在推動台灣產業升級的過程中，財團法人研究機構長久以來扮演著促進產業發展及輔導產業升級的重要角色。因此本研究以傳統產業創新聯盟隸屬於應用研究之七家傳統產業法人研究機構為分析對象，探討領導風格、組織文化、自我效能與組織績效之關聯性研究。本研究目的包括：1.探討法人機構的領導風格、組織文化、自我效能與組織績效之影響關係；2.瞭解員工自我效能對領導風格、組織文化與組織績效之間是否具有中介效果。本研究採用量化研究方式為主，並輔以質化管理者訪談方式進行整合性討論。採取因素分析、信效度分析、獨立樣本t檢定分析、單因數變異數分析、相關分析、迴歸分析、結構方程模式(SEM)等統計方法，進行資料分析與驗證研究假設。研究結果顯示傳統產業研究機構的領導風格對組織文化具有正向顯著影響，但對員工自我效能與組織績效不具有直接顯著的影響；而組織文化對自我效能與組織績效具有正向顯著影響。此外本研究亦發現員工自我效能在組織文化與組織績效具有中介效果，而領導風格需透過組織文化與自我效能來影響組織績效。最後本研究建構影響傳統產業法人研究機構組織績效的因果模式，並根據研究結果提出具體建議，以供法人機構管理者營運發展策略性效能管理的依據及制度改善上的參考。

Throughout the upgrading process of Taiwan’s industries, research institutes have long been playing an important role in stimulating business development and industrial upgrading. Thus this study takes seven non-profit traditional industrial research institutes as analysis subjects to be representatives of traditional industry to look into the relationship among leadership style, organizational culture, self-efficacy and organizational achievements . The purpose of this study include: 1)To explore the relationship among leadership style, organizational culture, self-efficacy and organizational achievements of the institutes; 2) To understand whether they have mediating effects among self-efficacy to leadership style, organizational culture and organizational performance. This study mainly uses quantitative research method, and supported by qualitative interviews. The study takes factor analysis, creditability & reliability analysis, individual sample t-test analysis, single factor variable analysis, correlation analysis, regression analysis, and SEM statistical methods to carry on the data analysis and verify the research hypothesis. The result shows the leadership style of the non-profit traditional industrial research institutes as having positive remarkable influence to the organizational culture, but with no remarkable direct influence to self-efficacy and organizational achievements of the employees; on a other hand, organizational culture has positive remarkable influence to self-efficacy and organizational achievements. In addition, this study also discovers that self-efficacy of the employees in the organizational culture and organizational achievements have a mediating effect. But the leadership style needs to influence organizational achievement by means of organizational culture and self-efficacy. Finally, the cause and effect patterns for influencing organizational performance of non-profitable traditional industrial research institutes are constructed. The concrete proposal is proposed based on the results from this study, and the suggestions are provided to institute managers as references for future development in strategic operation and management, and system improvements

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