领导风格满意度中文按照西方权变管理理论的观点，不存在普遍适用的领导风格，领导风格的有效性取决于它与周围情景因素的匹配程度。而在组织的实际运作中，改变组织环境的成本和难度要高于改变下属个体特征因素的成本和难度，因此，“改变下属个体特征以适应领导风格”这种提升领导风格有效性的途径对于企业而言就更具可行性。基于此，本文在综合已有领导权变理论成果的基础上，进一步研究了下属个体特征因素与领导风格之间的匹配关系。按照传统的权变理论研究模式，本文在以下属对领导风格的满意度作为领导风格有效性变量的基础上，分析并抽取了影响下属领导风格满意度的下属个体特征因素，进而建立了领导风格满意度模型。在HYPERLINK"http://www.txlunwenw.com"论文模型包含的情景变量中，除了现有领导权变理论有所涉及的变量外，本研究还引入了5个新的变量：成就动机和4个个体情绪智力因素。在随后的实证部分，本研究根据领导风格满意度模型中提出的有关情绪智力成份的假设建立了结构方程模型，进而在使用自制的个体情绪智力量表和领导风格满意度量表收集有关数据的基础上，对提出的结构方程模型进行了实证分析。最后根据分析结果对情绪智力成份有关假设进行了验证。译文Accordingtotheopinionofthewesterncontingencymanagementtheories,thereisnotanyleadershipthatcanbeefficientinanysituationandtheefficiencyofakindofleadershipstylelieswww.txlunwenw.comonthedegreethatitmatchwiththesituationalfactorssurroundingit.Butinactualoperationoforganization,thecostandthedifficultyofchangingtheorganization’senvironmentishigherthanitofchangingthesubordination’sindividualcharacteristicfactors,therefore,“changingthesubordination’sindividualcharacteristicfactorstomatchwithleadershipstyle”,akindofmeansimprovingtheefficiencyofleadershipstyle,shouldbemorefeasiblethanothermeansforenterprise.Becauseofthepointthispaperhavedoneresearchonthematchingrelationshipofsubordination’sindividualcharacteristicfactorsandleadershipstylesfurtheronthebaseofsummarizingtheachievementofContingencytheoriesofleadership.Inthelightoftraditionalresearchmethodoncontingencytheories,thispaperhaveanalyzedandselectedsomesubordination’sindividualcharacteristicfactorsthatmayinfluencesubordination’ssatisfactionwithleadershipstyleafterregardingsubordination’ssatisfactionwithleadershipstyleasvariableofleadershipstyleefficiency,furthermore,establishedamodelaboutsatisfactionwithleadershipstyle.Inthesituationalvariablesincludedbythemodel,apartfromthosehavingbeenputforwordbyknown-wellleadershipcontingencytheories,thisresearchhavestillintroducedfivenewvariables:achievementmotivationandfourfactorsofindividualemotionalintelligence.Inthesubsequentdemonstration,thispaperhaveestablish