有鑑於高度敬業的勞動力能夠有效提升組織績效與效能，探討如何促進員工的工作敬業已然成為組織行為研究領域中的熱門議題。因此，本研究旨在探討轉換型領導對工作敬業的影響，並且試圖探討心理資本與組織認同所扮演之中介角色。研究對象以在台工作之成年全職員工，不分產業別以及職別，透過問卷調查法來蒐集資料，共計完成257份有效問卷，並且利用階層迴歸分析進行研究假設之驗證，本研究結果發現轉換型領導對工作敬業具有正向影響。再者，轉換型領導會分別透過心理資本與組織認同的中介效果，進而正向地影響員工的工作敬業。

Work engagement has become a significant topic of organizational behavior research because of its contributions to organizational performance and effectiveness. The purpose of this study aims to explore the effect of transformational leadership on employee work engagement, while also investigating the mediating effects of psychological capital and organizational identification. Data were collected form a sample of 257 full-time employees in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses. The results showed that transformational leadership positively influences employee work engagement. Moreover, the results revealed that both psychological capital and organizational Identification mediate the relationship between transformational leadership and work engagement. Practical implications and directions for future research are discussed.

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