組織績效是企業的主要工作目標。員工對組織的認同、員工對組織的滿意度、顧客對組織的滿意度、營業目標與盈餘目標的達成度、投資報酬率等，均屬於組織績效的範疇。面對當前競爭劇烈的產業環境，必須有優質的組織領導與組織架構及系統，方能在變化快速的環境因素中達成組織預訂的績效。警察機關與企業機構同樣關注「組織績效」的提升與追求。警察機關在人力有限及社會治安環境惡化之情況下，如何提升組織績效，實係各警察機關在經營管理上，必須重視的課題。
本研究以台灣警察機關員警為母體，探討其領導風格、組織結構與組織績效之關連性。研究結果顯示：
1. 警察機關在年齡、教育程度、服務年資、工作性質及職稱等，對領導風格、組織結構與組織績效均有顯著差異。
2. 領導風格對組織結構有顯著的直接效果，且其關聯為負相關，表示組織結構越嚴謹或分工細密，則可替代領導功能，領導反而變為無關緊要。
3. 在組織績效的影響因素部份，領導風格、組織結構對組織績效都有顯著性的直接效果，其關聯為正相關，表示對領導風格或是對組織結構的認同度越高時，組織績效也就越好。
4. 領導風格經由組織結構對組織績效的間接效果，加上領導風格對組織績效的直接效果就是總效果，本研究總效果為正相關，表示同時對領導風格及對組織結構的認同度越高時，則組織績效也就越好。

Organization performance is the primary goal of an enterprise. The scope of organization performance covers the employee’s organization identification and organization satisfaction, the customer’s organization satisfaction, the completion rate of trade and earnings target, and ROI （rate of return on investment）. Facing the severe competition of the industry environment, business must have excellent organization leaders as well as an organizational structure and system so as to achieve a fixed target. Police institutions, like business institution are paying attention to promote and pursue the “organization performance”. Limited by police institution’s shortage of human resource and the worsening of social order, how to promote the “organization performance” has become the main topic of every police institution.
The survey matrix of this research is limited to the police officers of Taiwan police institutions. We investigate the correlation between leadership style and organizational structure to organizational performance.
The findings of this research are summarized as follows:
1. No matter what gender, age, education level, career service, job functions or position Taiwan police institutions share, they have significant diversity correlation between leadership style, organization structure, and organization performance.
2. Leadership style has evidently direct effect on organization structure; the correlation in-between is negative. It shows that the more rigorous the organization structure is or the more meticulous the division-labor is, the organization structure may replace the effect of leadership and makes it nothing important.
3. As to the factors influencing organization performance, both leadership style and organizational structure have evidently direct effect on organization performance; the correlation in-between is positive. It shows that the more identification with leadership style or organizational structure the police staff has, the better the organization performance is.
4. The indirect effect from leadership style through organizational structure to organization performance and the direct effect from leadership style amount to the total effect, which is positively correlated. It specifies that the more identification with leadership style and organizational structure the police staff simultaneously has, the better the organization performance is.

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