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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/64745


    Title: 領導行為對員工工作績效、員工工作滿意與員工留任的影響;Job performance, job satisfaction and intent to stay in job effect by leadership style.
    Authors: 盧玉娟;Lu,Yu-chuan
    Contributors: 人力資源管理研究所在職專班
    Keywords: 領導行為;員工績效;員工滿意;員工留任;Leadership style;Job performance;Job satisfaction;Intent to stay
    Date: 2014-07-04
    Issue Date: 2014-10-15 14:22:18 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 組織的目標是否能夠達成,端看各階層的領導者是否可以將目標推展成部門的目標,帶領、激勵員工行動,進而達到組織最終的目標。優秀的管理人才不僅能夠激發部屬的潛力,也能對組織產生正面的影響,所以是組織成功的關鍵(McClelland & Burnham, 1976)。本研究藉由探討主管領導行為對員工績效、員工滿意與員工留任的影響,希望了解倡導型領導與關懷型領導,對員工績效、員工滿意與員工留任影響、員工滿意是否會影響員工績效以及員工滿意是否在主管的領導行為對員工留任的影響中具有中介效果,進而了解怎麼樣的領導可以達成最好的成效,能夠發揮最大作用以達成最終組織需要的目標。

    研究方法藉由問卷設計,訪問台灣各縣市不同產業正職員工,包含管理職與非管理職,回收有效問卷221份,採用SPSS進行多元迴歸分析,得到的結論為:

    1.倡導型領導行為對於員工工作績效的預測,並無顯著的效果。
    2.關懷型領導行為對員工工作績效的預測,並無顯著的效果。
    3.倡導型領導行為對員工留任的預測,並無顯著的效果。
    4.關懷型領導行為對員工留任的預測,β值為0.512(P<0.001),具有顯著的效果,即主管採用關懷型的領導行為,可以增加員工留任的意願。
    5.員工滿意對員工績效的預測,具有顯著的效果。
    6.驗證員工工作滿意在倡導型領導行為對員工留任的影響中具有中介效果。此假設必須建立在倡導型領導行為對員工留任具有預測效果的前提下,經由多元迴歸分析的結果,倡導型領導行為對員工留任預測效果並不顯著,因此此假設不成立。
    7.員工工作滿意在關懷型領導行為對員工留任的影響中具有部分中介的效果,亦即關懷型領導透過員工工作滿意影響員工留任的行為。
    ;How to achieve the goals of an organization? It depends on effectual leadership of this organization. An effectual leadership can lead employee, inspire them and finally approach the goals. Being a good leader, who not only inspire employee, but also keep the organization positively. This is the key point to success. This study is about job performance, job satisfaction and intent to stay in job effect by leadership, trying to research the effects from these two kinds of leadership, structure and consideration.
    This research survey 226 employees in Taiwan, no limit of department and title and got 221 effective, using multiple regression analysis of SPSS to analysis the data. The conclusions are:
    1.High structure leadership can’t predict job performance of employee.
    2.High consideration leadership can’t predict job performance of employee.
    3.High structure leadership can’t predict intent to stay in job of employee.
    4.High consideration leadership predict intent to stay in job of employee with β 0.512 (P<0.001).
    5.Job satisfaction predict job performance of employee with β 0.377 (P<0.001).
    6.Job satisfaction is mediator between consideration leadership and intent to stay in job of employee.
    Appears in Collections:[人力資源管理研究所碩士在職專班 ] 博碩士論文

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