本論文主要目的在彙整過去相關文獻的研究發現，藉由問卷調查及統計分析的結果，驗證主管的轉換型領導對員工工作滿意的相關性，並以心理賦權感為中介變項進行探討。 實證研究以便利超商之店員為研究對象。 本研究共發放600份問卷， 有效樣本數為330份, 使用SPSS為驗證樣本的分析工具, 並以相關分析及階層回歸分析檢驗各變項之間的關係。研究結論如下： 1. 主管的轉換型領導行為對員工的工作滿意有顯著影響, 當員工知覺轉換 型領導越顯著時,其工作滿意度越高 2. 主管的轉換型領導行為對員工的心理賦權感知有顯著影響, 當員工知覺 轉換型領導越顯著時,其心理賦權感程度越高 3. 心理賦權感對員工工作滿意有顯著影響, 員工賦權感知越高者其工作滿意度越高 4. 心理賦權感對轉換型領導與工作滿意具中介效果 最後, 本研究藉由分析結果和結論, 對個案公司提出管理實務之參考,以及未來研究的方向。 The purpose of this study is to collect the related literatures and examine the relationships between transformational leadership and job satisfaction by questionnaire survey and statistical analysis results, psychological empowerment serves as the mediator. Empirical research based on the employees of convenience store. A total of 600 questionnaires were delivered and 330 were valid. By using SPSS as an analysis tool to examine samples, correlation and hierarchical regression proves relationships between different variables. The findings of this study are as following: 1. Manager’s transformational leadership has a significant positive effect on employees’ job satisfaction. 2.Manager’s transformational leadership has a significant positive effect on employees’ perceptions of psychological empowerment. 3.Psychological empowerment has a significant positive effect on employees’ job satisfaction. 4.The effects of transformational leadership on job satisfaction are partially mediated through psychological empowerment。 Finally, by the analytical results and conclusions, this study suggested several managerial implications for the case company and some discussions for future research.
