服務領導、教師工作滿意與組織承諾之關係研究：MASEM方法分析

The Relationships Between Servant Leadership, Teachers’ Job Satisfaction, and Organizational Commitment: A MASEM Analysis

綜觀服務領導、教師工作滿意與組織承諾三者之間的議題，已有相當豐富的實證研究，儘管這三者個別之間的關聯已有初步釐清，然而對其整體交互關係進行統整性探討的後設結構方程模式研究仍屬稀少，為當前文獻的缺口。因此，本研究運用MASEM方法，針對服務領導、教師工作滿意與組織承諾三者之間的結構關係進行檢驗。

本研究蒐集自2002年1月至2024年12月之間發表的44篇實證研究，透過後設分析與結構方程模式加以探討各個變項之間的路徑關係與效果量。依據Cohen（1988）所提出的效果量判準，研究結果顯示：服務領導與教師工作滿意之間具有高度的正向效果量；服務領導與組織承諾之間亦呈現顯著且高度的正向關聯；而教師工作滿意與組織承諾之間亦存在穩定且顯著的正向關係。此外，驗證教師工作滿意在服務領導與組織承諾之間具有中介效果，顯示服務領導可透過提升教師的工作滿意度，促進學校同仁對於學校的組織承諾。

 

A substantial body of empirical research has explored the topics of servant leadership, teacher job satisfaction, and organizational commitment. While the individual relationships among these variables have been preliminarily clarified, there remains a notable gap in the literature regarding an integrated examination of their interconnections using Meta-Analytic Structural Equation Modeling (MASEM). Such comprehensive analyses are still relatively scarce. To address this gap, the present study adopts the MASEM approach to investigate the structural relationships among servant leadership, teacher job satisfaction, and organizational commitment.

This study synthesizes findings from 44 empirical studies published between January 2002 and December 2024, using both meta-analysis and structural equation modeling to examine the path relationships and effect sizes among the variables. Based on Cohen’s (1988) criteria for interpreting effect sizes, the results indicate a strong positive effect between servant leadership and teacher job satisfaction. Similarly, servant leadership is found to be significantly and positively associated with organizational commitment. In addition, a stable and significant positive relationship is observed between teacher job satisfaction and organizational commitment. Furthermore, the analysis confirms that teacher job satisfaction mediates the relationship between servant leadership and organizational commitment, suggesting that servant leadership enhances teachers’ organizational commitment by increasing their job satisfaction.