轉換型領導、交易型領導對於員工離職傾向之研究 -以員工工作滿意度為中介變項

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楊咨妏(Tzu-Wen Yang) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

轉換型領導、交易型領導對於員工離職傾向之研究 -以員工工作滿意度為中介變項
(A Study of Transformational Leadership and Transactional Leadership on Employees’ Turnover Intention: Employees’ Job Satisfaction as Mediator)

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摘要(中)

組織除了延攬優秀的人才外，更重要的是要留住優秀的人才，降低或減少其離職傾向。本研究探討員工工作滿意度對轉換型及交易型領導風格與員工離職傾向間之關聯性，藉由收集168份由員工自評直屬主管領導風格、自己對工作滿意程度與近期離職傾向等構面之問卷後進行統計及分析。希望此結果能使企業更重視提升員工滿意度來降低員工對於主管領導風格而產生之離職傾向。

本研究主要研究結果為：
1. 轉換型與交易型領導對於工作滿意度具有正向關係
2. 轉換型領導對於離職傾向具有負向關係
3. 員工工作滿意度對於轉換型領導風格與離職傾向，具有完全中介效果
4. 員工工作滿意度對於交易型領導風格與離職傾向，不存在中介效果

摘要(英)

It’s an important issue for organization to keep good employee and low down on employee turnover except recruiting them into organization. This research aims to collect the related literatures and examines the relationships between manager’s transformational leadership, transactional leadership and employees’ turnover intention by 168 survey questionnaires. Statistical analysis results indicated employees’ job satisfaction serves as the mediator. This study also provided directions for enterprise to focus on employees’ job satisfaction and low down employees’ turnover intention.

The critical findings of this thesis are as follows:
1. Transformational leadership, as well as transactional leadership positively relate to employees’ job satisfaction.
2. Transformational leadership negatively relate to employees’ turnover intention.
3. Employees’ job satisfaction serves as the full mediator between transformational leadership and turnover intention.
4. Employees’ job satisfaction doesn’t mediate the effects of transactional leadership on turnover intention.

關鍵字(中)

★ 轉換型領導
★ 交易型領導
★ 員工工作滿意度
★ 離職傾向

關鍵字(英)

★ Transformational leadership
★ Transactional Leadership
★ Employees’ Job Satisfaction
★ Turnover Intention

論文目次

一、緒論 1
1-1 研究背景與動機 1
1-2 研究目的 2
二、文獻探討 3
2-1 轉換型領導 3
2-2 交易型領導 6
2-3 離職傾向 8
2-4 工作滿意度 10
2-5 各變數間之關係 11
三、研究方法 13
3-1 研究架構 13
3-2 研究構面之衡量變相與操作性定義 14
3-3 研究假設 16
3-4 研究工具 17
3-5 資料分析方法 19
四、研究結果與分析 20
4-1 問卷信度分析 20
4-2 敘述統計分析 21
4-3 相關分析 22
4-4 迴歸分析 23
五、結論與建議 28
5-1 研究結論 28
5-2 管理意涵與建議 30
5-3 研究限制 31

參考文獻

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指導教授

鄭晉昌

審核日期

2016-7-11

推文