臺灣經濟活動愈來愈國際化，企業面臨的競爭亦愈加激烈。人力資源已是企業創造並維持競爭優勢的重要資源。如何透過提升員工敬業度，以提升企業績效成為重要研究議題。回顧以往對於員工敬業度相關文獻發現，鮮見針對僕人式領導、自我效能、成長/固定心態之探討。由此，本研究以自我效能、成長/固定心態、為調節變數，探討僕人式領導對部屬敬業度關聯。本研究採取透過問卷法分析,有效問卷 271 份。 經過回歸分析,期以達成下列研究目的：(1)僕人式領導與部屬敬業度之間是否存在正向關聯性；(2)探討部屬自我效能在僕人式領導與部屬敬業度調節關係；(3)分析部屬成長/固定心態在僕人式領導與部屬敬業度調節關係。;Taiwan′s economic activities are becoming increasingly internationalized, and the competition faced by enterprises is also becoming increasingly fierce. Human resources have become an important resource for enterprises to create and maintain competitive advantage. How to improve enterprise performance through enhancing employee engagement has become an important research topic. A review of previous literature on employee engagement has found that there are few discussions on servant leadership, self efficacy, and growth/fixed mindset. Therefore, this study uses self-efficacy and growth/fixed mindset as moderators to explore the impact of servant leadership on engagement. This study adopts the method of questionnaire analysis, and there are 271 valid questionnaires. After structural equation analysis, the following research objectives are expected to be achieved: (1) Whether there is a positive correlation between servant leadership and subordinate engagement; (2) Explore the mediating relationship between subordinate self-efficacy in servant leadership and subordinate engagement; (3) Analyze the mediating relationship between subordinate growth/fixed mindset in servant leadership and subordinate engagement.
