疫情後的商業環境的新常態引發市場需求板塊移動及產業結構重組，全球企業正在面對工作的多元與彈性激增、面對跨領域/地區/產業之人才需求、以及人力資本結構改變，VUCA時代的多變性（Volatility）、複雜性（Complexity）、不確定性（Uncertainty）、模糊性（Ambiguity），已經轉變成以願景（Vision）、透明治理（Clarity）、包容理解力（Understanding）及靈活性（Agility）作為應對策略，而企業永續經營的關鍵便在於組織敏捷性及人力資源策略規劃，如何運用領導力來激發員工的專業能力發展與促進其幸福感受，進而提升留任率與促進員工福祉，達成企業永續使命是眾所關注的國際議題，因此本篇研究以新興之僕人式領導與基本心理需求理論來了解部屬在工作上所尋求的發展需求，並探討僕人式領導與成長/固定心態相互影響時，是否能夠促進部屬在工作環境的自我需求與幸福感受的加乘作用，以滿足其基本需求做為強化員工幸福感之誘因。以台灣348 位主管與員工配對作為研究對象，透過問卷法訪查分析，基本心理需求滿足在僕人式領導與員工幸福感產生之中介作用；以及在成長/固定心態之調節作用下，能如何增強僕人式領導與基本心理需求滿足之間的正向關係，使具備不同特質之部屬能透過需求滿足而產生滿溢之幸福感。於管理意涵層面更希望能透過建立領導者與追隨者之間的緊密聯繫，以促進團隊協同合作進而提升績效，期許能為亞洲地區普遍常見之威權管理風格，帶來些許僕人式領導的想法，讓領導者們了解其精隨，並有機會運用於公司治理。友善職場暨幸福企業在無形中能為公司育才及留才，落實的公司願景方能引領創造永續經營之美好未來。;Business environment has triggered off market demand shifting and industrial restructuring. Global enterprises now face a surge in job diversity, flexibility, and changes in human capital structure. Key to corporate sustainable development lies in organizational agility and human resources strategic planning, within which leadership is the solution that guides employees to fulfill their needs and wellbeing. Therefore, this study quotes the emerging research of servant leadership and self-determination theory to understand when leadership interacts with growth/fixed mindset, how it can affect the synergistic effect of subordinates′ self-needs and well-being in the work environment. 348 paired surveys are taken as the research object, under the effect of fixed mindset, servant leadership makes outstanding enhancement over employees’ wellbeing. In terms of management meaning, a close relationship between leaders and followers can be effectively established teamwork and performance improvement. Servant leadership would certainly make an its own outstanding inspiration to all Asian enterprises and guides the organization to sustainable corporate culture with essential friendly workplace as well opens up career path to top talents.
