本研究在回顧領導訓練現況與領導研究文獻之後，發現導訓練實務上的供需與現有領導理文獻有脫節的情形。面對這樣的現象，筆者認為研究者必須重新思考領導的意涵，先去探討「企業需要的領導究竟是什麼？」、「企業需要什麼樣的領導者？」、「領導可以訓練嗎？」等問題。先澄清領導的意涵，企業才能進一步思考領導訓練該訓練什麼或該選拔什麼樣的領導人才。

本研究在方法上受Schein(1992)對組織文化臨床研究的啟發，以二家大型民營企業組織的中階主管為對象，結合臨床研究與個案研究取向進行研究。資料蒐集方法以訪談法為主，輔以文件資料的蒐集與非正式的觀察。訪談對象包括兩家公司的高階主管、中階主管、部屬及人事相關負責人；在甲公司共訪問了17人，乙公司共訪問了15人。並修正劉兆明(1994)的「觀點分析」策略,針對訪談資料進行分析。

本研究共提出54項觀點。這些觀點涵蓋「領導的意涵」及「領導者的條件」第二大部份。研究結果顯示領導的意涵決定了領導者所需具備的條件及其展現的領導行為。本研究進一步提出「服」與「帶心」等具有本土意涵的領導概念。此外，本研究結果顯示領導者的條件可由「人格特質」及「能力」來看。有關「人格特質」的部份包括品德操守、魄力、挫折忍受力、情緒穩定性、責任擔當性、主觀性、包容性等七項。有關「能力」的部份，包括專業能力、溝通協調能力、人際係能力、識人/用人能力、領導能力/企劃力、規劃/執行能力、團隊領導力等七項。本研究發現，領導者需具備某些能力，才能夠做好領導者的職責（例如培育部屬、解決部屬問題），以做好領導（如讓部屬認同、信服、心服口服）。

本研究具體描述出兩家企業領導者所需具備的條件並加以說明。研究者並以本研究步驟為基礎，提供了一套程序協助企業界找出自己領導者所需具備的條件，可以提供企業界參考。研究者最後並指出了本研究在領導理論上的意義，探討了領導意涵在人力資源上的意義。並提供一些研究與實務應用的建議。

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