隨著組織外部環境快速變動，企業面臨技術革新、工作型態調整與角色要求重組等挑戰，員工能否有效適應變革並維持穩定績效，已成為組織管理的重要議題。本研究以變革導向領導為核心，探討主管在變革情境中透過說明變革方向、支持創新與引導員工理解新要求，是否能進一步影響員工之工作角色績效。本研究聚焦於自我效能與角色清晰度兩項心理與認知機制，並分別檢驗其對適應性績效與熟練度績效之影響。
本研究採問卷調查法，以台灣地區 20 歲以上且具有直屬主管之在職員工為研究對象，共回收 244 份問卷，經資料篩選後取得 232 份有效問卷。資料分析方面，本研究使用 SPSS Statistics 17.0 進行基本資料與敘述性統計分析，並透過SmartPLS 4 進行偏最小平方法結構方程模型分析，以檢驗測量模型之信度、效度及研究假設。研究結果顯示，變革導向領導對自我效能與角色清晰度皆具有顯著正向影響；自我效能對適應性績效具有顯著正向影響，角色清晰度對熟練度績效亦具有顯著正向影響。此外，中介效果分析結果顯示，變革導向領導可透過自我效能正向間接影響適應性績效，並可透過角色清晰度正向間接影響熟練度績效。

With the rapid changes in the external organizational environment, enterprises are facing challenges such as technological innovation, adjustments in work patterns, and the restructuring of role requirements. In this context, whether employees can effectively adapt to change and maintain stable performance has become an important issue in organizational management. This study focuses on change-oriented leadership and examines whether supervisors, by clarifying the direction of change, supporting innovation, and guiding employees to understand new work requirements, can further influence employees’ work role performance. This study focuses on two psychological and cognitive mechanisms, namely self-efficacy and role clarity, and examines their effects on adaptive performance and proficiency performance, respectively.
This study used SPSS Statistics 17.0 for basic data and descriptive statistical analyses, and SmartPLS 4 for partial least squares structural equation modeling (PLS-SEM). The results show that change-oriented leadership has significant positive effects on both self-efficacy and role clarity. Self-efficacy positively influences adaptive performance, while role clarity positively influences proficiency performance. In addition, the mediation analysis indicates that change-oriented leadership indirectly enhances adaptive performance through self-efficacy and indirectly enhances proficiency performance through role clarity.

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