本研究係根據組織變革權變模式與工作要求─控制權模式，以探討變革規模及領導風格對工作要求及控制權之主要及聯合效果，並探討公司規模對變革規模及工作要求問之干擾效果。 本研究得到下列三項主要發現：1.變革規模雖未能有效影響經理人的工作要求，卻對工作控制權有顯著正向影響；強制變革領導風格對經理人的工作要求有顯著正向影響，並對工作控制權有微弱負向影響。2.變革規模及領導風格對工作要求既無聯合效果，也無交互效果；但二者卻對工作控制權有聯合效果，而無交互效果。3.中小企業的變革規模對工作要求有微弱負向影響，但大型企業的變革規模對工作要求有微弱正向影響。由此可見，組織變革策略能有效影響經理人之工作壓力，但以變革領導風格的效果較顯著，且對工作控制權的影響較大；同時，公司規模對變革規模與工作要求間具干擾效果。
Based on the contingency model of organizational change and job demandcontrol model, the purpose of this study is to investigate the main effects and conjoint effects of scale of change and styles of change leadership on managers’ job demand and control. Besides, this research also explores the moderation effects of firm size on scale of change and job demand. Three major findings of this study are: 1. The scale of change has no effect on mangers' job demand, but has positive effect on job control. The style of coercive change leadership has positive effect on mangers' job demand, but has slightly negative effect on job control. 2. Scale of change and styles of change leadership have no conjoint and interaction effect on job demand; on the other hand, they have conjoint effect but no interaction effect on job control. 3. Medium-small businesses' scale of change has slightly negative effect on job demand. Large firms' scale of change, on the contrary, has slightly positive effect on job control. These findings indicate the effect of organizational change strategy on managers' job stress is significant, especially, the styles of change leadership, and the effect on job control is more significant. Meanwhile, firm size has moderation effect on scale of change and job demand.
