領導力為學界與業界共同重視之主題，因不同特質之領導力將造就不同的組織結果。而近年來，疫情改變了人們工作的型態，以往實體的工作環境，逐漸被混合型或者遠距的型態所取代。當員工與主管的實體距離不再像以往般接近時，過去研究所探討的領導力之影響，是否還能以相同的方式成為有效的過程。變革領導因其著重於透過領導者的魅力、激發及啟發部屬之信念及心智、並藉由個別關懷，來使部屬成長，被視為有效之領導者類型，進而達到員工對組織的承諾。本研究欲探討在當前環境下，變革領導是否能藉由領導成員交換以及知覺組織支持的依序中介，達到組織承諾的結果。
研究透過問卷調查法，向20歲以上、台灣地區、不同產業之受測者調查，回收有效問卷253份，透過SPSS Statistics 17.0以及SmartPLS V4.1.1.1進行資料分析。
結果顯示，（1）理想化影響力（歸因）對情感承諾有正向影響，情感與知覺組織支持在其之間有依序中介效果。（2）理想化影響力（歸因）對情感承諾有正向影響，專業尊重與知覺組織支持在其之間有依序中介效果。（3）智能啟發對情感承諾有正向影響，專業尊重與知覺組織支持在其之間有依序中介效果。（4）個別關懷對情感承諾有正向影響，情感與知覺組織支持在其之間有依序中介效果。（5）個別關懷對情感承諾有正向影響，忠誠與知覺組織支持在其之間有依序中介效果。（6）個別關懷對情感承諾有正向影響，專業尊重與知覺組織支持在其之間有依序中介效果。

Leadership has long been a focal topic in both academia and industry, as different leadership styles yield varied organizational outcomes. In recent years, the COVID-19 pandemic has transformed traditional working models, shifting from in-person settings to hybrid or remote environ-ments. This change has reduced physical proximity between supervisors and subordinates, raising questions about the effective-ness of leadership processes explored in previous studies. Among leadership styles, transformational leadership, which emphasizes demonstrating charisma, inspiring followers’ motivation, stimulating them intellectually, and implement-ing individualized consideration to foster growth, is recognized for its ability to enhance employees’ organizational commitment.
This study aims to examine transformational leadership, under current working conditions, influ-ence organizational commitment through the sequential mediating roles of Leader-Member Exchange (LMX) and Perceived Organizational Support (POS). A questionnaire survey was conducted among employees aged 20 and above, from various industries in Taiwan. A total of 253 valid responses were collected and analyzed using SPSS Statistics 17.0 and SmartPLS V4.1.1.1. The findings are as follows:

1. Idealized influence (attribut-ed) positively affects affective commitment, with sequential mediation through affect and POS;
2. Idealized influence (attribut-ed) positively affects affective commitment, with sequential mediation through professional respect and POS;
3. Intellectu-al stimulation positively affects affective commitment, sequentially mediated by professional respect and POS;
4. Individual-ized consideration positively affects affective commitment, with sequential mediation through affect and POS;
5. Individual-ized consideration also positively affects affective commitment through loyalty and POS as sequential mediators;
6. Individual-ized consideration positively influences affective commitment via professional respect and POS as sequential mediators.

中華經濟研究院（2023），我國遠距工作實施概況及勞動權益調查報告。取自：https://www.cier.edu.tw/news/detail/111987?returnUrl=%2F
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