本研究主要討論部屬對領導者行為動機的評估是否將調節轉換型領導行為與部屬組織認同的關係。由於部屬對領導者組織典範性知覺代表他們相信領導者利組織動機的程度，因此我們將其視為部屬對領導者行為動機評估的指標來進行後續討論。本研究總共收集318份有效部屬問卷分別隸屬57名領導者。在控制了正向情感與社會期許等方法變項後，研究結果顯示在領導者組織典範性知覺較高的情況下，將強化轉換型領導行為對於部屬組織認同的影響；反之，則會限制轉換型領導行為對組織認同的影響力。最後，我們根據研究結果分別提出學術與管理上的貢獻與建議。

The purpose of the research is to discuss the moderating effect of the perception of leader’s motivation on the relationship between transformational leadership behavior and subordinate’s organizational identification. Since the perception of leader organizational prototypicality represents that subordinates trust leaders will behalf based on organization-oriented interest, we regard prototypicality as the indicator of subordinates’ perception of the motivation of leader’s behavior for further discussion. We collected 318 questionnaires from subordinates with 57 leaders, respectively. After controlling the effect of positive affectivity and social desirable response, the results indicate when the perception of leader organizational prototypicality is high, it will enhance the relationship between transformational leadership behavior and subordinate’s organizational identification; otherwise, it will constrain the effect of transformational leadership behavior to organizational identification. We accordingly raise some suggestions for further research and practitioners.

轉換型領導; 組織認同; 領導者組織典範性

transformational leadership; organizational identification; leader organizational prototypicality