賦權領導與安靜離職之關係：以基本心理需求為中介，辦公模式為調節

Abstract

本研究旨在探討賦權領導對於員工安靜離職行為的影響，並進一步驗證基本心理需求的中介效果與辦公模式的調節效果。研究方法採問卷調查法，運用時間隔離設計進行兩階段資料蒐集。最終取得有效問卷370份。研究結果顯示：(1)賦權領導與自主性、勝任感、關係需求之間呈現顯著正向關係；(2)基本心理需求三構面中的關係需求具有中介效果；(3)辦公模式對賦權領導與基本心理需求之間的調節效果未獲支持。以上結果指出，賦權領導對於三項基本心理需求皆能夠有效的滿足，且不受辦公模式限制。此外，透過滿足部屬之關係需求，有助於降低其安靜離職傾向，顯示職場中人際互動品質之重要性。This study aims to investigate the impact of empowering leadership on employees' quiet quitting behavior, while further testing the mediating role of basic psychological needs and the moderating effect of work modes. A two-wave time-lagged survey design was adopted, and data were collected in two stages. A total of 370 valid responses were obtained. The results reveal that: (1) empowering leadership is positively and significantly associated with autonomy, competence, and relatedness; (2) among the three dimensions of basic psychological needs, relatedness plays a mediating role; (3) the moderating effect of work mode on the relationship between empowering leadership and basic psychological needs was not supported. These findings suggest that empowering leadership effectively fulfills the three basic psychological needs, regardless of work mode. Furthermore, by satisfying employees’ need for relatedness, it helps reduce their tendency toward quiet quitting, highlighting the importance of the quality of interpersonal interactions in the workplace.