有關於從眾行為的理論從定義至今已被討論數十年，促使有心人運用此動能在不僅僅是行銷還有社會科學的領域中創造出漣漪。但台灣目前的學術研究較缺乏從眾行為與管理學相關的實證假設。然而國際學術中有關從眾行為的理論模型是具有全面性的，能夠精確協助管理學，引導出新的概念。
  經由研究結果得知，組織成員與領導者的特徵越一致或在著眼點的相似性越高，則領導者能夠更有效的運用群體動能達成目標，並增強從眾行為所創造出的向心力；而轉換型領導在過程中，能充分掌握合作夥伴的心理需求，促使組織成員往更高的標準邁進，進而增強組織效能。
  以協助未來研究為出發點，本研究測試從眾行為、轉換型領導與組織效能間的關聯性。本研究使用SPSS25.0為資料分析工具，結果顯示出從眾行為與組織效能有正向且顯著的影響，並發現轉換型領導在從眾行為與組織效能間扮演部分中介的角色。

The research of Conformity has been discussed in the literature for decades. Forces Attempter uses this kinetic energy to make a wave not only in Marketing but also in social science. Despite the central role that leadership and group momentum in the organization play in business decisions, the literatures in Taiwan lack of the empirical assumptions related to Conformity and Management. Moreover, the conceptual framework of Conformity is comprehensive, offers refinements to manage, and leads the path for further development of new concepts in the management domain. 
     According to research findings, the more consistent the characteristics of participants and group leaders, the more efficient the usage of group momentum by leaders to achieve goals and strengthen organizational cohesiveness. Besides, transformational leadership assists to fortify organization effectiveness with fulfilling participants’ psychological needs and then leading them to pursue higher standards of performance.
     This research used SPSS version 25.0 as a tool for data analysis. The result shows that the Conformity is positively and significantly correlated to the organization effectiveness. Furthermore, the Transformational leadership has a partial mediating effect between Conformity and organization effectiveness.

目錄
目錄	VII
表目錄	V
圖目錄	VII
第壹章 緒論	8
第一節 研究背景與動機	8
第二節 研究目的	10
第三節 研究架構與流程	11
第貳章 文獻探討	13
第一節 從眾行為理論	13
第二節 轉換型領導	24
第三節 組織效能	27
第參章 研究方法	30
第一節 研究架構	30
第二節 研究假設	32
第三節 研究變數及操作型定義	33
第四節 研究設計	36
第五節 資料分析方法	59
第肆章 資料分析與結果	38
第一節 研究樣本之結構分佈	38
第二節 探索性因素分析	47
第三節 信度分析	48
第四節 敘述性統計分析	49
第五節 線性回歸分析	55
第伍章 研究結論與建議	60
第一節 研究結論	60
第二節 研究發現	62
第三節 研究限制與建議	64
參考文獻	65
附錄 研究問卷	75
 
 
表目錄
表2-1轉換型領導構面彙整表	26
表2-2組織效能指標彙整表	29
表3-1操作性定義彙整表	33
表3-2研究變數及問項彙整表	33
表3-3 KMO評判標準表	37
表3-4 CRONBACH'S A數值判定基準 	37
表4-1 受試者性別分布表 	38
表4-2 受試者年齡分布表 	38
表4-3 受試者之組織人數分布表 	39
表4-4 受試者的職業分布表 	39
表4-5 受試者之職位分布表 	40
表4-6 受試者薪資分布表 	40
表4-7 個人特性KMO 值與 BARTLETT’S 球形檢定摘要表 	42
表4-8 個人特性因素分析摘要表 	42
表4-9  群體特性KMO 值與 BARTLETT’S 球形檢定摘要表 	43
表4-10群體特性因素分析摘要表 	43
表4-11工作特性KMO 值與 BARTLETT’S 球形檢定摘要表 	44
表4-12工作特性因素分析摘要表 	44
表4-13從眾行為KMO 值與 BARTLETT’S 球形檢定摘要表 	45
表4-14從眾行為因素分析摘要表 	45
表4-15轉換型領導KMO 值與 BARTLETT’S 球形檢定摘要表 	46
表4-16轉換型領導因素分析摘要表 	46
表4-17組織效能KMO 值與 BARTLETT’S 球形檢定摘要表 	47
表4-18組織效能因素分析摘要表 	47
表4-19信度檢定摘要表 	48
表4-20個人特性敘述性統計分析表 	49
表4-21群體特性敘述性統計分析表 	50
表4-22工作特性敘述性統計分析表 	51
表4-23從眾行為性敘述性統計分析表 	52
表4-24轉換型領導敘述性統計分析表 	53
表4-25組織效能敘述性統計分析表 	54
表4-26順從性、自我檢視、可信度與組成、明確且正確的成果分別對從眾行為的迴歸分析彙整表 	56
表4-27從眾行為對組織效能的迴歸分析彙整表 	57
表4-28中介效果的迴歸分析彙整表 	58
表4-29假說驗證結果彙整表 	59
 
 
圖目錄
圖1- 1 研究流程	12
圖2- 1 從眾行為模型	16
圖3- 1 研究架構	30

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