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研究生:陳淑美
研究生(外文):Chen, Shu-Mei
論文名稱:企業組織承諾、領導風格及工作績效對員工離職意圖之影響-以T銀行為例
論文名稱(外文):The Study of Organizational Commitment and Company Leadership Impact Job Performance on Employee's Turnover Intention: A Case of T Bank as Example
指導教授:李維鈞李維鈞引用關係
指導教授(外文):Lee, Wei-Chun
口試委員:李維鈞朱志忠羅新興
口試委員(外文):Lee, Wei-ChunChu, Chih-ChungLo, Hsin-Hsin
口試日期:2017-07-19
學位類別:碩士
校院名稱:龍華科技大學
系所名稱:企業管理系碩士班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2017
畢業學年度:105
語文別:中文
論文頁數:47
中文關鍵詞:組織承諾領導風格工作績效離職意圖
外文關鍵詞:Organizational CommitmentCompany LeadershipJob PerformanceTurnover Intention
相關次數:
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  • 下載下載:247
  • 收藏至我的研究室書目清單書目收藏:2
臺灣金融市場觸角拓及全球化、金融科技的創新,金融業經營環境逐步改變,除金融體制與組織的變革外,金融從業人員離職意圖,勢必影響銀行業經營績效及型態。因此,本研究主要的探討企業組織承諾、領導風格及工作績效對員工對離職意圖之影響。本文採用問卷調查法並以T銀行員工為研究對象,總計抽樣發出問卷220份,回收之有效樣本共217份,有效回收率為97%。本研究以SPSS統計軟體為分析工具進行資料處理與分析,且以描述性統計分析、差異分析及迴歸分析等統計方法分析,所得研究結果顯示,不同性別、婚姻狀況、年齡層及教育程度在組織承諾、領導風格、工作績效及離職意圖均無顯著差異;年資在組織承諾、領導風格、工作績效有顯著差異,但離職意圖構無顯著差異;職務別在組織承諾、領導風格、工作績效及離職意圖均有顯著差異。本研究結果發現,領導風格對工作績效、組織承諾有正向影響,對離職意願有負向影響;工作績效對組織承諾有正向影響,工作績效對離職意願有負向影響,結果為不成立;組織承諾對離職意願有負向影響,在領導風格對離職意願具有中介效果,在工作績效對離職意願具有中介效果;工作績效在領導風格對組織承諾具有中介效果。
Taiwan's financial market tentacles and globalization, financial and technological innovation, the financial industry business environment gradually changed, in addition to the financial system and organizational changes, the financial practitioners leave intention, is bound to affect the banking business performance and type. Therefore, this study mainly explores the impact of organizational commitment, leadership style and job performance on employee turnover intention. In this paper, questionnaire survey and T bank staffs as the research object, a total of 220 samples issued a sample, the recovery of a total of 217 effective samples, the effective recovery rate of 97%. In this study, SPSS statistical software was used as analysis tool for data processing and analysis, and descriptive statistical analysis, difference analysis and regression analysis and other statistical methods analysis, the results show that different gender, marital status, age and education in the organization there were no significant differences in organizational commitment, leadership style and job performance, but there was no significant difference in job orientation. , Leadership style, job performance and job intention are significantly different. The results show that the leadership style has a positive impact on job performance and organizational commitment, and has a negative impact on the willingness to leave. The job performance has a positive effect on the organizational commitment. The job performance has a negative effect on the intention of leaving, the result is not established; Organizational commitment has a negative impact on the willingness to leave, the leadership style has a mediating effect on the turnover intention, and the job performance has an intermediary effect on the turnover intention; the job performance has an intermediary effect on the organizational commitment to the organizational commitment.
摘要 i
ABSTRACT ii
誌謝 iii
目錄 iv
表目錄 vi
圖目錄 vii
1. 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 2
1.3 研究限制 2
1.4 研究流程 2
2. 文獻探討 4
2.1 企業組織承諾 4
2.1.1 組織承諾的意義 5
2.1.2 組織承諾的分類與構面 5
2.1.3 組織承諾相關研究 7
2.2 領導風格 7
2.2.1 領導的意義 7
2.2.2 領導理論的演進 8
2.2.3 領導風格的種類 12
2.2.4 領導風格相關研究 13
2.3 工作績效 14
2.3.1 工作績效意義 14
2.3.2 工作績效相關研究 15
2.4 離職意圖 15
2.4.1 離職意圖的意義 16
2.4.2 離職意圖的類型歸類 16
2.4.3 離職意圖的相關模式 17
3. 研究方法 18
3.1 研究對象與抽樣 18
3.2 問卷設計 18
3.3 研究架構與假設 19
3.4 統計分析方法 20
4. 資料分析 22
4.1 描述資料分析 22
4.2 信效度分析 23
4.3 差異性分析 24
4.4 相關分析 29
4.5 迴歸分析 29
4.6 假設驗證結果 31
5. 結論與建議 33
5.1 結論 33
5.2 管理建議 34
5.3 未來研究方向與建議 35
參考文獻 36
附錄 43
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