本研究的目的旨在研究大台北運動俱樂部的員工對主管的知覺關係品質與偏好領導模式之關聯。研究參與者來自大台北地區6間運動俱樂部，共105位運動俱樂部之員工為研究對象。所有研究參與者均予施測填寫領導─成員交換量表 (LMX-7) 及多元領導問卷 (MLQ-5X)。收集資料以皮爾遜積差相關及相依樣本t考驗作分析處理。研究發現員工對主管的知覺關係品質與偏好轉換型領導模式之間具正向顯著關係，而且員工對主管的知覺關係品質與偏好交易型次量表內之有條件的獎賞之間亦具有正向顯著關係。除此之外，本研究發現無論員工的知覺關係品質程度高低，員工對交易型領導模式的偏好度皆保持前後一致無差異。本研究結論指出，瞭解個別員工所知覺的關係品質與偏好的領導模式，主管輔以適當的領導行為與其互動進行管理，應屬有效果且具效率之領導管理思維。

The purpose of this study aimed to examine the relationship between employees’ perception of quality of relationship with their managers and employees’ preferred leadership style from their managers. Total 105 valid questionnaires were collected from 6 fitness centers in Taipei. The LMX-7 questionnaire was used to measure employees’ perceived quality of dyadic relationship with their managers and The MLQ-5X was used to measure employees’ preference for transformational leadership behaviors and transactional leadership behaviors from their managers. Pearson product moment of correlation (r) and t-tests determined positive, significant levels of relationship between employees’ perceived quality of relationship and employees’ preference for transformational leadership style as well as between employees’ perceived quality of relationship and employees’ preference for the transactional leadership subscale factor of contingent reward. Also, this study found that the level of preference for transactional leadership remained relatively consistent, regardless of the quality of relationship. This study concludes that managers may view this study’s findings as a strategy to understand and react to the employees’ factors of expectancy and valence in order to impact the employees’ level of effort.