近幾年來，轉換型領導以其強調企業之願景、員工個人發展、對員工授權賦能之主張，現在已成為在企業界裏，領導型態的一個新主流，這不僅在理論的發展或實證的研究上，都是組織發展的一大革命。
本研究以轉換型領導為自變項，信任為中介變項，職場偏差
行為為依變項。主要目的係探討轉換型領導、信任及職場偏差行為間之關係。本研究抽取銀行主管和員工為實證研究對象，以驗證研究之假設。有效問卷250份收齊後，進行統計分析，分析之方法包括驗證性因素分析、描述性統計、LISREL分析、Pearson 相關分析等。
研究結果發現：
1.轉換型領導之人際和任務取向與情感型和認知型信任間都呈顯著的正相關。
2.轉換型領導之任務取向與人際偏差行為和組織偏差行為都呈顯著的負相關。
3.認知型和情感型信任與組織偏差行為間均呈顯著的負相關。
Over the last years, transformational leadership with its emphasis on perspective of organization and development of individual empowerment has become a popular model of leadership in business organizations. In this study, we use transformational leadership as independent variable, trust as intermediate variable and workplace devi-ance behavior as dependent variable.The purpose of this research is mainly to find out the relationship among transformational leadership, trust and workplace deviance be-havior. Through samples of executives and their employees in the financial industry in Taiwan , we test a set of hypotheses among the variables. Then, 250 effective question-naires are analyzed by confirmatory factor analysis, descriptive statistics, Pearson cor-relation , and LISREL analysis .
The results of this research indicate that:
1.Interpersonal and task types of transformational leadership offer a positive relation with affective trust and cognitive trust.
2.Task type of transformational leadership shows a negative relation with interpersonal and organizational deviance behaviors.
3. Affective trust and cognitive trust present a negative relation with organizational de-viance behavior.
