隨著兩性平等與女性意識抬頭不斷提昇的現代，意味著領導也必須進入一個維新時代，方能符合時勢所趨。所以關於領導的書籍與研究一直是學者所探討的重要議題。一般來說，領導理論可歸納為四個導向:特質導向、權力影響導向、行為導向以及權變導向。上述的四種領導理論都較有其限制，無法全然解釋與運用於現代的環境，轉換型領導是諸多學者所推崇最適合目前多變環境的一種領導方式。學者也認為應可由一個人的人格特質來預測此人的行為表現。基於此，本研究試圖探討個體是否會因人格特質與性別角色之不同，而在運用轉換型領導包括魅力領導、心靈上的鼓舞、智力啟發與個別化的關懷四構面上之程度有所不同。本研究採用五大人格特質(Big Five)性別角色和組織變革認知，來探討與轉換型領導之關聯性。本研究係採問卷調查法，以成大EMBA & AMBA 之各行業之女性領導者為研究對象，採用直接發放問卷的方式，發出150 份問卷，搜集本研究所需要資料。回收問卷141份，有效問卷133份。
研究結果發現:1.具親和性人格特質的個體所表現出來的行為與轉換型領導所強調的個別化關懷符合，所以親和性與轉換型領導具有最顯著相關。2.在五大人格特質中勤勉正直性與轉換型領導具有顯著的相關性; 勤勉正直性愈高的個體愈具有轉換型領導中的智力啟發特質。3.外向性與開放學習性均與轉換型領導有顯著相關。4.神經質與轉換型領導亦有正相顯著影響。

The following equal of male and female and conscious of raise up that means of leader should be get into new age. The issue of which factor that determines a successful leader has been constantly discussed by the researchers. In general, the leadership theories can be differentiated into four types: trait theory, power theory, behavioral theory, and contingency theory. None of the individual type of leadership theories mentioned above can be used to explain or be applied to the modern environments. Transformation leadership is the most recommended leadership style by many scholars to be adapted by the current variable environments. Researchers also think that personality traits can be applied to prediction of individual behavior. Based upon what is mentioned above, this research tries to analyze that how personality traits and gender role affect the use of the transformation leadership theories by individuals. Two independent variables, Big Five including agreeableness, conscientiousness, openness, extraversion, and neuroticism and gender role including masculine, feminine, androgynous, and on-differentiation, are adopted to study the relationships with transformation leadership. The research is based upon the survey of managers from different business levels in the manager refresher classes by National Cheng Kung University AMBA and EMBA students from one private university in northern Taiwan. Two hundred questionnaires were released either by direct distribution or by mail, and the retrieved valid questionnaires are calculated up to 133 of 141 copies. The findings of the study are the following: The individuals with stronger agreeableness trait own stronger transformation leadership trait. 2. The individuals with stronger conscientiousness trait own stronger intellectual stimulation trait of transformation leadership. 3. Both individuals with stronger openness and extraversion trait own stronger inspirational motivation trait of transformation leadership. 4. The neuroticism traits are significantly related to transformation leadership and related to transformation leadership due to its significance

中文文獻部份
一、書籍：
1.江岷欽，(民82)，組織分析，台北，五南圖書。
2.吳萬益、林清河，(民89)，企業研究方法，台北，華泰圖書。
3.吳定，(民85)，組織發展：理論與技術，台北，天一圖書。
4.李美枝，(民58 增)，「社會心理學」，台北：大洋出版社，頁296-298。
5.河野豐弘，(民81)，改造企業文化，台北，遠流圖書。
6.邱皓政，(民91)，量化研究與統計分析，台北，五南圖書。
7.姜占魁，(民85)，行政學，台北，五南圖書。
8.徐聯恩，(民85)，企業變革系列研究，台北，華泰圖書。
9.許志義，(民88)，多目標決策，五南圖書出板社。
10.許士軍，(民84)，管理學，台北，東華書局。
11.謝安田，(民78)，企業研究方法，台北：自版。
二、學位論文
1.丁虹，(民86)，「企業文化與組織承諾之關係研究」，博士論文，政大企管研究所。
2.丁淑華，(民89)，「民營化變革認知與離職意願關係之研究－以中華電信員工為例」，中山大學人力資源管理研究所，碩士論文。
3.方美玲，(民92)，中華電信民營化延宕對組織發展之影響，元智大學管理研究所，碩士論文。
4.方冠棋，(民90)，「企業文化、組織氣候與員工工作滿足對公司承諾之影響研究」，碩士論文，大業大學工業工程研究所。
5.王正興，(民89)，「不同的企業文化類型下組織結構與經營績效之關聯性研究」，碩士論文，靜宜大學企業管理研究所。
6.李漢盈，(民83)，「組織變革中員工態度之研究—我國國營電信事業員工的調查分析」，組織變革過程中不確定因素之探討94國立政治大學公共行政研究所論文。
7.吳燄修，(民76)，「組織文化之研究—理論與應用之探討」，碩士論文，政治大學公共行政研究所。
8.吳桂雲，(民92)，企業轉型下中階主管策略角色與組織績效關係之研究，中山人資管理研究所，碩士論文。
9.呂碧茹，(民87)，「高科技產業企業文化、經營策略與人力資源發展及組織績效之關聯」，碩士論文，成功大學企業管理研究所。
10.杜新偉，(民88)，「組織變革中員工反應態度的調查研究—以中華電信公司民營化變革為例」，碩士論文，中山大學人力資源管理研究所。
11.林珠燕，(民90)，員工對民營化人力資源管理措施態度之研究－以台糖公司為例，中國文化大學勞工研究所，碩士論文。
12.林春燕，(民89)，「作業流程管理、組織結構調整、人力資源運作及組織績效之關聯性研究—以五區國稅局為例」，碩士論文，成功大學企業管理研究所。
13.邱俊智，(民90)，「組織文化、組織學習與技術移轉對組織創新績效關係之研究—以台灣高科技廠商為例」，碩士論文，朝陽科技大學企業管理研究所。
14.徐永昌，(民89)，「企業願景、企業文化、員工生涯發展與組織承諾之關係研究—以台灣製造業為例」，碩士論文，成功大學企業管理研究所。
15.張峻源，(民90)，「組織文化、組織承諾與組織變革態度之研究—以中央信託局為例」，碩士論文，成功大學企業管理研究所。
16.陳金貴，(民67)，組織變革中員工抗拒改革的研究，政大公共行政研究所，碩士論文。
17.陳烈甫，(民91)，「民營化組織變革中員工反應態度與離職意願之調查研究—台電公司員工之觀點」，碩士論文，淡江大學管理科學研究所。
18.陳崇安，(民92)，組織變革型態對組織學習與經營績效提升之探討，成大企管研究所，碩士論文。
19.鞏靜雯，(民90)，「企業併購下組織文化與組織承諾之研究—以立榮航空為例」，碩士論文，元智大學管理研究所。
20.劉家源，(民88)，公共事業民營化策略與員工態度之研究－以中國石油公司為例，成大企管研究所，碩士論文。
21.劉文生，(民88)，公共事業民營化演變過程中策略契合之研究，成大企管研究所，碩士論文。
22.劉穎翰，(民91)，民營化組織變革環境下之工會承諾模式研究，大業工業工程學系，碩組織變革過程中不確定因素之探討95士論文。
23.蔡卿，(民92)，中華電信員工對民營化組織變革認知與態度相關性之研究，東海大學公共事務研究所，碩士論文。
24.鄭雅嬪，(民91)，組織文化、知識分享與組織創新關係之研究，海洋大學航空管理學系，碩士論文。
25.戴聲柔，(民78)，「企業文化與組織承諾之關係研究-以日久電子公司為例」，碩士論文，國防管理學院資源管理研究所。
26.簡嘉誠，(民90)，「領導風格型態、創造力人格特質搭配對組織承諾與創新績效影響關係之研究」，碩士論文，中央大學企業管理研究所。
三、期刊、雜誌
1.洪春吉，(民86)，資訊業、鋼鐵業、紡織業之領導型態與企業文化之比較，管理學報，第14 卷，第3 期，pp339。
2.翁嘉禧，(民82)，我國現階段公營事業民營化政策的評析，台灣經濟，第193 期，p14-33。
3.陳朝威，(民80)，公營事業民營化之問題與探討(上、下)，中華工程雜誌，第271-272期。
4.張淑昭、吳志正、劉文生，(民90)，公營事業民營化之策略、組織結構與管理程序之研究－以中華電信為例，長榮學報，第5 卷第2 期，p85-106。
5.黃昌宏，(民89)，員工面臨組織變革行為模式之研究：以台北航空貨運站民營化哥為例，中國行政，第六十八期， 19-70 頁。
6.溫金豐、崔來意，(民90)，高科技公司女性專業人員工作－家庭衝突及工作倦怠之研究：社會支持的效應，管理評論，第20 卷第四期，pp65-91。行政院主計處，2006年，人力資源調查統計年報。
7.行政院主計處，2006年，婦女婚育與就業調查報告。
8.行政院勞工委員會，2007年，婦女勞動統計。
9.行政院勞工委員會，勞工保險統計資料庫。
10.行政院勞工委員會，2008年，「性別工作平等法實施對於促進女性就業及排除女性就業障礙，已漸顯成效」新聞稿。
四、相關網站
1.國家圖書館全國博碩士論文資訊網：http：//www.datas.ncl.edu.tw/
2.國家圖書館月刊索引影像系統：http：//www2.read.com.tw/
3.104人力銀行市調中心:http://www.104survey.com/104Survey
4.行政院主計處:http://www.dgbas.gov.tw/mp.asp
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