本研究主要探究轉換型領導如何轉化部屬的內在價值觀與狀態，最終促使部屬有較高的績效展現。具體而言，本研究採用意義管理的觀點，探討個人工作契合（包含要求與能力契合、需求與供給契合）與工作敬業在轉換型領導在部屬工作績效的中介機制。其中，本研究採用問卷調查法，以台灣地區的全職員工為研究對象，以部屬與主管配對的方式進行施測，共回收有效問卷150份。研究結果顯示：(1)轉換型領導會透過要求與能力契合預測工作敬業；(2)轉換型領導會透過需求與供給契合以預測工作敬業；(3)要求與能力契合會透過工作敬業以預測工作績效；(4)需求與供給契合會透過工作敬業以預測工作績效。最後，提出相關的結果意涵、研究限制及未來研究建議。

In this study, we draw on the perspective of meaning management and explore the process whereby transformational leadership passes its effect on job performance. We used questionnaires to survey full-time employees in Taiwan and finally collected 150 valid supervisor-subordinate dyad questionnaires. The results show that (1) transformational leadership affects demand-ability fit through work engagement; (2) transformational leadership affects need-supply fit through work engagement; (3) demand-ability fit affects work performance through the work engagement; (4) need-supply fit affects work performance through the work engagement. We discuss the theoretical and practical implications as well as the limitations and future research directions at the end.

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