提高員工對所屬團體的認同有助於工作績效，因此工作團體認同在學術與實務界都是持續關注的課題。過去研究多半從情境因素探討如何提高團體認同，較少探討個人特質如何影響認同的過程，而且探討轉換型領導與團體認同關係的研究也忽略了部屬的個別差異。因此本研究主要探討五大人格特質與團體認同的關係，並檢驗轉換型領導對上述關係之調節效果。本研究分兩個時間點收集資料，共取得來自35個工作團體的432份樣本，並且以階層線性模式（HLM）進行假設驗證。結果發現，部屬的勤勉正直和親和性與其團體認同為正向關係。在調節效果方面，轉換型領導會正向調節開放性與團體認同之關係；轉換型領導會負向調節外向性和神經質與團體認同之關係。最後，本研究提出研究意涵與未來建議之討論。
It is suggested that group identification has positive impact on job performance. The issue of increasing group identification is a lasting concern in academic and practical field. Past research focused on situational factors, which can enhance group identification, but far less research has explored the effect of personality on identification. Studies on transformational leadership and group identification also neglected the individual differences among group members. Thus, the present study aims to investigate the relationship between followers' big five personality traits and group identification, and the moderating effect of transformational leadership on the above relationship. We collected data in two waves and the final sample included 432 employees from 35 work groups, and we used hierarchical linear models to examine all hypotheses. The results showed that follower's conscientiousness and agreeableness were positively related to group identification. Moreover, transformational leadership moderated the relationship between three traits (i.e., openness, extraversion, and neuroticism) and group identification. Finally, the implication and suggestion was discussed.
