領導風格對工作績效、身心健康的影響：以員工協助方案重要性為調節變項

Abstract

本研究旨在探討領導風格、身心健康與工作績效的關係，並以員工協助方案（EAPs）重要性為調節變項，希望能達成員工身心健康的平衡，穩定或提升工作績效，本研究採用領導行為描述量表、SF-36台灣版、工作績效量表及員工協助方案重要性量表為研究工具，以臺灣中、北部地區公家機關及私人企業進行問卷調查，共發出300份問卷，其中有效樣本約255份。本研究結果如下：一、不同職位在工作績效與心理健康有顯著差異；二、不同年資在心理健康有顯著差異；三、員工生理及心理健康與工作績效為正相關；四、高任務高關懷領導較高任務低關懷領導有益於員工的生理健康；五、高任務高關懷領導較低任務低關懷領導有助於工作績效；六、高任務高關懷領導較高任務低關懷領導有助於員工心理健康；七、高任務高關懷領導較低任務低關懷領導有益於員工心理健康上；八、低任務高關懷領導較高任務低關懷領導有益於員工的心理健康；九、領導風格與EAP重要性高低在工作績效及身心健康上，無顯著交互作用效果；十、EAP重要性高的員工其工作績效會優於EAP重要性低的員工；十一、EAP重要性高的員工其生理健康會優於EAP重要性低的員工。

This study aims to explore the relationship between leadership style, physical and mental health and work performance, and uses the importance of employee assistance programs (EAPs) as a moderating variable, hoping to achieve a balance between employees' physical and mental health and stabilize or improve work performance. This study uses Leadership Behavior Description Scale, SF-36 Taiwan Version, Job Performance Scale and Employee Assistance Program Importance Scale were used as research tools. A questionnaire survey was conducted with public agencies and private enterprises in central and northern Taiwan. A total of 300 questionnaires were sent out, among which the valid. There are about 255 samples. The results of this study are as follows: First, there are significant differences in work performance and mental health between different positions; second, there are significant differences in mental health between different seniority levels; third, there is a positive correlation between employee physical and mental health and work performance; fourth, high task, high caring leadership, higher task, low caring leadership is beneficial to the physical health of employees; fifth, high task, high caring leadership, low task, low caring leadership is helpful for work performance; sixth, high task, high caring leadership, higher task Low-care leadership is beneficial to employees’ mental health; seventh, high-task, high-care leadership, low-task, low-care leadership is beneficial to employees’ mental health; eighth, low-task, high-care leadership, high-task, low-care leadership is beneficial to employees’ mental health; ninth, leadership style and the importance of EAP have no significant interaction effect on work performance and physical and mental health; tenth, the work performance of employees with high EAP importance will be better than that of employees with low EAP importance; eleventh, the physical health of employees with high EAP importance will be better than that of employees with low EAP importance.