現今台灣製造業，面對全球化之市場競爭，及企業規模大型化的趨勢，經營環境日趨艱難，且多數製造業都由領導者獨資，大都獨攬經營管理權，所以領導者的領導風格對企業整體發展影響極大。本研究透過領導風格、員工工作滿足對工作績效的影響分析探討，期提供製造業經營者經由各種領導方式，落實員工工作滿足，轉化提升工作績效。本研究以傳統產業(以金屬加工、汽車零件以及橡膠加工為主)為研究對象，採用的方法為t檢定、ANOVA、相關分析以及迴歸分析，研究結果如下:
1. 不同性別、年齡的受訪者在「領導風格」、「工作滿足」及「工作績效」無顯著差異
2. 不同年資、婚姻狀況的受訪者在「領導風格」達顯著差異
3. 不同學歷的受訪者在「工作滿意」達顯著差異
4. 不同職位的受訪者在「領導風格」、「工作滿足」達顯著差異
5. 領導風格與工作績效、工作滿足與工作績效具有顯著相關
6. 轉換型領導預測對「工作績效會降低；交易型領導預測對「工作績效會增加；工作滿意預測對「工作績效會增加。
本研究結論為轉換型領導者帶領團隊的方式為帶心，以心靈上的鼓勵支持員工，並適時提供關懷，因此直接影響員工在各方面的表現。此外，由於追求工作效率並不一定表示工作效能高，而工作效能與工作績效可使員工產生心靈上的成就，使員工滿意工作，進而為公司盡心盡力。

Today's Manufacturing Industry in Taiwan are force to face market competition globally. On the other hand, due to the difficult business environment gradually, a majority of Manufacturing Industry owned by the leaders, who monopolize management right, so the leadership style has a great impact on the overall enterprises development. Delving into the leadership style with employee satisfaction on the impact of performance analysis, this study expects to provide those medium-sized operators with a variety of leaderships, which contributes to the implementation of employee satisfaction along with job performance upgrading. This study will focus on those traditional industries (metal processing, automobile spare parts, as well as rubber-based processing) as main research objectives.The methods used are the t examination, ANOVA, the correlate analysis and the regression analysis. This study will research results are as follows:

1. Based on different gender and age, there is no significant difference among the respondents in the aspect of "leadership style", "job satisfaction" and "performance".
2. Based on different service years and marital status, there is significant difference among the respondents in the aspect of “leadership style”
3. There is significant difference among various educational level of respondents in the aspect of “job satisfaction”
4. There is significant difference among various job level of respondents in the aspect of "leadership style" as well as" job satisfaction".
5. There have some significant correlations in the aspect of leadership style, job performance, and job satisfaction.
6. The prediction of transformational leadership will reduce the job performance; the prediction of transactional leadership will increase job performance; the prediction of job satisfaction will increase job performance.
The results of this study are transformational leader for the team lead with heart, encourage and support staff by the mind, and provide the care, therefore a direct impact on employee performance in all respects. In addition, as a result of the pursuit of work efficiency does not necessarily mean high-performance, work efficiency and job performance may cause the staff to have in the mind achievement, make employees to satisfy the work, and then do their best for the company.

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