本研究在探討領導與部屬交換關係對組織自尊、組織認同與員工當責之影響，並探討組織自尊與組織認同的中介效果。以國內服務業員工為主要研究對象，共蒐集743份有效樣本並進行分析討論。研究結果顯示，領導與部屬交換關係對組織自尊、組織認同與當責呈正相關、組織自尊與組織認同對當責呈正相關、組織自尊與組織認同對領導與部屬交換關係與當責具有部分中介效果。本研究針對研究結果進行討論，提出管理意涵及未來的研究建議。

This study investigates the relationship between leader-member exchange, organizational based self-esteem, organizational identification and accountability. The mediation of organizational based self-esteem and organizational identification is also explored. A total of 743 valid questionnaires were collected and analyzed from the workers in the service industry in Taiwan. Leader-member exchange is found to be positively related to organizational based self-esteem, organizational identification and accountability. Organizational based self-esteem and organizational identification are found to be positively related to accountability. In addition, the partial mediation of organizational based self-esteem and organizational identification is confirmed for the relationship between leader-member exchange and accountability. Managerial implications and suggestions for future research are thus discussed.

中文部分
張文隆 (2011)，當責，台北：商周。
許士軍 (1990)，管理學，台北：東華書局。
彭台光、高月慈、林鉦棽 (2006)，「管理研究中的共同方法變異：問題本質、影響、測試和補救」，管理學報，23(1), 77-98頁。

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