The relationship of university middle managers’ transformational leadership, organizational commitment, and job satisfaction

本研究以臺北市國立大學行政人員為研究對象，旨在探討大學中階行政主管轉型領導、組織承諾與工作滿意度之關係。利用隨機抽樣採問卷調查法，截至106年4月底總計發放380份問卷，回收365份，剔除填寫不完整2份，有效問卷總計363份，回收率達95.5％，並利用描述統計分析、t考驗、單因子變異數分析、積差相關分析及階層迴歸分析，獲得以下研究發現： 一、中階行政主管轉型領導、組織承諾及工作滿意度屬中高等程度。 二、不同背景變項對中階主管轉型領導、組織承諾與工作滿意度達顯著差異。 三、中階行政主管轉型領導與行政人員組織承諾及工作滿意度，呈現正相關。 四、組織承諾在中階行政主管轉型領導對行政人員工作滿意度的關係有部份中介效果。 研究者依本研究結果提出以下建議: 一、對公務人員訓練機構之建議 （一）擴大轉型領導專業課程訓練之受訓對象 （二）建立大學中階行政主管轉型領導專業訓練之回訓機制 二、對國立大學行政體系之建議 （一）優先提昇行政人員組織承諾 （二）活化行政人員升遷管道或獎勵措施 三、對未來學校行政研究之建議 分別就研究範圍、研究對象、研究變項及研究方法等方面對未來研究提出建議。The study aims at exploring the relationship of university middle managers’ transformational leadership, organizational commitment and job satisfaction. The methodology applied in the research is random sampling questionnaire investigation, and the subjects are the administration staff of the national universities in Taipei. The rate of questionnaire response is 95.5%, 363 over 380. Analyzing the valid questionnaires by descriptive statistics, t-test, one-way analysis of variance, Pearson product-moment correlation, and hierarchical regression, some results are shown as follows: 1. Middle managers’ transformational leadership, organizational commitment, and job satisfaction is upper-intermediate. 2. Different backgrounds cause significant differences in middle managers’ transformational leadership, organizational commitment, and job satisfaction. 3. There exists a positive correlation between middle managers’ transformational leadership, organizational commitment, and job satisfaction. 4. Organizational commitment causes partial mediating effects in the relationship between middle managers’ transformational leadership and administration staff’s job satisfaction. Finally, some suggestions based on the research results are proposed as below： 1. For government officials’ training organizations: (1) Make more trainees attending professional programs in transformational leadership. (2) Build up a re-training mechanism for university middle managers’ professions in transformational leadership. 2. For national university administration systems： (1) Promote the administration staff’s organizational commitment . (2) Activate the promotion system and incentive measures for administration staff. 3.For future researches in school administration: Regarding research fields, subjects, variables, and methodology, some suggestions are provided