過去許多研究顯示領導將會影響組織雙歧，然而對於轉換型領導與組織雙歧之間關係的探討甚少，因此本研究第一個目的為探討轉換型領導與組織雙歧的關係。本研究更進一步的假設社會資本，在轉換型領導與組織雙歧間具有中介效果。最後，本研究亦試圖探討吸收能力在轉換型領導與社會資本之間所扮演的調節角色。本研究透過問卷調查法的方式，針對大陸地區全職工作者進行研究，共計回收276份有效問卷。研究結果顯示，在控制了產業、公司規模、公司年資、員工年資、產業環境後，轉換型領導會透過社會資本的中介歷程以預測組織雙歧。此外，吸收能力可以調節轉換型領導與社會資本之關係，當吸收能力越大時，轉換型領導與社會資本之關係越強。

Many prior researches indicated that leadership will influence organizational ambidexterity. However, there are less literature which indicated the relationship between transformational leadership and organizational ambidexterity. Therefore, this study investigates the relationship between transformational leadership and organizational ambidexterity at first. Furthermore, this study supposes that social capital mediates the relationship between transformational leadership and organizational ambidexterity. Finally, this study also investigates how the moderating role of absorptive capacity plays on the relationship between transformational leadership and social capital. We collected two hundred and seventy six valid questionnaires written by full-time employees in China through survey research techniques. After controlling the company industry, company size, company age, employee tenure, and environmental dynamism, social capital mediates the relationship between transformational leadership and organizational ambidexterity. In addition, absorptive capacity is found to moderate the relationship between transformational leadership and social capital. When absorptive capacity is more powerful, transformational leadership is found to be more strongly related to social capital.

中文部分
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