管理者是組織的精神領袖，也是組織的象徵，除了具備專業知識和能力以外， 需要透過自身的影響力，與組織成員建立信任關係，因此其領導風格對於組織運作佔有極關鍵的影響力。為了能有效管理並且留住適當的人才，管理者對雇傭關係之間心理層面的心理契約也需要具有相當的認識和掌握。此外，管理者若能依自身的領導風格影響組織成員主動執行角色外之組織公民行為，將能讓組織正向且永續地發展。
本研究之目的主要是針對以華人的家長式領導管理者風格，從交換理論的觀點來探討家長式領導風格是否對組織成員之心理承諾與信任產生交互作用，進而影響其組織公民行為及心理契約是否具有中介效果。本研究採取問卷調查法，透過便利抽樣方式，針對台灣地區營利事業單位及非營利組織成員為抽樣對象進行資料之蒐集。經敘述性統計分析、Pearson相關分析、獨立樣本T檢定、單因子變異數分析及迴歸分析等進行資料分析後，本研究之結果顯示：（1）家長式領導風格對於心理契約具有顯著正向影響，而心理契約對於組織公民行為亦具有顯著正向影響；（2）家長式領導中之仁慈及德行領導對於組織公民行為具有顯著正向影響，而威權領導對於組織公民行為則不具有正向影響；及（3）心理契約對於家長式領導風格與組織公民行為間之關係具有中介效果。

Managers usually represent an organization to execute all necessary functions of management. Managers possessing professional knowledge and abilities also need to establish trusting relationships with members of the organization through their own influence. Therefore, their leadership style has a crucial influence on the operation of the organization. In order to effectively manage and retain appropriate talents, managers also need to have a considerable understanding and mastery of the psychological contract between the employment relationship. In addition, if managers can influence organizational members to actively implement organizational citizenship behavior (OCB) outside their roles according to their own leadership styles, the organization will develop positively and sustainably.
The purpose of this study is to explore whether the paternalistic leadership style interacts with organizational members' psychological commitment and trust, and then affects their organizational citizenship behavior, and see psychological contract if it has a mediating effect. This research adopts the questionnaire survey methodology, and collects data by means of convenience sampling for the members from profit driven organizations and non-profit organizations in Taiwan. After data analysis by descriptive statistical analysis, Pearson correlation analysis, independent sample T test, analysis of variance and regression analysis, the results of this study show that: (1) Paternalistic leadership has a significant positive impact on psychological contract, and psychological contract also has a significant positive impact on organizational citizenship behavior; (2) Benevolent and moral leadership in paternalistic leadership have a significant positive impact on organizational citizenship behavior , while authoritarian leadership has no positive effect on OCB; and (3) Psychological contract has a mediating variable on the relationship between paternalistic leadership and OCB.

目錄
目錄	I
表次	III
圖次	V
第一章 緒論	1
第一節 研究背景與動機	1
第二節 研究目的	6
第三節 研究範圍與流程	6
第二章 文獻探討	8
第一節 交換理論之意涵	8
第二節 領導風格之意涵家長式領導	10
第三節 心理契約之意涵	14
第四節 組織公民行為之定義與內容	17
第五節 假說推論	19
第三章 研究方法	22
第一節 研究架構	22
第二節 變項之操作性定義與衡量	22
第三節 研究假說	24
第四節 抽樣設計	24
第五節 問卷設計	24
第六節 資料分析方法	27
第四章 資料分析與結果	29
第一節 敘述性統計分析	29
第二節 因素與信度分析	31
第三節 相關性分析	35
第四節 迴歸分析	36
第五節 人口統計變項在各研究變項的差異分析	40
第六節 假說驗證結果	53
第五章 結論與建議	55
第一節 結論	55
第二節 管理意涵	57
第三節 研究限制	58
第四節 建議	59
參考文獻	61
一、中文部分	61
二、英文部分	63
附錄 問卷	69

表次
表3-1 家長式領導衡量構面之操作性定義	22
表3-2 組織公民行為構面之操作性定義	23
表3-3 心理契約之操作性定義	23
表3-4 家長式領導風格之衡量題項與來源	25
表3-5 組織公民行為量表之衡量題項與來源	26
表3-6 心理契約量表之衡量題項與來源	27
表4-1 樣本基本資料統計表	29
表4-2  KMO及BARTLETT球形檢定	31
表4-3 家長式領導之因素及信度分析	32
表4-4 組織公民行為之因素及信度分析	33
表4-5 心理契約之因素及信度分析	33
表4-6各研究變項及其子構面之信度分析彙總表	34
表4-7各研究變項之間之相關性分析	35
表4-8家長式領導、心理契約與組織公民行為之相關性分析	36
表4-9 仁慈領導對心理契約之迴歸分析	36
表4-10 德行領導對心理契約之迴歸分析	37
表4-11 威權領導對心理契約之迴歸分析	37
表4-12 心理契約對組織公民行為之迴歸分析	38
表4-13 仁慈領導對組織公民行為之迴歸分析	38
表4-14 德行領導對組織公民行為之迴歸分析	39
表4-15 威權領導對組織公民行為之迴歸分析	39
表4-16 心理契約對家長式領導與組織公民行為之迴歸分析	40
表4-17 性別在各變項上之差異分析	41
表4-18 年齡在各變項上之差異分析	42
表4-19 公司(組織)所屬類型在各變項上之差異分析	44
表4-20 教育程度在各變項上之差異分析	46
表4-21 職務在各變項上之差異分析	48
表4-22 工作年資在各變項上之差異分析	49
表4-23公司規模在各變項上之差異分析	50
表4-24 組織成立時間在各變項上之差異分析	52
表4-25 研究假說之檢定結果	53

圖次
圖1-1 研究流程	7
圖3-1 研究架構	22

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