating environment than ever before, while the personal face of pressure of work and living environment is also increasing pressure. And, organization members have a high degree of job satisfaction, as well as the organization's identity is often an important factor for an enterprise's ability to smooth operation and to face of the economic environment changing. The data was collected from 319 employees of financial holding and high-tech industry in Taiwan. Objective of the study is to test the mediating effect of Psychological Capital on the relationship between Leader-Member Exchange(LMX), Job satisfaction and Life satisfaction. In this study, we propose research hypotheses and verify them in the basis of 319 samples by using structural equation model (SEM). Our empirical findings indicate that (1) Good LMX increases psychological capital; (2) Psychological capital enhance both job satisfaction and life satisfaction; (3) Psychological capital serves as a mediator between job satisfaction and Life satisfaction. Further, from the multi-group analysis to the said industry , the difference is found between LMX to life satisfaction and psychological capital to life satisfaction. At the end, We discuss implications of these findings, suggestions, and directions for the executives of the said industry.

中文摘要........................................................................ I 
英文摘要...........................................................................II 
目錄..............................................................................III 
表目錄...................................................................................VII 
圖目錄.......................................................................... IX 
第一章緒論....................................................................................1
1.1研究背景與動機..........................................................................1 
1.2研究目的.................................................................................4 
1.3研究流程..............................................................................5 
第二章 文獻探討............................................................................6 
2.1領導理論的發展.............................................................................6 
2.1.1主管與部屬交換關係(LMX)的內涵.............................................7
2.1.2 LMX相關研究..........................................................................10 
2.1.3小結.....................................................................12
2.2心理資本..................................................................13 
2.2.1心理資本的定義與內涵........................................................14 
2.2.2心理資本的構面.................................................17 
2.2.3以心理資本為中介效果之相關研究...................................21 
2.2.4 小結................................................................................22 
2.3工作滿意.........................................................................23 
2.3.1工作滿意的定義.................................................................23 
2.3.2工作滿意相關研究......................................................24 
2.3.3小結.....................................................................................26
2.4生活滿意.............................................................................26
2.4.1 生活滿意的定義............................................................27 
2.4.2 生活滿意相關研究............................................28 
2.4.3 小結..........................................................................29 
2.5 研究假設........................................................29 
2.5.1 LMX與工作滿意、生活滿意......................................29 
2.5.2領導型態與心理資本.................................30 
2.5.3心理資本與工作滿意、生活滿意..................................31 
2.5.4工作滿意與生活滿意.....................................32 
2.5.5產業別之多群體比較..........................................33 
2.6 LMX、心理資本、工作滿意與生活滿意之相關變項探討........................39 
2.6.1研究地圖之探討.....................................................39 
第三章研究方法.......................................................43 
3.1研究架構.......................................................43 
3.2研究變數操作型定義與測量工具...............................................44 
3.2.1「主管與部屬交換關係LMX」之操作性定義與測量工具.........................44 
3.2.2「心理資本」之操作性定義與測量工具...........................................45 
3.2.3「工作滿意」之操作性定義與測量工具...........................................46 
3.2.4「生活滿意」之操作性定義與測量工具...........................................46 
3.2.5企業及人口統計變項...............................................47 
3.3研究對象與抽樣設計..................................................48 
3.3.1研究對象.......................................................48 
3.3.2抽樣設計.......................................................49 
3.4問卷預試與信效度分析..........................................50 
3.5資料分析方法......................................................51 
第四章資料分析.......................................................56 
4.1敘述性統計分析.....................................................56 
4.2估計方法之選擇........................................................58 
4.3測量模型分析........................................................59 
4.3.1驗證性因素分析......................................................59 
4.3.2信度分析.....................................................61 
4.3.3效度分析.......................................................62 
4.4相關分析........................................................65 
4.5理論模型分析.....................................................67 
4.5.1假設驗證........................................................67 
4.5.2中介效果檢定.......................................................69 
4.5.3理論模型分析.......................................................71 
4.6不同產業別分析........................................................71 
4.6.1相關分析........................................................72 
4.6.2產業多群體分析....................................................74 
4.7共同方法變異檢測(CMV)..............................................76 
第五章結論與建議........................................................77 
5.1研究結論.......................................................77 
5.2管理意涵及貢獻.......................................................80 
5.3研究限制與未來研究方向.............................................86 
中文文獻........................................................89 
英文文獻.......................................................93 
附件......................................................................101

表目錄 
表2.1 LMX之相關實證研究................................................... 11 
表2.2 樂觀與悲觀解釋型態者對好事與壞事的歸因傾向.............................20 
表2.3心理資本為中介效果之相關研究.......................................................21 
表2.4工作滿意定義.................................................23 
表2.5工作滿意、主管與部屬交換關係(LMX)相關議題之研究.....................25 
表2.6生活滿意定義......................................................27 
表2.7生活滿意相關實證研究......................................................28 
表2.8 研究地圖之綜合文獻整理...............................................35 
表3.1金控業樣本......................................................49 
表3.2資訊電子製造業樣本...........................................49 
表3.3問卷預試發放對象....................................................50 
表3.4問卷前測題數分配與信度分析....................................................51 
表3.5本研究採用之共同方法變異處理方法......................................54 
表4.1人口變項資料表.................................................57 
表4.2觀察變項之平均數、標準差、偏態與峰度...........................................58 
表4.3各變項驗證性因素分析結果.....................................................60 
表4.4正式問卷因素信度分析結果表.....................................................61 
表4.5因素建構信度......................................................62 
表4.6因素收斂效度分析結果表...............................................63 
表4.7因素區別效度.......................................................64 
表4.8構面相關矩陣........................................................65 
表4.9變項路徑彙總表....................................................68 
表4.10直接效果與間接效果..................................................69 
表4.11金控業相關分析..............................................72 
表4.12資訊電子製造業相關分析.......................................................72 
表4.13產業多群體分析變數.....................................................75 
表4.14金控業及電子製造業路徑係數比較表.........................................76 
表5.1研究假設與驗證結果彙整表......................................................77 

圖目錄 
圖1.1各產業GDP成長率.........................................................3 
圖1.2研究流程.........................................................5 
圖2.1心理資本之內涵....................................................16 
圖2.2工作特徵模式.....................................................24 
圖2.3研究地圖.......................................................34 
圖3.1研究架構圖..................................................43 
圖4.1研究路徑圖........................................................71

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