臺灣博碩士論文加值系統

本研究主要為探討幼托園所長的領導風格，以及園所內的組織氣候是否會影響幼托園所教職員離職傾向之關聯性研究。本研究使用調查研究法，以台中、彰化縣市之幼托園所為研究範圍，並藉由分層隨機取樣方式，以幼托園所教職員為問卷調查之研究對象，共計回收274份有效問卷，其回收率達54.8%。在鍵入問卷資料後，透過一系列的統計方法：描述性統計、Pearson積差相關分析、T檢定、單因子變異數及多元迴歸進行分析，而後經由系統性的彙整，本研究得出以下數點的發現與結論：
(1)幼托園所教職員需具備基礎知識外，還需要有相當的經驗與歷練
(2)幼托園所教職員「年齡」、「婚姻狀況」是影響離職與否的因素
(3)幼托園所教職員將受到園所長的領導風格與良好的組織氣候而降低其離職傾向
(4)幼托園所教職員的離職傾向，可藉由工作特性與環境、其教育程度，以及關懷型領導之情境加以預測得知。
最後研究者根據研究結果，分別對幼托園所長、幼托園所教職員以及未來研究者等提出相關建議，以期對未來幼教的發展有所助益。

The main purpose of this study was to:
(1)Analyzing the relationships has significant correlations between kindergarten and nursery president’s leadership and staff’s turnover tendency.
(2)Analyzing the relationships has significant correlations between kindergarten and nursery’s organization climate and staff’s turnover tendency.
(3)Explore the predictive power of kindergarten and nursery president’s leadership and organization climate on the part of staff’s turnover tendency.
To accomplish these purposes, the methods were adopted literature review and questionnaire; both of which served as the basis of this study. In questionnaire aspect, this study surveyed 274 kindergartens and nursery’s staff in Taichung and Changhua.
With the application of software of SPSS10.0 for Windows. The questionnaire data analyzed statistically by description statistics, t- test, one-way ANOVA, Pearson-moment correlation analysis, canonical correlation, multiple stepwise regression analysis, and Scheff and posterior comparison. The major results were summarized as follows:
(1)In addition the basis knowledge, the kindergartens and nursery’s staff need more practice and experience.
(2)The Age and marital status two factors both are influence for kindergartens and nursery’s staff turnover tendency.
(3)The kindergarten and nursery president’s good leadership and great organization climate, it will decrease the staff’s turnover tendency.
(4)There are significant predictive at work character and environments, the educational background and consideration leadership for kindergartens and nursery’s staff turnover tendency.
In the last part, the researcher, based on the findings, proposes some suggestions for kindergarten and nursery president, staff and the future researchers, hoping to benefit the development of preschool education in the future.

誌謝 ……………………………………………………. i
中文摘要 ……………………………………………………. ii
英文摘要 ……………………………………………………. iii
目錄 ……………………………………………………. iv
圖目錄 ……………………………………………………. vi
表目錄 ……………………………………………………. viii

目 錄


第一章 緒論………………………………………………… 1
第一節 研究背景與動機…………………………………… 1
第二節 研究目的…………………………………………… 5
第三節 論文結構與研究流程……………………………… 6
第二章 文獻探討…………………………………………… 9
第一節 離職傾向相關文獻探討…………………………… 9
第二節 領導風格相關文獻探討…………………………… 19
第三節 組織氣候相關文獻探討…………………………… 33
第四節 離職傾向、領導風格與組織氣候之相關文獻探討 37
第三章 研究方法…………………………………………… 40
第一節 研究架構…………………………………………… 40
第二節 研究假設…………………………………………… 41
第三節 研究對象與抽樣方法……………………………… 43
第四節 研究工具與操作型定義…………………………… 44
第五節 資料分析方法……………………………………… 47
第四章 研究結果…………………………………………… 50
第一節 問卷回收統計與樣本結構說明…………………… 50
第二節 各研究構面之信度、效度及均值分析…………… 56
第三節 各研究構面之Pearson相關分析…………………… 62
第四節 各研究構面之變異數分析………………………… 64
第五節 各研究構面之多元迴歸分析……………………… 69
第五章 結論與建議………………………………………… 76
第一節 研究發現與結論…………………………………… 76
第二節 研究建議…………………………………………… 79
第三節 研究限制…………………………………………… 84
參考文獻………………………………………………………… 87
附錄 論文問卷…………………………………………… 97

中文文獻
1.內政部戶政司(2005)，http://www.ris.gov.tw/ch4/static/st10-8.xls
2.內政部統計處(2005)，http://sowf.moi.gov.tw/stat/year/y04-06.xls
3.王秋慶(2003)，員工的溝通滿足與組織氣候對其工作壓力、組織承諾與離職傾向的影響之研究─以嘉義縣市地政事務所為例，南華大學管理研究所碩士論文。
4.任金鋼(1996)，組織文化、組織氣候及員工效能：一項微觀的探討，國立臺灣大學商學研究所博士論文。
5.李青芬、李雅婷、趙慕芬編譯(2002)，Stephen P.Robbins 原著，「組織行為學」。台北：華泰文化事業股份有限公司。
6.李淑貞(2000)，我國國稅稽徵人員工作滿足感之研究，國立成功大學企業管理學系碩士論文。
7.李弘暉(2003)，知識經濟下領導新思維，台北：聯經出版社。
8.林文達(1989)，教育行政學。台北：三民書局。
9.林欽榮(2002)，組織行為Essential of Organizational Behavior，台北:揚智文化事業出版。
10.林新發(1993)，學校組織氣氛意義、層面與類型的探討，台北師院學報Vol.6, No.3。
11.邱怡和(1998)，情境領導理論適用性之研究—以高屏地區國民小學為例，國立屏東師範學院國民教育研究所碩士論文。
12.東森新聞報(2006)，幼教希望論壇-獎勵生產能提昇生育率嗎? http://yoyo.ettoday.com/yoyo/article/262-2610.htm
13.東森新聞報(2005)，幼教希望論壇-幼兒教師流動大，怎麼得了？http://yoyo.ettoday.com/yoyo/article/262-2573.htm
14.許士軍(1990)，管理學，台北：東華書局出版。
15.陳彩(1994)，工作生活品質、工作滿足與離職意願關職性研究- 以高科技專業人員為例，國立交通大學管理科學研究所碩士論文。
16.陳木金(1997)，國民小學教師領導技巧、班級經營策略與教學效能關係之研究，國立政治大學教育研究所博士論文。
17.陳文瑜(1996)國民小學校長領導型式、學校組織氣氛與教師疏離感之關係，國立嘉義師範學院國民教育研究所碩士論文。
18.陳銘達(2001)，幼教之行銷策略探討-以台北市為例，國立台北大學企業管理學系碩士論文。
19.陳義鴻(2001)，銀行業主管領導行為、組織氣氛與領導效能關係之研究，彰化師範大學工業教育學系碩士論文。
20.陳宗賢(2003)，員工協助方案與組織氣候對工作士氣、組織承諾與離職傾向之關聯性研究─以上市公司為例，南華大學管理研究所碩士論文。
21.教育部統計處(2005)，http://www.edu.tw/EDU_WEB/EDU_MGT/STATISTICS/EDU7220001/ebooks/edusta/kindergarten.xls
22.黃英忠(1998)，現代管理學，台北，華泰三版。
23.黃開義(1984)，個人特質、工作特性、領導型態與工作滿足、組織承諾對離職意願之影響。中原大學機械工程研究所碩士論文。
24.曾鈺琦(1999)，購併企業之人力資源管理措施滿意度與組織氣候之關係，中興大學企業管理研究所碩士論文。
25.游孝國(2002)，探討領導風格與組織氣候對知識管理活動影響之研究-以大葉大學為例，大葉大學資訊管理學系碩士論文。
26.張潤書(1985)，組織行為與管理。台北：五南圖書出版公司。
27.張菽萱(1998)，我國專科學校領導行為量表之建立及其應用之研究，國立彰化師範大學工業教育研究所博士論文。
28.張潤書(2001)，行政學，台北：三民書局。
29.張美惠譯(1996)，ＥＱ，台北：時報文化，譯自Daniel Goleman(1996)，ＥＱ－Emotional Intelligence。
30.蔡培村(1980)， 國中校長領導型式、教師人格特質與學校組織氣氛之關係，國立政治大學教育研究所碩士論文。
31.蔡坤宏(1990)，「組織承諾、工作滿足與離職傾向的關係：Meta 分析」，中華管理評論，Vol.3，No.4，頁1-15。
32.鄭進丁(1990)，國民小學校長運用權力策略、行政溝通行為與學校組織氣氛之關係，政治大學教育研究所博士論文。
33.樂為良譯(2002)，鮑爾風範，台北：麥格羅．希爾，譯自Oren Harari (2002)The Leadership Secrets of Colin Powell。
34.劉莉蘭(1994)，員工分紅入股滿意度組織投注與離職意向關係之研究，國立中正大學勞工研究所碩士論文。
35.歐陽玲(1994)，工作生活品質與臨床護理人員離職意願之探討─以台南地區綜合醫院為例，東海大學企業管理研究所碩士論文。
36.簡楚瑛(2005)，幼兒教育課程模式，台北市：心理。
37.藍釆風、廖榮利（l994），組織行為學，台北：三民書局。
38.濮世緯(1997)，國小轉型領導、教師制握信念與教師職業倦怠之關係研究，國立政治大學教育研究所碩士論文。

英文文獻
1.Abelson, M. A., (1987) “Examination of avoidable and unavoidable turnover.” Journal of Applied Psychology, 72(3), pp.382-386.
2.Al-Shammari, .M.M. (1992),Organizational Climate,Leadership ＆ Organizational Development Journal , Vol.13, No.6, pp.30-32.
3.Altmann,R., (2000), “Forecasting your organizationl climate.“Journal of Property Management.65”（4）,P.62.
4.Arnold, H. J. & Feldman, D. C., (1982) “A Multivariate Analysis of the Determinants of Job Turnover,” Journal of Applied Psychology, Vol. 67 (3), pp.350-360.
5.Bass, B.M. (1985), Leadership and performance beyond expectation. New York: Free Pres.
6.Bass, W., & Nanus, B.(1985), Leader: The strategies for taking charge. New York: Harper & Row.
7.Bass, B.M. & Avolio, B.J. (1993) Transformational leadership: A response to critics, in M.M. CHEMERS & R. AYMAN (Eds), Leadership Theory and Research: Perspectives and Directions (San Diego: Academic Press), pp. 49-80.
8.Bennis, W., and Nanus, B. (1985), Leaders: the strategies for taking charge, New York: Harper & Row.
9.Blake,R.R. & Mouton,J.S., (1964), The Managerial Grid, Houston：Gulf Publishing Co.,pp.10.
10.Bluedorn Alan.c. (1982) ,”A Unified Model of Turnover from Organizations. Human Relations, 35, pp.135-153.
11.Bryman, A.(1992), Charisma and leadership in organizations. Newbury Park, CA:sage.
12.Burns J. M. (1978). Leadership. New York: Harper＆Row. Cameron, K.(1978). Organizational effectiveness in institution of higher education. Administrative science quarterly, 23. pp.604-633.
13.Caplan, R. D. ＆ Jones, K. W. (1975). Effects of load, role ambiguity and type a personality on anxiety, depression and heart rate. Journal of Applied Psychology, 60(6), pp.713–719.
14.Conger, J.A., & Kanungo, R.A, (1988). Conclusion: Patterns and trends in studying charismatic leadership. In J.A. Conger & R.A. Kanungo (Eds), Charismatic leadership: The elusive factor in organizational effectiveness. San Francisco: Jossey-Bass.
15.Dubrin,R.,(1998), Central Life Interests and Organizational Commitment of Workers, Administrative Science Quarterly, 20,pp.411-421.
16.Fiedler, F. E. (1967). A theory of leadership effectiveness. New York: McGraw-Hill.
17.Fiedler, F.E. (1974), The contingency Model-New Directions for Leadership Utilization, Journial of Contemporary Business, Autumn, pp.71.
18.Fink, E.L.,& Chen, S.S.(1995).A Galileo analysis of organizational climate. Human Communication Research,21, pp.494.
19.Frederlck J.G.（1960）,Labor Turnover：Calculation and cost, New york, AmA, pp7.
20.Glick,W.H., (1985) ,Conceptualizing, Measuring Organizational and Psychological Climate：Pitfalls IN Multilevel Research , Academy of Management Review ,Vol.10, pp.601-616.
21.Goleman, Daniel, (2002). “Leading Resonant Teams” Leader to Leader. 25, pp.24-30
22.Hall, D. T., (1983), The effect of the individual on an organization''s structure, style, and process. In Landy, F,； Zedeck, S.＆Cleveland, J. (eds.) Performance Measurement and Theory. Hillsdale, NJ：Lawrence Erlbaum Associates, Inc., Publishers.
23.Halpin, A.W.＆Croft, D.B.,(1962),The Organizational Climate of School, Chicago：Midwest Administration Center, The University of Chicago.
24.Halpin, A., & Winer, B., (1957). A factorial study of leader behavior descriptors. In R. M. Stogdill & A. E. Coons (Eds.), Leader behavior: Its descriptions and measurement. Columbus: Ohio State University.
25.Hersey, P. & K. H. Blanchard, (1969) "Life Cycle Theory of Leadership", Training and Development Journal, 23, pp.26-34.
26.Hemphill＆Coons(1957). Development of leader behavior: description questionnaire. In R. M. Stogdill and A. E. Coons, Leader behavior: Its description and measurement. OH: Bureau of Research, Ohio States University, 7.
27.Herzberg, F. (1968). One more time: How do you motivate employees? Harvard Business Review, pp.53-62.
28.Hinshaw, A. S., Smeltzer, C. H. & Atwood, J. R. (1987). Innovative retention strategies for nursing staff. Journal of Nursing Administration, 17(6), pp.8–16.
29.Hodgetts, R.M., (1991). Organizational behavior and practice. New York: Macmillan York Publishing Company.
30.House, R.J.,(1977), A 1976 theory charismatic leadership, pp.189-207 in J.G. Hunt and L.L.Larson (Eds.), Leadership: The cutting edge. Carbondale, IL: Southern Illinois University Press.
31.House, R.J., & Aditya, R.N. (1997), The Social Scientific Study of Leadership :Quo Vadis ? Journal of Management, 23(3), pp.409-473.
32.House, R.T. & Mitchell, T.R.(1974).Path-goal theory of leadership. Contemporary Business,3, pp.81-98.
33.Hoy,W.K.＆ Miskel,C.C.（1982）,Educational Administration：Theory Research and Practice,（2nd ed）,N.Y.：Rondom House.
34.Hoy,W.K. & Miskel,C.G., (1991). Educational administration：Theory, research and practice. New York：Radom House.
35.Kousnes, J.M. & Posner, B.Z. (1987). The leadership challenge: How to get extraordinary things done in organizations. San Francisco: Jossey-Bass.
36.Kurt, Lewin, (1936), Principles of Topological Psychology, New York: McGraw-Hill.
37.Lansdale,R.C.（1964）,Maintaining the Organization in Dynamic Equilibrium,in Griffiths,D.E.（Ed）,Behavior Science and Eucational Administration, 63th, Yearbook of NSSE,PartII, Chicago：University of Chicago Press.
38.Likert,R., (1967), ”The Human Organization.” New York：McGraw-Hill BookCompany.
39.Litwin, G.H. & Stringer, R.A. (1968), Motivation and organizational climate, Division of Research, Graduate School of Business Administration, Boston: Harvard University.
40.McGregor, Douglas, (1960), “The Human Side of Enterprise” New York: McGraw-Hill Book Co., Inc.
41.McMurry, R.N., (1958), The Case for Benevolent Autocracy, Business Review 36, p.82-90
42.Michaels, C. E. & Spector, P. E., (1982) “ Cause Employee Turnover: A Test of the Mobley, Griffeth, Hand, and Meglino Model,” Journal of Applied Psychology, Vol. 67 (1), pp.53-59
43.Miller, H. E. (1979). Evaluation of the Mobley, Horner and Hollingsworth Model of Employee Turnover. Journal of Applied Psychology, 64 (5), pp.509.
44.Mobley, W.H.(1977), Intermediate linkages in the relationship between job satisfaction and employee turnover, Journal of Applied Psychology, Vol.62, pp.237-240.
45.Mobley, W. H., Horner, S. O. & Hollingsworth, A. T., (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), pp.408–414.
46.Mobley, W. H. (1979), Griffeth R. W., Hand, H. H. & Meglino, B.M., “Review and Conceptual Analysis of the Employee Turnover Process,” Psychological Bulletin, Vol. 86 (3), pp.493-522.
47.Moussavi F., Cronon T. P. & Jones, T. W., (1990). Perceptual agreements as an aggregation criterion: An empirical study of a debate in climate research, Perceptual and Motor Skill, 70, pp-1335-1344.
48.Nanus, B., (1992). Visionary leadership: Creating a compelling sense of direction for your organization. San Francisco: Jossey-Bass.
49.Nunnally, J.C., (1978), Psychometric Thery, N.Y.: McGraw-Hill.
50.Owens, R. G., (1980), “Organizational behavior in education”(2nd eds.). Englewood Cliffs, NJ: Prentice-Hall.
51.Owens,R., (1987), Organizational Behavior in Education (3rd.ed.）.Englewood Cliffs, New Jersey : Prentice-Hall.
52.Porter, L.W., & Steers, R.M., & Mowday, R.T., (1974) “Organization commitment, job satisfaction, and turnover among psychiatric technicians”.Journal of applied psychology, 59, pp.603-609.
53.Price, J. L., (1977), The Study of Turnover, Ames：Iowa-State University Press.
54.Price,J.L.&Mueller,C.W.,(1986) “ Absenteeism and Turnover of Hospital Employee”. Academy of Management Journal,pp10-12.
55.Pritchard, R.D.＆Karasick, B.W., (1973), The Effects of Organizational Climate on Managerial Job Performance and Job Satisfication,Organizational Behavior and Human Performance,Vol.6, pp.126-146.
56.Robbins, S. P., (1991), “Organizational behavior: Concepts, controversies, and applications.” NJ: Prentice- Hall.
57.Robbins, S. P., (1996), Essentials of organizational Behavior, 7th Edition, New Jersey: Prentice-Hall.
58.Sashkin, M. (1988), The visionary leader. In J.A. Conger ＆ R.N. Kanungo（Eds）,Charismatic leadership: 122-160. San Francisco: Jossey-Bass.
59.Sergiovanni,T.L.＆Starratt,R.J., (1983), Supervision Human Perspectives, New York:McGraw-Hill.
60.Schneider,B.＆ Hall,D.T.（1972）,Toward Specifying The Concept of Work Climate：A Study of Roman Catholic Diocesan Priests,Journal of Applied Psychology, Vol.36, pp.19-39.
61.Stephen P. Robbins & David A. DeCenzo, (2002), Fundamentals of Management, PRENTICE HALL, INC, a Pearson Education Company.
62.Stogdill, R.M. & Coons, A. E.,(1951), "Leader Behavior : Its Description and Measurement, Research Monograph", No.88, Columbus : Ohio State University, Bureau of Business Research.
63.Stogdill, R.M.,(1974) Handbook of leadership : A survey of theory and research. New York: Macmillan.
64.Tett,R.P. & J.P.Meyer(1993), Job satisfaction, organization commitment, turnover intention,and turnover:path analyses based on Meta-analytic findings, Personnel Psychology,Vol.40, pp.259-291.
65.Tannenbaum R. & W. H. Schmidt. (1958), "How to Choose a Leadership Pattern.",Harvard Business Review, Mar.-Apr., pp96
66.Valentine,J. W.（1981）.Effect Communication:Do Your Teachers Really Underatand You? NASSP-Bulletin v65 n445(May), pp.34-38.
67.Van Scotter,J.R.(2000), Relationships of task performance and contextual performance with turnover, job satisfaction ,and affective commitment. Human Resource Management Review, Vol.10,No.1, pp.79–95.
68.White, R and Lippit, R., (1953), Leader Behavior and MEMBER Reaction in Three Social Climates, 14 pp.385-611.
69.Williams, L. J., & Hazer, J. J. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. Journal of Applied Psychology, 71(2), pp.219–231.
70.Wiggins,T.(1975).The influence of vole and organizational climate upon principal of educational administration. Pp.351~355.N.Y.： Macmillan publishing Co. Inc.
71.Yukl, G. A. (1998), Leadership in Organization, 4th Edition, New Jersey: Prentice-Hall.