高科技產業的環境充滿挑戰及不確定性，因此中階主管的責任是日益加重，中階主管的領導方式受到公司企業文化及組織特性的影響。因此本研究以高科技產業中階主管魅力領導為研究主題， 實證探討企業文化與組織特性分別對魅力領導的關聯性。 受試樣本寫35 家高科技公司 (包括電腦、通訊及消費性電子產品等公司 ) 之 252 名從業人員。 茲將重要結果陳述於后:( 一 ) 當企業文化中的滿足文化 (重視高層次需求 ) 越高時， 魅力領導亦顯著越高; 然而安全文化 (重視低層需求 ) 則與魅力領導無顯著相關．因此當企業文化傾向追求高層需求時，更有利於魅力領導。 (二 ) 當企業文化中的安全 / 人際文化越高時， 魅力領導亦顯著越高; 然而安全 / 任務文化則與魅力領導無顯著相關，因此企業文化較屬於人際導向時．越有利於魅力領導。(三 ) 當組織特性愈傾向集權化及形式化時，恕不利於魅力領導，因此越是有機式組織，越容易出現魅力領導的行為。

　　　　　The environment of High- tech industries is full of challenges anduncertainties. The responsibilities of middle managers are increasing. Middlemanagers' leadership were affected by corporate culture and organizationalcharacteristics. This study examines with an empirical analysis on charismaticleadership of middle managers in high-tech industries. The study looks at thecorrelations of charismatic leadership respectively with corporate culture andorganizational characteristics. Based on the result of statistical analysis on252 employees from 35 companies primarily in computer, communication andconsumer electronics industries, the following findings were obtained (1)Satisfaction culture correlates positively with charismatic leadership, whereasthe correlation coefficient between security culture and charismatic leadershipis not significant. Therefore charismatic leadership is more likely to emerge incompanies seeking to satisfy higher level needs. (2) People/Security culturecorrelates positively with charismatic leadership whereas the correlationcoefficient between Task/Security culture and charismatic leadership is notsignificant. Therefore charismatic leadership is more likely to emerge in morepeople-oriented company.(3) The higher degree of centralization and formalization in organization, the lower degree of charismatic leadership. Thereforeorganic structures are more likely to foster charismatic leadership.