工作心流是指個體在工作中沉浸、專注並享受的狀態，這種內在激勵在職場中尤為重要，因其相比於外在激勵更能節省組織資源，促進員工的工作投入。然而，過去的文獻多著重於探討工作心流的後果，且較少針對單一產業進行心流前因研究。因此，本研究以自我決定論為理論基礎，從個體心理需求滿足的視角，了解真誠領導是否能藉由心理賦權來提升工作心流。

本研究以台灣高科技產業員工為研究對象，進行問卷調查，最終回收有效問卷350份，並以結構方程式模型進行假設驗證。研究結果顯示，真誠領導與心理賦權均對工作心流有正向影響；其中，心理賦權對工作心流有顯著的正向影響，且在真誠領導與工作心流之間有部分中介效果。

在理論意涵方面，本研究採用了雙重理論—訊息處理理論與自我決定論來進行假設推論。訊息處理理論支持真誠領導作為外在正向訊息影響個體的認知與行為；自我決定論則顯示，滿足個體內在的心理賦權需求能促進其在職場中的積極行為。實務意涵方面，本研究期待透過提升真誠領導與心理賦權來促進工作心流，並將這些元素融入人力資源的選拔、培訓、用人和留任各環節，以強化台灣高科技產業的激勵策略。

Flow at work refers to individuals being immersed, focused, and enjoying their work. This form of intrinsic motivation is significant in the workplace as it conserves organizational resources and promotes employee engagement more effectively than extrinsic motivation. However, previous research has primarily focused on the consequences of flow at work, with less attention given to its antecedents within specific industries. Therefore, this study, grounded in Self-Determination Theory, explores whether authentic leadership can enhance flow at work through psychological empowerment, from the perspective of fulfilling individual psychological needs.

This study targeted employees in Taiwan’s high-tech industry, using a questionnaire survey that resulted in 350 valid responses. Structural Equation Modeling (SEM) was employed to test the hypotheses. The results indicate that authentic leadership and psychological empowerment positively affect flow at work. Psychological empowerment significantly impacts flow at work and serves as a partial mediator between authentic leadership and flow at work.

Theoretically, this study applies two theories—Information Processing Theory and Self-Determination Theory—to hypothesize that authentic leadership acts as external positive information influencing individuals' cognition and behavior, while the fulfillment of intrinsic psychological empowerment needs promotes proactive workplace behavior. Practically, this study aims to enhance flow at work by improving authentic leadership and psychological empowerment. Integrating these elements into the selection, training, utilization, and retention processes of human resources can strengthen motivation strategies within Taiwan’s high-tech industry.

第壹章 緒論 1
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 名詞解釋 2
第貳章 文獻回顧 4
第一節 真誠領導 4
第二節 心理賦權 13
第三節 工作心流 21
第四節 真誠領導對於工作心流的影響 29
第五節 真誠領導對心理賦權的影響 30
第六節 心理賦權對工作心流的影響 31
第七節 心理賦權於真誠領導於工作心流間的中介效果 32
第參章 研究方法 33
第一節 研究架構及假設 33
第二節 研究對象與施測順序 33
第三節 研究工具 35
第四節 資料分析方法 37
第肆章 研究結果與討論 40
第一節 樣本結構 40
第二節 量表檢驗 42
第三節 描述性統計與相關分析 47
第四節 假設驗證 49
第五節 結果討論 51
第伍章 結論與建議 53
第一節 研究結論 53
第二節 理論意涵 53
第三節 實務意涵 54
第四節 研究限制與未來研究建議 55
參考文獻 57
附錄1：專家效度問卷意見調查表 72
附錄2：本研究正式問卷 81
附錄3：項目分析結果 85

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