本研究採用轉換型領導為前因變項，工作滿意度作為結果變項，再以組織認同與內在動機作為中介變項，探討在轉換型領導下的員工，組織認同與內在動機於影響工作滿意度的程度。本研究採用問卷調查法，以企業一般員工作為研究樣本，總共收集了266份問卷，採用描述性統計分析、信度分析、相關分析、中介分析進行研究，研究結果顯示，員工於知覺轉換型領導下，個人對組織認同知覺的程度越高，且員工的內在動機也有所提升，並透過中介分析轉換型領導與工作滿意度間的關聯性，分別加入中介效果組織認同與內在動機，皆顯示組織認同與內在動機分別於轉換型領導與工作滿意度是有中介效果的。最後，我們根據研究結果提出理論層面及管理意涵。

This study adopts transformational leadership as an independent variable, job satisfaction as a dependent variable, organizational identity and intrinsic motivation as intervening variable. We discuss under the style of transformational leadership whether it will affect organizational identity and intrinsic motivation and job satisfaction to employees. By questionnaire method，we collected 266 questionnaires from the general employees of the company as research sample. What’s more, we use SPSS by the ways of descriptive statistical analysis, reliability analysis, correlation analysis, and intermediary analysis. The results shows that employees were aware under the transformational leadership, they get the higher the degree of organizational identity and intrinsic motivation. Through the mediation analysis the relationship between transformational leadership and job satisfaction, we take organization identity and intrinsic motivation respectively as intervening effect. The result shows organizational identity and intrinsic motivation which display a mediating effect between transitional leadership and job satisfaction. Finally, we propose theoretical and management implications based on the research results.

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