企業的成功與否與員工工作績效表現以及人力資本的累積息息相關，近年來有越來越多研究探討影響員工工作表現的要件，其中領導者有著不可忽視的影響力。以往針對領導者所做的研究多為探討領導者的領導風格，然而，除了領導者選擇執行的領導風格外，領導者本身的人格特質與行為模式亦具有獨特的影響力，在今日研究領域中愈加受到許多注目。本研究以領導者人格特質中的「謙卑」為基礎，深入探討組織中領導者人格特質與員工工作表現之關係。
本研究探討，領導者謙卑對員工的工作表現會有正向抑或是負向影響。同時，本研究也探討領導者謙卑與員工工作表現的中介變數，以及領導者謙卑與員工個人心理資本與個人權利感之間的調節效果。本研究的研究對象為臺灣金融業、製造業、醫療業為主之53位領導者與169位員工。研究結果分別為：(1) 領導者謙卑對員工個人心理資本有正向影響結果。；(2) 領導者謙卑與員工工作表現之相關性，會受到員工個人心理資本的正向中介；(3) 員工個人心理資本調節領導者謙卑與員工工作表現之間的關係，會受到領導者的積極特質所調節。然而，領導者謙卑與員工工作表現之間，卻不存在員工個人權利的中介效果；而員工個人權利調節領導者謙卑與員工工作表現之間的關係，則不存在領導者積極特質的調節效果。本研究亦在最後討論研究結果對領導理論的貢獻與實務上的應用，以及研究限制和未來研究方向與建議。

This study identifies what is the possible mechanism which bridges leader humility to subordinates’ task performance, what could be the potential leaders' characteristics mediators between leader humility and task performance through psychological states. The sample size of this study is 169 members nested under 53 leaders based on various industries in Taiwan, including the banking, manufacturing, and medical industry. The result indicates that leader humility is positively related to individual psychological capital, and individual psychological capital is positively associated with task performance, while individual entitlement is negatively associated with task performance.
Furthermore, we also found that individual psychological capital would mediate the relationship between leader humility and task performance. In addition, supportive evidence was found for the moderating effect of leader agentic characteristics upon the relationship of leader humility and task performance via individual psychological capital. Theoretical contributions, limitations, and future research directions are discussed as well.

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